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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'training'

For Managers

Want Better Results? Tailor Coaching to the Individual



Business training

Business trainingAs a billing manager, I never seem to have the time to coach my people consistently and they have such a limited attention span that I get the feeling, especially with my veterans, that they aren’t really into learning anyway. How do I find the balance and provide them what they need in a format that is of interest and relevant?

This question ranks as number one among owners, billing managers, and even trainers trying to find the balance between their own work load, and providing their recruiters with essential skills and knowledge. We are all experiencing work environments that are intensely more competitive and constantly changing, with business goals and objectives that continue to escalate. And while there are still seven days in a week and 24 hours in a day, our challenge is to do more with those same seven days and 24 hours then we did just a year ago.

So how do we begin to find the gift of time to coach our people? And who is to say they are open to receiving it?

Motivation

Your Problems May be Opportunities In Disguise



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Standing on the football field in the fall of 2011, hours before a Baltimore Ravens game against the Pittsburgh Steelers, I reached out to shake the hand of former NBC Sports President Dick Ebersol and introduced myself.

“Nice to meet you. I’m Gerry Sandusky.

He snatched his hand back, a flinch reflex as if my hand were on fire. Before I could say, “Gerry with a G, no relation to the former Penn State coach,” Ebersol had disappeared into a nearby crowd of people, a safe distance from the awkwardness caused by the sound of my name, an identical sounding name as a convicted child molester. Problem.

Motivation

The 9 Elements of Resiliency and 6 Steps to Building It



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make it happen training - free milesEditor’s note: These tips are excerpted from The TRACOM Group’s workbook, “Developing a Resilient Mindset.” 

Filter — How you filter information and interpret the world.

  • Personal Responsibility is the belief that successes or failures at work are determined by one’s own talents and motivations as opposed to external forces such as luck or good timing. Those who are high in personal responsibility believe they control their own destiny and attribute events to their own traits. Rather than relying on external factors such as luck to achieve objectives, they look inward to their own talents and motivations and attempt to exert control over situations.
Ask Barb

Training Your Staff Gives You the Edge Over the Competition



Ask Barb

Dear Barb:

In my last career, I had a line item for training in my budget. As an owner of a recruiting firm, I don’t budget money for training, yet I know that is one expense that can give me the greatest return on my investment. I get so many emails from trainers every week, and most of the information is not relevant or consistent. I opt out of many of them that send too many emails.

When I go to conferences, you can listen to three trainers and many of them don’t agree on how to get great at this profession. How do I determine which training is going to work and which trainers are just total BS?

For Managers

Hiring Right Summary: Keys to Recruiting, Training and Retaining Top Agency Performers



hiring right 7

Note: This is the seventh and final article in a series on decreasing turnover and increasing profits. In the previous articles Terry discussed turnover  (High Turnover Is NOT Just Part of the Business), who to hire (What It Takes to Attract and Hire Recruiting Winners), setting expectations (Your Onboarding Should Not Be Like A Box of Chocolates), training standards (When You Set Standards and Manage to Them, Everyone Knows Where They Stand), performance based training (Performance Base Your Training For Early Success), and understanding motivation to better inspire and lead a team (Improve Commitment by Understanding the Personal Nature of Motivation).

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In our series of seven articles, we have addressed the issues related to decreasing staff turnover and increasing profits. Since the series first appeared (it first began in our monthly print newsletter, The Fordyce Letter in Aug 2013), I have received hundreds of calls and emails from readers wanting to learn more about the principles and concepts presented in these articles. Based on these calls and at the request of many of you, I will attempt to summarize the key elements.

How-To, Motivation

Embrace Your Inner Rookie and Win



Novice button-free

Novice button-freeRookies are just awesome. Their innocence and energy for an office is infectious, and they do the things which the tenured forgot made them successful. Yet with all their mistakes and silly questions, they still bill. They bill because they follow the system. They follow the system because they do not know any better. It just has to make you smile.

A while back I had a rookie brag he had verbal approval for terms with a  former client of the office. This company had a change in HR back in 2009, which at that time issued cancellation notices on all existing service agreements and issued new service agreements that included a reduction in fee, a longer guarantee period, and a money back guarantee. We went back to all of our hiring managers, elicited their help to no avail, and finally walked away.

For Managers, Motivation

Improve Commitment by Understanding the Personal Nature of Motivation



hiring right 6

Note: This is the sixth article in a series on decreasing turnover and increasing profits. In the previous articles Terry discussed turnover  (High Turnover Is NOT Just Part of the Business), who to hire (What It Takes to Attract and Hire Recruiting Winners), setting expectations,  training (Your Onboarding Should Not Be Like A Box of Chocolates), standards (When You Set Standards and Manage to Them, Everyone Knows Where They Stand), and performance based training (Performance Base Your Training For Early Success).

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Decreasing turnover and increasing profits are a result of attracting, hiring, training, and retaining a productive staff that can effectively work together. However, an important factor that contributes to this is your understanding of the nature of personal motivation. This understanding is critical to achieving a realistic picture of your personal operating/management style, and it is equally important in determining “who” to hire, and “how” to train and manage them once they are on board with your firm.

Personal motivation is just that, it is personal. Therefore, in order to understand it, you must understand the person. As a starting point consider the findings of a longitudinal study by the National Science Foundation. This study concluded that:

The key to having employees who are both satisfied and productive is motivation, that is, arousing and maintaining the will to work effectively, having employees who are effective not because they are coerced but because they are committed.

For Managers, The Business of Recruiting

Performance Base Your Training For Early Success



Training illustration

hiring right 5Note: This is the fifth article in a series on decreasing turnover and increasing profits. In the previous four articles Terry discussed turnover  (High Turnover Is NOT Just Part of the Business), who to hire (What It Takes to Attract and Hire Recruiting Winners), setting expectations,  training (Your Onboarding Should Not Be Like A Box of Chocolates), and standards (When You Set Standards and Manage to Them, Everyone Knows Where They Stand).

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Are we confident because we are competent or are we competent because we are confident? Regardless of the answer, in order to be successful an individual must be both confident in their approach to, and competent in their application of the basic concepts and fundamentals of this business. Getting to that point and beyond is the objective of Performance Based Training.

How important is training in determining whether or not an individual will be successful in this business? Next to hiring the right people it may be the most important factor.

For Managers, The Business of Recruiting

When You Set Standards and Manage to Them, Everyone Knows Where They Stand



hiring right 4

Note: This is the fourth article in a series on decreasing turnover and increasing profits. In the previous three articles Terry discussed turnover  (High Turnover Is NOT Just Part of the Business), who to hire (What It Takes to Attract and Hire Recruiting Winners), and setting expectations and training (Your Onboarding Should Not Be Like A Box of Chocolates). 

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Fast-Paced! Volatile! High Risk! High Return! Competitive! Sophisticated! Pressurized! Stressful! Demanding! Exhilarating!

These are some of the terms used by managers to describe our business. However, as with most adjectives, these terms are subjective and can mean different things to different people. That is where performance standards come into the picture.

Ask Barb

Barb Bruno’s New Recruiter Production Program



Ask Barb

Dear Barb:

Would you be willing to share the first quarter metrics you implement for new hires? I have not hired someone new in over two years, and I’m not sure what minimum standards to implement. I plan to use your tutor to train them, but need to understand metrics. I know your average fee is around $25,000 which is our average as well. That is why I feel the metrics you use will work for my business. I hire individuals who have no prior recruiting experience.

Louise P.
Baton Rouge, LA

Dear Louise: