How to Teach a Recruiter to Bill $1,010,349.50 in One Year – A Six Part Series – Part 6

How to Teach a Recruiter to Bill $1,010,349.50 in One Year

–A Six Part Series–

Part Six

by
Bob Marshall

December 27, 2022

Never Mistake Activity for Achievement, The Theory of Threes and Knowledge Deficiencies versus Execution Deficiencies

Part Six

“Never Mistake Activity for Achievement”—John Wooden

Tracking hot sheets; need at least 5 full’s or 10 splits.

Be quick, but don’t hurry.

The Theory of Threes

The 10 Step Outline:

1.  Get an MPC (Most Placeable Candidate);

2.  Start your marketing campaign in the morning;

3.  On the same day (in the afternoon), start your recruiting campaign.  Your goal is to recruit two other candidates who have talents, skills and abilities similar to your MPC;

4.  While marketing, mention to the JO (Job Order) HMs (Hiring Managers) that you provide an additional service, at no additional charge, of attempting to surface two other candidates.  Tentatively arrange two other interview times close to the time that the HM will interview your MPC.  Don’t present the additional two candidates yet, but set up a time to call the HM back with the fruits of your recruiting efforts;

5.  Call the JO HMs back and present the two complementary candidates; also mention that you will be taking all three of these candidates to other companies/competitors in the same geographical area (Power of Competition and Fear of Loss).  Name those companies;

6.  Arrange at least three groups of interviews in each geographical location;

7.  Prep the candidates and finish the prep by telling them that you have two other candidates being interviewed by the same HM at approximately the same time and that they will need to ask for the job if they want it;

8.  Debrief both sides immediately after the interview;

9.  Make a placement;

10.  Repeat.

Knowledge Deficiencies versus Execution Deficiencies

“It is the actions we take that become our habits”

To change yourself you have to change your behaviors 

Wisdom of the Superstars…

 from Robocruiter

*His rationale behind making a commitment:

If there is no commitment, then the AE will not feel entitled to ask for, nor receive, the information that they must get, from both the Client and the Candidate, in order to be successful.

*His definition of the Total Account Executive:

“The Total Account Executive is one who uses everything he has available to him; emotionally, mentally, physically and psychologically toward reaching the goal of a peak performer.  It includes, but is not limited to, his attitude, his commitment, his discipline and intensity on his desk, his knowledge and application of the basics of our industry, his planning, his follow through and his willingness to grow and advance in our industry and his willingness to see himself, and feel himself, as a professional in this business.”

*“I have arranged…”

from Andrew Jenkins – president of Morgan McNeal Limited

*Coachability

Andrew’s ‘coachability’:  He said, “I will do anything you ask of me, for one year, without debate.  After that one year, I will feel free to ask questions.”

*Email Response

Andrews’s email response to my questions:

May 2011 exchange rate:  £1 = $1.62

Andrew’s best year ever:  £760,000, or approximately $1,231,000

His average:  £350,000-£400,000, or approx. $567,000-$648,000

Keys to his success:

*Learning from you obviously, remembering the basics.

I fight myself all the time to remember this:  Even though I might have 4-6 deals pending at any given time (which could be £300K or more in fees), and even though I am well-known in the market place (which is one of the joys of being in the business for 20 years), I don’t want to get lazy and complacent. So I still set myself a target to get new clients each month.  For me the MPC calls still works.  Last year 50% of my total billing came from people who I didn’t know 6 months before.

*Relationships are the next key.

I am a big believer that relationships matter.  I regularly call in favours from people that I have known for a long time.  Last year I made 2 placements from clients who recommended people to me.  I also always do a stock check of the clients that I know well but have not hired from me lately.  I always want to know, Why??  In the nicest possible way, I only talk to these people to make money; some just like to talk with me.  Recently I had a client who hired a candidate, who I knew, from another recruiter.  I asked him why hadn’t he used me, the answer horrified me, He said that it was too small-fry for me; that I only work the big hitters.  That was a £35,000 ($56,700) fee that I missed.

I try and position myself as a consultant, (not a salesman).  This can have the problems as mentioned above, but on the other hand, most of my clients will share their ideas with me, not just recruitment but strategically, and they listen to my views and opinions. The BIG advantage with this tack is that when it comes to a decision time, I am involved too, great when they want advise on if to hire, how much they should be paid etc., etc.  I am part of their team.

*And finally, I have never forgotten what you told me all those years ago that this is not a job—it is a way of life.  If you live it, you’ll have some real successes.  If you play 9-5 you will make a living, but only a living.

*I hope that gives you an idea of the animal YOU created.  The one thing that I have never heard from any trainer, other than you, is that having ethics, strong moral business ethics, not only helps you sleep at night, but it keeps you in business over the long haul.  We both know the manager of a large recruitment firm who failed and that was his biggest down fall in London.  He was here at the beginning of a boom in recruitment, he hired some bright people who wanted success, but not only did he want to cheat clients, but also the people who worked for him, He only lasted 4 years in London, where if he had shown some decent business ethics and morals, he would still be making money to this very day.

Hope all is well, keep me posted.

Kind regards,

Andrew Jenkins

Next week:  Stand by for the announcement of a new series!

Bob Marshall began his recruiting career over 42 years ago at MR in Reno, NV.  In 1986 he established The Bob Marshall Group, International, where he has trained recruiters throughout the United States but also in the United Kingdom, Malta and Cyprus.  With a dedication for executive recruiting, he continues to offer his proven training systems to individuals, firms and private corporations both domestic and in select international territories.  To learn more about his activities and descriptions of his products and services, contact him directly @770-898-5550; bob@themarshallplan.org; or visit his website @ www.TheMarshallPlan.org.