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Recruiting Management Interactive Workshop by Barb Bruno

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Have you ever thought about what you would earn if you filled 100% of your contracts and orders? Have you wondered how other recruiters find talent and if they face the same challenges you do? Would you like to experience your “best recruiting year ever”?

At this limited-seating, interactive workshop you will learn proven recruiting strategies and techniques to elevate your level of success. From surpassing your goals, staying motivated on a daily basis and hitting challenges head on, this workshop will provide the approaches and techniques you need to consistently achieve high performance.

This workshop will also provide opportunity to:
• Analyze your most urgent and important recruiting issues, drawing from knowledge and experience of colleagues
• Renew and enhance your recruiting strategies
• Know where to focus your efforts to achieve the greatest ROI

THIS WORKSHOP IS DESIGNED FOR:
Recruiters, recruiting managers or anyone involved in the recruiting profession who wants to learn proven strategic recruiting techniques in this candidate driven market

Published in: Business
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Recruiting Management Interactive Workshop by Barb Bruno

  1. 1. Recruiting Management Interactive Workshop Your BEST Year Ever! Thursday, November 8, 2018 1:30 – 4:00 PM Presented by Barbara J. Bruno, CPC, CTS Good as Gold Training, Inc.
  2. 2. TOGETHER, WE WILL ADDRESS THE FOLLOWING TEN TOPICS: 1. Recruiting Management issues 2. Proven Recruiting Management Strategies 3. Designing Goals and Structure 4. Coaching your Direct Reports 5. Recruiting Strategies 6. Stats, Ratios and KPI’s 7. Align motivation with compensation 8. Foster a Championship Culture 9. Drive High Performance 10. Professional Growth and Career Development
  3. 3. #1 – RECRUITMENT MANAGEMENT ISSUES 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
  4. 4. TOPIC #1 – RECRUITMENT MANAGEMENT ISSUES There are many conflicting priorities for Recruitment Managers, especially if you’re also responsible for individual production. Most managers are challenged by attracting and retaining top producers and holding their team accountable for attaining goals set. PROPOSED ACTION ITEM #1: Conflicting Priorities Conduct a time study for the next 21 days, writing down everything you do. The number the list from the most important function to the least and delegate the last 10 items on your list. PROPOSED ACTION ITEM #2: Holding team accountable to attain goals Never erase a goal, add it to future months in the year to hold your team accountable and help them achieve their income goals. PROPOSED ACTION ITEM #3: Challenge of hiring and retaining top producers Hire over-achievers who want to sell and have a track record of peak performance. Elevate your status from manager to leader. People often resent a manager, but will follow a leader.
  5. 5. #2 – PROVEN RECRUITING MANAGEMENT STRATEGIES 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
  6. 6. TOPIC #2 – PROVEN RECRUITING MANAGEMENT STRATEGIES PROPOSED ACTION ITEM #4: Know your Best Business to pipeline in advance The following is a step-by-step process to conduct Revenue Modeling, which will identify your company’s “best business.” 1. Review where you have made fills or placements in the past 18 – 24 months. 2. Write down the following: Contract Direct a. Industry a. Industry b. Job Title b. Job Title c. Bill Rate/Pay Rate/Margin c. Fee Percentage d. Duration of Contract d. Guarantee Offered e. Location e. Location f. Interview Process f. Interview Process g. Size of Company g. Size of Company h. Payment History h. Payment History i. Replacement % i. Fall-Off % When you conduct Revenue Modeling, you know what business is being filled which will enhances your ability to proactively recruit to fill more business written. • Target 85% of your recruiting efforts at that exact business • Pipeline candidates in advance to you can provide top talent faster • Provide your Account Executives with resumes of your best talent so they can market your candidates during sales calls. (Fill out the attached presentation form)
  7. 7. #3 - DESIGNING GOALS AND STRUCTURE 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
  8. 8. TOPIC #3 – DESIGNING GOALS AND STRUCTURE Goals should be mutually agreed upon with each team member. Ask each employee what they want to earn in 2019 and show them exactly what they should do to attain their income goal. PROPOSED ACTION ITEM #6: Obtain 10 non-negotiable goals from each employee Ask your employees to complete the following for 2019: 1. Write ten non-negotiable goals in all areas of their life 2. Follow each goal with five action items (steps to achieve the goal) 3. Date the action items 4. Post them where they can see them as they work 5. Mark off the action items as they are accomplished You team won’t attain goals because you want a record year, but they will attain or surpass goals when they want something for either the people they love or themselves. PROPOSED ACTION ITEM #7 Segment days to achieve top priorities Create the implement structured recruiting best practices so you can review and improve your process, based on measuring and facts.
  9. 9. #4 - COACHING YOUR DIRECT REPORTS 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
  10. 10. TOPIC #4 – COACHING YOUR DIRECT REPORTS When in doubt coach. Coaching is a two-way communication that can bring out the best in someone else and help develop their skills, ability to perform and willingness to do what it takes to attain goals. PROPOSED ACTION ITEM #8: Identify strengths and weakness of each employee Recognize their strengths and help them improve their areas of weakness. PROPOSED ACTION ITEM #9: Individualize your coaching Know when to celebrate and when to coach!
  11. 11. #5 - RECRUITING STRATEGIES 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
  12. 12. TOPIC #5 – RECRUITING STRATEGIES Posting and praying is not working. Many candidates can’t talk during the day and it’s important to know WHY candidates should use you vs. anyone else PROPOSED ACTION ITEM #10: Work on individual branding Teach your recruiting team to present their personal brand that is based on their record of past successes. PROPOSED ACTION ITEM #11: Add six words to recruiting presentation “From your last place of employment?” PROPOSED ACTION ITEM #12: Create and implement a Referral Program A minimum of 40% of all placements and fills should be the result of referrals. PROPOSED ACTION ITEM #13: Have your team call past three employers Pull out the best candidates you’ve interviewed since January. Call their past employers and ask for them. When you’re told they’re not there – ask for and recruit their replacement, who has the same skills.
  13. 13. #6 - STATS, RATIOS & KPI’s 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
  14. 14. TOPIC #6 – STATS, RATIOS & KPI’s When you know individual stats and ratios, it’s takes the mystery out of accurately predicting production. What you don’t measure doesn’t count. PROPOSED ACTION ITEM #14: Track and share these ratios ➢ Send-Out (First interview) to Fill or Placement How many first interviews before you extend an offer? ➢ Presentation to Send-Out How many jobs do you present before you book a send-out? ➢ Interview to Presentation How many interviews do you conduct before presenting a job? ➢ Hit to Interview How many resumes/CVs do you receive before interviewing a candidate? ➢ Recruiting call to Hit How many recruiting calls before someone send you a resume/CV? PROPOSED ACTION ITEM #15 Set minimum standards of performance Track KPI’s (key performance indicators) and set minimum standards of performance. If goals are not achieved, numbers are added to future months. PROPOSED ACTION ITEM #16 Put under achievers on Probation If goals are not achieved for a few weeks, put this employee on probation, micro manage them with a specific plan of action to turn things around.
  15. 15. #7 - ALIGNING MOTIVATION WITH COMPENSATION 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
  16. 16. TOPIC #7 – ALIGNING MOTIVATION WITH COMPENSATION Instant gratification is a great motivator. In addition to compensation, have monies budgeted for incentives, bonuses and contests to enhance competition. PROPOSED ACTION ITEM #17: Offer an instant bonus where you need results Often a $50 bill can generate instant results that can enhance sales. PROPOSED ACTION ITEM #18: Take your direction from your employees Ask what motivates them i.e. money? Time off? Attending an event? Company Luncheon? Consider higher commissions on certain levels of cash-in received for the year.
  17. 17. #8 - FOSTER A CHAMPIONSHIP CULTURE 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
  18. 18. TOPIC #8 – FOSTER A CHAMPIONSHIP CULTURE Your clients will attempt to recruit your best recruiters. They will offer to pay them a much higher base salary which is why you create a championship culture that no one wants to leave. PROPOSED ACTION ITEM #19: Nurture your employees Prove that you care, can be trusted and deliver on promises. Take your direction from them and award efforts not only production PROPOSED ACTION ITEM #20: Develop and Utilize All Talents Uncover talents that are not utilized during performance reviews, and utilize them in your business, to help improve achievement.
  19. 19. #9 - DRIVE HIGH PERFORMANCE 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
  20. 20. TOPIC #9 – DRIVE HIGH PERFORMANCE It’s important to determine results-oriented activity. Daily have your team write down the six actions closest to the money that they will accomplish, before leaving work. Teach them to control their destiny by their planned outgoing calls vs. incoming calls. PROPOSED ACTION ITEM #21 Mandate planning This is the #1 common denominator of all top producers in our profession. PROPOSED ACTION ITEM #22 Focus on 5% of candidates they will place Provide resources for 95% of candidates your firm will not place, so you can focus on the 5% who will be placed. If you do not have a resource, consider setting up a Career Portal. Go to www.happycandidates.com to improve the candidate experience while you increase production.
  21. 21. #10 - PROFESSIONAL GROWTH AND CAREER DEVELOPMENT 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12.
  22. 22. TOPIC #10 – PROFESSIONAL GROWTH AND CAREER DEVELOPMENT Commit to a lifetime of learning. Study great leaders and coaches and improve your knowledge base so you can continue to elevate the success of your team. PROPOSED ACTION ITEM #23 Continue to attend Conferences/Workshops Learn from the speakers as well as the attendees. PROPOSED ACTION ITEM #24 Consider the TSA CPSR Certification Program The program is 100% Best Practices.
  23. 23. NEXT STEPS Find someone in this room that you don’t know and stand in front of them.

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