Focus On Results
FOCUS ON RESULTS!
The following is a list of distractions that can prevent you from focusing during prime time:
• Switching Gears
-During recruiting presentations
-During marketing presentations
-Stopping after successful calls
-Not following your planner
-Working on the urgent activities versus the results-oriented activities
• Personal Calls
• Emails
• Conducting research during prime time
Here is my definition of FOCUS:
Finding
Orders
Certified to produce
Unlimited
Success
In the recruiting profession, we have people on both sides of our sale. They talk back, they change their minds, they no-show interviews, their salary demands often escalate faster than the speed of light, they want our undivided attention whenever they call and they disappear after interviews without calling us, just to mention a few of the incidents you deal with on a daily basis.
Here Are Seven Areas That Should Become Focus Priorities:
1. Close clients, candidates and placements
a. Focus on what is closest to the money
b. Be aware of all final interviews
c. Assist wherever you can to close placements and fills
2. Focus on send-outs
a. If you want to focus on one area that will give you the greatest results,
focus on booking more send-outs (your candidate interviewed by a decision
maker)
b. Mandate Send-Out Hot Sheets. You can predict production by closely
monitoring send-out totals
3. De-briefing candidates|clients
a. Feedback after interviews must be a priority activity (You debrief the most
interested person first)
b. Utilize a De-Brief form to help you with their future preps
4. Candidate presentations to clients
a. If you don’t have placements or send-outs booked, your top priority must be
presenting candidates to your clients to book send-outs
b. This activity is a prime time focus area because it is easiest to contact
clients and candidates during this timeframe
5. Identifying and understanding the hottest job orders, contracts or assignments
a. Obtain a target date to fill instead of a.s.a.p., yesterday or immediately
b. Obtain three interview times when they write a job order, contract or
assignment, ensuring send-outs
c. Email a copy of their job order, contract or assignment to everyone involved
in the interviewing process to make sure they are all on the same page (I
have an established office and 50% of the time changes are made by our clients)
6. Surfacing new talent daily
a. Make sure you surface new talent daily
b. Mandate that you cover job orders, contracts or assignments (A minimum of two
to three of your candidates on final interviews)
c. Refer to your Career Portal so you don’t waste time on candidates you will
never place in a position
7. Marketing presentations daily
a. Market the skills of candidates daily
b. Land the clients your candidates want to work for (Ask every candidate where
they want to work)
When you focus on revenue generating activity, you will enjoy increased sales and profits.