Empathy; it’s a declining trait in today’s workplace and, according to a recent study, society in general. And that’s a shame because in a people-driven environment like the recruitment industry, learning and developing empathic skills can be a huge boost to your client, candidate and colleague relationships.
Over the last 10 years, I have spoken to over 100,000 delegates in over 1,000 conferences. I have read over 1,000 personal development books and spent oodles of money on courses, training and development. I have been lucky enough to meet, interview, and work with some truly incredible and inspirational people and, perhaps most importantly, I have asked myself every day, “What is it that differentiates elite performers from merely good ones?”
My talks, my coaching and my work is based on the answers to this question and any one of these distinctions can help you make more placements and improve your sales.
Are you measuring a compliant Claire…Or a Rebellious Robert?
When making the choice to set KPI’s I would advise you are clear on the reason why you are setting them in the first place. To help the individual, to give direction or to check up on individuals?
Compliant Claire can be compared to Lisa Simpson: ‘nice, willing, compliant, honest and very eager to please. Having a detailed outline of what Compliant Claire needs to do could work well for her…as long the instructions are clear not open to interpretation. Someone like Compliant Claire will need specific and measurable KPI’s so she can ensure she achieves them.
I am not going to pertain to know all the answers. I’ve made plenty of mistakes, but I’ve learnt from them and tried not to make them again. Here’s what I’ve learnt about effectively running and managing a recruitment business
Short answer: no. During a business development phase, important resources are devoted to procuring clients. When business is good, we are far too busy delivering on our clients’ demands.
While it can be difficult to allocate time for the training and development of your team, we all know that everything would be going better if we did.
So why don’t we do it? Because it is never a priority. There is always something else more important — or so it seems.
In the world of recruitment, the technology that sourcers use has been changing rapidly.
From the old days of mapping the guest list of an event or via numerous bait calls to companies to searching for candidates on LinkedIn, the work of sourcers has been made easier and faster. And it is still improving every single day.
Here are a list of tools that are not only free but are so easy to use that you don’t need a one-day webinar to learn how to create your profile. Heck, you don’t even need a single minute. They just work.
If you are a Recruiter and you are still using LinkedIn for free you have probably got a tough decision to make, either now or in the near future.
One of the hardest things to master when becoming a recruitment consultant, is being able to overcome objections. Whether these come from candidates or clients, it’s hard to not take them personally.
Recruiters are always demanding more training and when it’s delivered there is always the flurry of noise from managers claiming the consultants have ‘too much time away from the desk’!
Companies cite training as a positive differentiator in attraction and retention of staff but rarely make reference to the quality & outputs of the training.
In my experience the recruitment sector is divided into two distinct schools, albeit they don’t recognise it themselves.
Your success as a billing manager is defined more by the success of those around you, than by your own billing success, which is hard for many managers to fully understand.