How To Prevent “Slumps” in The Recruiting Profession!
PREVENT SLUMPS!
It has always fascinated me that so many recruiting and staffing companies accept slumps as a price of doing business. Although slumps can occur, even to top producers, they can be alleviated.
Let’s discuss reasons for slumps and solutions to prevent them from affecting the production of your business.
Celebrating A Record Month
Most slumps follow a record month, or several record months. Think for a moment of all the results-oriented activity that takes place in a record month.
Your recruiters are focused on:
- Presenting on existing job orders
- Booking send-outs
- Pre-closing the candidate
- Pre-closing the client
- Prepping the candidate
- Prepping the client
- Debriefing the candidate
- Debriefing the client
- Checking references
- Booking second, third and|or final interviews
- Accepting a complete offer
- Pre-closing the candidate
- Extending an offer the candidate accepts
- Informing the client
- Having the candidate call the client to accept
- Walking them through their resignations
- Offering samples of resignation letters
- Staying in touch throughout the two-week notice
Do you see two major areas of responsibility that are being totally ignored?
- Recruiting Presentations
- Marketing Presentations
You can eliminate slumps if recruiting and|or marketing presentations are made on a daily basis. When you’re having a great month, you can make extremely effective presentations. Commit to certain minimum results each day to ensure that daily marketing and|or recruiting presentations are made.
Working The Wrong Job Orders, Contracts or Assignments
It is critical that you work the hottest orders, contracts or assignments you have in your office.
Representing The Same “B” Candidates
You need to consistently recruiter for top talent. Slumps often occur when you do one of two things:
- Keep working with the same candidates that have been screened out before
- Only surface candidates from job boards and the Internet
It is important to develop a strong referral system to ensure consistent candidate referrals. Most recruiters don’t get referrals because, quite frankly, they don’t ask for them.
If you are working retained or direct placements, most of your hiring authorities prefer to hire someone who is successful, with a stable work history and currently employed.
If you are working in the assignment or contract segment of our profession, your clients want to hire the most qualified person who can adapt to their culture and possess the skills and experience necessary to perform the responsibilities of their opportunity.
Not Enough Focus On Send-Outs
The send-out total is the most important statistic for you to monitor. It is important for you to know your send-out to placement ratio. My definition of a send-out is: An interview between a candidate and a decision maker.
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