Daily Planner for Recruitment Consultants

About 95% of the recruiters miss one of the most fundamental elements of correctly attacking their desks in this environment. They are not properly planning their work. So whether you’re new to recruitment or a veteran recruiter, let’s talk about your recruiter daily planner for a minute. Below is a recruiter daily planning template that recruiters MUST do for proper daily planning:

  1. Plan each segment the night before: It is highly recommended to plan for 15-30 mins, the night before on what the action plan should be for the next day.
  2. Note down your plan: Have a physical plan in front of you so you can cross things off.
  3. Perform the closest activity to a placement first: What could be simpler than this? When planning your day simply prioritize what’s closest to revenue.
  4. Have your list together before you call: There is no way you will get these calls made if you’re taking the approach of “Dial the phone, then think about who to call next, then dial the phone, then think about who to call next, etc.”  You will never get the right number of calls made if you don’t pre-plan these calls.
  5. Force your number of daily OUTBOUND calls: You have zero chance of talking to the right people and the right number of people if those people don’t know you want to talk with them.  You absolutely can’t be waiting; you’ve got to be driving.  So you have to set a goal for outbound dials each day and then hit that goal!  The goal should be no less than 75 calls in this market environment.
  6. Ask yourself, “What’s the fastest way to a sendout (interview)?” In real estate, there are three things you must keep in mind when buying a home: location, location, location. In recruiting, there are three things that lead to placements: sendouts, sendouts, and sendouts. Sendouts lead to placements and placements lead to money. A strong minimum is five first time sendouts per week. Why five? The average new recruiter’s sendout out to placement ratio is 10:1. With five sendouts per week, the law of averages says that will translate into two placements per month.  If the quality is great – it may lead to three, if the quality is poor, however – it may just be one.
  7. Work in segments (co-ordination segment, sourcing segment etc.): This is something that all recruiters know but few consistently execute. It’s a hallmark of high production.
  8. Do not take incoming calls during a calling segment: This takes discipline but will produce big results for you. Return calls after you finish your sourcing/calling segment.

Start with this simple template, and you’ll start to notice results within the first couple of weeks.  Don’t let things happen . . . make things happen!

Author: SapienHR

Every recruitment company has its own speciality. Ours is sourcing and we’re passionate about how we solve technology recruitment challenges by securing rockstar talent for fast growing, emergent and disruptive technology companies. At SapienHR, we provide talent sourcing at the speed of automation. Recruiting is #1 on every company’s list. Being an employer, we all have gone through the pains of recruitment. Consultants, online portals, referrals, campus recruitment etc remained to be the resort for companies. Even though demand for quality candidates reached all time high, supply succumbed to the pains of recruitment. The thing that struck us was that these folks needed help implementing best practices and scaling them quickly. This has led to the launch of SapienHR. SapienHR uses proprietary software combined with expert human sourcing to find and engage the highest potential candidates, sending interested responses directly to recruiter’s inbox, saving you hours of time.We get a real kick out of utilising our network & technology to identify, pursue and secure the very best candidates out there.

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