I know you’ve been anxiously awaiting the next 5 tips for How to Hire Top Producing Recruiters. So, I give you what you want! See tips 6 through 10, compliments of industry trainer Mark Whitby, below.
6. Create a Compelling Sales Pitch
What are the benefits of working for your recruiting firm? Take a second to write down the incentives, financial and non-financial, that you offer your staff. What is your work environment like? In order to get the top recruiters, you need to have a great pitch about why you are a great person to work for, and how you provide an environment that fosters development and success. Now, look at what you’ve written down and based on the information ask yourself one question – Do you want to work for you? If there are areas lacking, either think of ways to improve them or be able to explain how you make up for it by compensating in a different area.
7. Consider the Traits of Top Producers
What are the most dominant traits in the top producers working for you and working for your competitors? In order to make a sale, you have to hire recruiters with an aptitude for sales. They have to enjoy selling and fundamentally understand what it takes to close a deal. Are they goal oriented? Do they set high standards for themselves? Do they have a sense of urgency? Are they proactive? Are they positive? Do they take responsibility for their failure and success? Are they able to build and maintain relationships? You see where I’m going with this. If your candidates don’t possess a majority of these attributes, they may not be the best choice for your recruitment agency.
8. Always Be Interviewing Recruiters
Every day you interact with new and different recruiters. Some are good at what they do, and some are not. Take notice of the ones who are good at what they do and build a pipeline. Even if you aren’t ready to hire right then, a good group of potential hires will help you down the road. Who knows, you could even find a real superstar and create a position for them.
9. Use More Selection Tools
Make sure you implement a rigorous hiring process. The interview process should be your free reign to ask your potential hire to create a presentation, build a business plan, or role play a specific situation. It is especially important to bring each candidate around to meet the team they could potentially be working with. If there is something your current recruiters don’t like, they will be the first ones to tell you.
10. Use a Competency Based Interview Model
We all know past performance is a reasonable indicator of future performance. So, feel free to ask about their billing history, acknowledgements and to see a portfolio of their accomplishments. Also make sure you ask behavioral questions as opposed to hypothetical “what would you do in this situation” questions.
There you have it! Stay tuned for the final 5 tips…
Mark Whitby – The Recruitment Coach – helps recruiters and recruiting firm owners to maximize their billings and business performance. His recruitment training course “Recruiting in Tough Times” has been downloaded by 2500+ recruiters worldwide. Get your FREE copy here: http://www.RecruitmentCoach.com.