The Staffing and Recruiting Profession is time intensive. To complicate matters even more, both sides of our sale has the ability to talk back and change their minds. One of your greatest challenges is where to place your focus and efforts. I hope to clear up this dilemma today!
Your job in three words is to “book send outs!” Every day ask yourself “where is my send out today?” To clarify…my definition of a send out is a candidate being interviewed by a decision-maker…a first interview. If you want a better month than last month, book more send outs! If you want a better year than last year, book more send outs!
Your employer doesn’t write your paycheck – you do! You can accurately predict your income if you know your send out to placement ratio. How many candidates do you put in front of a hiring authority before someone is hired?
Last year I spoke to an Engineering Network of Recruiters. The average send out to placement ratio of the group was 6 to 1. I then asked them how many send outs they booked each month and the average was 10. Think about those numbers for a minute.
If they had just sent out TWO more candidates, they could have closed TWO deals a month vs. ONE deal. Two more send outs could have also DOUBLED their production and their income!
REALITY #1
You don’t have to like the candidates you place.
Your personality might not gel well with your candidates, however, that is not important. The person who has to like your candidate is your client. Your job is to screen in not screen out.
REALITY #2
You should BOOK 100% of the Candidates you submit to your clients
You are paid on RESULTS not EFFORTS. Think of the time and effort you put into surfacing top talent for your clients. If you submit five candidates, you should book five candidates. If your client asks to set up three, it is your job to attempt to sell in the remaining two candidates that you have presented. If they are not your candidate, put the recruiter on the phone that is representing this person and give them the opportunity to overcome the objections or concerns of your client.
REALITY #3
When in Doubt – Send Them Out!
You really don’t know what your clients will hire – many of you just “think” you do. My client’s decisions surprise me on a continual basis. It is not your job to play “God”; you need to let your clients make their own decisions. I’m not saying for a minute to send unqualified candidates or candidates with questionable references. I am saying if they have the experience, skills and stability your client requested, send them out!
REALITY #4
Identify a new Candidate Resource every Quarter
It is important that you continue to find new resources for Top Talent. It is your responsibility to present the best candidates available – not just the best candidates in your database or on a job board.
Recruiting is a relationship building business and strong candidate rapport will result in increased referrals.
REALITY #5
Call the Candidates you have Sent Out!
It is important to call the companies where you have booked Send Outs six months later and ask for your candidates. You will be surprised how many placements were made without your knowledge. Once you have contacted your candidate and clarified start date and salary, you then bill the client for the fee.
When you complete your planner tonight – focus on Send Outs
When you arrive at your office tomorrow – focus on Send Outs
Strive to increase the number of send outs booked throughout your career. You will be rewarded with consistent increased production and income.
Never forget…When in Doubt – Send Them Out!
And what about those candidates you don’t send out? Until now, they were nothing but a cost on your time and money. We’ve introduced a system that will allow you to monetize on your candidate flow with the automated Candidate Next Step system. If your company is not using this, you are losing money every day! Please review the system by clicking on the link below!
Contact our office if you have any questions after reviewing the Video!
219.663.9609
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