Recruitment can get a bad rep, but it also has many redeeming qualities that keep someone there. You work with so many exciting organizations to find amazing talent and would also be helping people to find jobs — so why would you ever get a bad rep, since you’re doing an amazing work! You will have many memorable stories involving people who have been struggling with their job search, or companies that desperately need someone quickly. That’s where you guys come in.
Of course, there is always room for improvement
How can you ensure that you get the right candidates answering you? You need to be persistent. You need to push back. But there’s a fine line between being tough in defense of what’s right and being too harsh, which is something you’d struggle with constantly. Finding the line between helpful and pushy is the key to success; you need to know when to push candidates to take risks and when to back down. In order to do this, you need to truly know your candidates — and your clients.
You will sometime find it difficult to be persistent with people and will find a way to get over that feeling, but still question, how many times are you allowed to reach out to someone? Some ways that you could overcome these concerns are by doing extensive research on each person’s background to ensure you’re bringing something valuable to the table. You should also realize that in those 10 + calls a day from different recruiters, you have done the best job finding something relevant and appealing to them. You have taken the time to research their backgrounds, interests, and projects they have done. In the end, they appreciate your call (even if they are not looking!) and that’s how you build a relationship. While it’s not an easy job, it is rewarding. As said, why would you ever get a bad rep, you’re doing amazing work!
So how many times IS too many to follow up? If you can connect with someone, being persistent is easy. You consistently follow up with people 4–5 times, in an effort to make that connection. Persistence, not pushy. There is a fine, but very important, line between the two.
Being in recruitment, being persistent, following up, and pushing back is a vital part of being a good salesperson — as long as you’re doing it in the right way.
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:
- 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.
- Note down your plan: Have a physical plan in front of you so you can cross things off.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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!