Jordan Rayboy
on Apr. 5, 2011
The best way to build a high-billing practice is to recruit within a niche and become the absolute best recruiter on the face of the Earth in that niche. You want to own your market. All top billers do it. Regardless of whether they recruit in IT, Accounting, or Healthcare – they are POWER BROKERS in their industry.
Yesterday, we gave you Steps 1-4 of how to dominate your market and own your niche. Today, we bring you steps 5-10.
Jordan Rayboy
on Apr. 4, 2011
I just moved into a house in southern Oregon after traveling the past four years in a giant RV. We love our new digs because we are in a pretty remote area. My wife Jeska won’t even let us get a TV in our house (she’s smart). And honestly, my advice to you as well is this – turn off the TV, and especially, turn off news – it’s usually bad. Get outside. Get Healthy. Most importantly, become grateful for all that you have. If you are in this profession, you have SO much to be grateful for. We make a difference in people’s lives. (usually for the better) We help our clients achieve their goals by solving urgent and critical problems. What we should be most grateful for is this: you, and only you, get to decide what your W2 is at the end of the year. No one is in control of your earnings except you.
Your market sucks? I guarantee there are recruiters out there billing huge numbers in so-called “depressed industries” like construction, automotive, and financial services. Someone out there is getting creative, perhaps jumping into mergers and acquisitions. If you need to, change markets. I saw Jon Bartos start up three different markets in three years and build them each to $1M+ annual billings. But then again, Jon is…well, he’s Jon Bartos. The dude has a mini golf course in his office, and a hockey rink in the empty space next door.
The best way to build a high-billing practice is to recruit within a niche and become the absolute best recruiter on the face of the Earth in that niche. You want to own your market. All top billers do it. Regardless of whether they recruit in IT, Accounting, or Healthcare – they are POWER BROKERS in their industry.
Amybeth Hale
on Jul. 28, 2010
I know many of you enjoy occasionally sidling up to the poker table to play a little Texas Hold’Em. There’s something about bluffing your opponents with a crappy hand and still managing to win the pot that is thrilling to anyone. The best poker players in the world know how to mask their ‘tells’ and read other people like a book. It’s this in-person interaction that makes the game enjoyable, challenging, and rewarding.
The World Series of Poker began in 1970, but poker has been around for much longer. Some trace its roots back to a 15th century German game called Pochspiel. Others liken it to a Persian game called Nas, recorded around the turn of the 20th century. One of the more commonly accepted stories is that the game of poker originated in the mid-1700s and was played widely throughout the Mississippi River region by 1800. Games were played by groups of men sitting around small tables, trying to convince each other that they had the best hand through bluffing and betting. Social skills were an important aspect of playing the game successfully – one had to know how to read his opponents in order to, as Kenny Rogers puts so eloquently, “know when to hold ‘em, and know when to fold ‘em.”
Robin Eads
on Jul. 8, 2010
Now that we’ve discussed how to go about cold calling candidates, let’s rewind just a bit and discuss cold calling for business. Obviously without business, you’d have no reason to cold call candidates! A lot of the same principles apply in both types of cold calling, so why not put your skills to work on both sides of the desk? I realize that not all third party recruiters handle business development but a well-rounded recruiter should definitely be capable of doing so. The most successful recruiters are those that control both ends of the placement equation, thus resulting in more earned fees.
Smart recruiters will seek relationships with clients where they can have direct interaction with hiring managers, allowing them to gain a deeper understanding of the client’s needs and environment beyond just a job req. Instead of competing with hundreds of vendors on VMS requisitions, targeting smaller environments where these relationships can be built is a great way to position yourself for long term success. While I certainly would never discourage big business, relationships make the best placements. Period.
That being said, what’s the best way to go about cold calling for business? The same way you would if you were looking for a candidate. Research!
Terry Petra
on May 25, 2010
Almost daily I receive calls and emails from owners, managers, and recruiters who are interested in learning how to build exclusive, engagement fee, and/ or retained relationships with their clients.
Often, they are confused about these options and not aware they can provide more than one option without being in conflict with their overall business objectives.
To help bring clarity, consider the following:
Recruiters basically have four options, or variations thereof, from which to choose when considering how to meet the needs of their clients.
Each of the options has certain advantages as well as disadvantages.
Robin Eads
on May 20, 2010
Editor’s note: This is Part 1 of a multi-part, weekly series on cold calling. Look for Part 2 next week.
Even if the economy isn’t in turmoil, gaining new business has always been a tricky task in the recruiting industry.
Some say it’s a numbers game. For example: make 100 calls to submit 10 candidates to schedule four interviews to get two hires.
We can argue the stats, but this line of thinking and measurement is perpetuated among recruiting management like a plague.
I can remember a time when my recruiting performance was measured by phone time. That’s right; my employer at the time actually tracked the amount of time we spent on the phone during the day. What this led to, of course, were recruiters and account managers trying to “cheat” to meet management’s expectations.
I’ve got news for you: recruiting isn’t about numbers. It’s about skill. You want more placements? You want to earn more money? You want the respect of your clients? Then you need to master the art of cold calling.
This is a phrase that makes some recruiters cringe. They perceive cold calling as pushy and invasive.
Doug Beabout
on May 13, 2010
Finding and hiring top recruiter talent is the toughest search assignment to work, yet it is also the most profitable.
You will receive a fee for a successful search assignment; however, a successful placement of a recruiter in your firm will create an ongoing annuity based on the increases in sales, client development, and an increased candidate database.
Further success will be realized in the internal momentum and synergy among your recruiters that comes with the addition of another productive recruiter.
Of primary importance is starting a recruiter hiring process based upon a solid understanding of the truths. Armed with knowledge of the realities, you can plan and execute a strategic hiring process with great success as a predictable outcome.
Reality #1: More will fail than succeed.
Good times, bad times; this is a challenging business fraught with pitfalls and variables.
An average individual will often fold under its weight. A proven prescription for the best individual formulation of characteristics and experience is paramount but not a guarantee against failures.
elaine.rigoli
on May 11, 2010
For anyone looking for more specifics about recruiting with Google, Twitter, LinkedIn, and beyond, consider signing up for today’s webinar hosted by Amitai Givertz.
Ami, a co-author of Guerrilla Recruiting with David Perry, will lead the 90-minute webinar. He promises to help you find buried information and “apply it to improve lead-to-contact ratios, candidate engagement, screening success, and so on,” and how to apply “guerrilla tactics for generating candidate flow from social networking sites and resume databases.”
Join the webinar today at 3pm Eastern. The cost is $95, which includes session recordings, references, self-paced study guides, video tutorials, and other recruiting tools.
Email info@brownbagrecruiter.com or call (561) 922-7567 for more information.
Geoff Votta
on May 10, 2010
The market is changing for recruiters and you better be prepared.
If you are stuck in the days of selling the fact that you can “find” talent then you are spinning your wheels, or you soon will be. Clients are more demanding and HR leaders need to believe that you can provide value so that they prove ROI.
Everyone is using social media to build their networks and connect with more people in more ways and in more places than ever before. With information so easily available, almost anyone with a computer can become a “recruiter” and throw a resume, or 10, out to an HR manager in need.
But how does this create value?
elaine.rigoli
on Apr. 26, 2010
What do a Franklin planner and a $35 wrist-watch have in common?
Harry Joiner, who has made a name for himself in the recruiting world as THE e-commerce recruiter, has some secrets about these low-tech, high-value items.
“It’s about measuring, measuring, measuring — have your dashboard wherever you go,” he says.
Check out this video to see how a planner and watch become “the guts” of the ultimate recruiting system.
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