Every recruiter wants to make more placements. However, the best place to start is with your recruiting desk, specifically managing your recruiting desk and managing it more effectively.
Below are five steps for managing your recruiting desk:
#1—Don’t try to fill every job.
- Top recruiters are at peace with the idea that they can’t place every candidate and they can’t fill every job order.
- Managers: Require rookies to get permission to work a search.
- Pre-close: hiring process, urgency, what happens if it goes unfilled?
- Focus on marketing stars rather than filling orders.
- Get comfortable saying “No.”
- Know your target: if you’re a micro firm, go for higher-end searches where you can have an impact. If you’re a mid-sized firm, then you can target mid-level searches with lots of openings where you can tag team.
#2—Label each job order as an A, B, or C.
- An “A” must have cooperation, urgency, and marketability.
- For every 15 job orders that you write, maybe five will be worth a full search.
- Put these on a white board.
- Label your candidates too. Screen thoroughly.
#3—Require timely feedback.
- Pre-close timely feedback: “The clients who get the full focus of my team are those who respond and give us feedback.”
- Your clients will treat you the way you teach them to treat you.
- Let them know why you’ll call: either to clarify specs, present someone, or ask for feedback.
- Ask them to notify you of any changes so that you can pace yourself.
- Pre-close this with candidates, too.
#4—Address any lack of feedback.
- Remind them of what schedule they committed to if they flake out.
- If they are not responding, then be clear on the fact that the search is on hold until you hear back.
- Let them know their decision making and timeliness are being observed by the candidate.
- Make two phone calls, then send one email. If they still don’t respond, then move on.
#5—Get concrete commitments.
- Get interview times in advance.
- Add “client responsibilities” to the contract.
- Get exclusives/containers.
- If nothing else, get a $2,000 engagement fee.
- Schedule follow-up calls while your client is on the phone.
How well do you manage your recruiting desk? Do you follow all five of the steps listed above? Which ones should you incorporate into your desk?
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Gary Stauble, a guest writer for the Top Echelon Recruiter Training Blog, is the principal consultant for The Recruiting Lab, a coaching company that assists firm owners and solo recruiters in generating more profit in less time. For more information or to schedule a complimentary coaching session, visit www.therecruitinglab.com or call 408.849.4756.
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