Just about everyone in recruitment ‘works hard’.

Most strive to improve their skills.

The vast majority really care about candidates and clients.

Why then do such a high percentage fail, and even more only manage to ‘scrape by’?

Right now, it’s at a crisis point. So many recent “big billers” are struggling to hit acceptable numbers.

Recruiters are being laid off.

Recruiters and their leaders are at a loss for what to do.

It is time to go back to the secret formula that drove my success as a recruiter and recruitment leader for decades

Success in recruitment is

‘lots of activity – done well, with the right people’.

Activity x Quality x Target Market

= Success

=Fun and money

I believe (actually, I know) that activity is vital to the ongoing success of any recruitment professional.

It’s not all about activity, but activity counts.

Don’t get all hot and flustered about KPIs

KPIs have a bad name because they are usually incorrectly devised and appallingly implemented by incompetent leaders.

You can’t manage what you do not measure

And if you dont measure it, how can you improve it?

If you like your football, or even if you don’t, you will understand.

If you don’t take shots at the goal, you will score no goals.

Banal, maybe. But think about it…

Do you ‘take enough shots on goal?’

You have to do a certain amount of ‘stuff’ to get the results you want. Those activities might vary a little depending on your sector, your experience, and the depth of your customer relationships. Still, they are likely to include all the usual suspects, such as:

• Client meetings
• Candidate interviews
• Resumes submitted
• Client/candidate interviews.
• Sourcing outreach
• BD calls
• Reverse markets

And the activities will vary depending on the state of the market. They are fluid and dynamic.

But never hide from this crucial fact.

I have never seen a successful recruiter who does not consistently churn out activities that drive the outcomes we seek.

It just comes with the territory.

But it’s not all about activity, is it?

In fact, too much activity of the wrong kind and of inferior quality will be counterproductive. Hundreds of low-quality, ill-thought-through cold calls, for example, will not enhance your billings or reputation. Nor will desperate emails to source people on LinkedIn or indiscriminate resume spamming around town.

No, the second component of the success formula is quality. (Read on below)

The Savage Coach – AI Chatbot. Check out the demo

We have to have lots of activities to be successful, but they need to be of the highest quality. And by quality, I mean quality through every step of the process. In fact, your job is made up of thousands of tiny little interactions. (Moments of Truth). Our success is driven by the volume of those interactions (activity) and, crucially, by the quality of those interactions.

That is where a real recruiting professional will display her well-honed questioning, influencing, counselling, persuasion, and negotiation skills. That is the quality I am referring to.

So, success is about activity, and success is about the quality of that activity.

But there is a third leg to the equation. One most recruiters fail to spot. We have to do lots of activity. Yes!

We have to maintain high quality. Yes!

But we must do that high-quality activity…with the right people!

If you do 15 client meetings a week, and the quality of those visits is superb, you can still fail if you are meeting with two-bit companies that do not need your services or meet people who are not decision-makers.

Twenty candidates’ interviews, even if well done, are useless if the candidates you meet lack the skills your clients are seeking and will hire. Right?

And I know what you’re thinking now. You are thinking, “But this is so obvious”. I know. Isn’t it just?

But do you do it?

And if you are a leader, do you run your business on this premise?

In 40 years of coaching recruiters and running teams of recruiting professionals, I have always found the answer by applying this formula whenever I have seen someone go off track or a team start to fail.

• Are we doing enough activity?
• Is that activity of the right quality?
• Are we doing it with the right people?

It has never let me down. The reason for the failure will be found in one or more of these areas.

Build your desk and your business around it

The holy grail of how to be great at this job.

Activity x quality x target market

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The ‘Savage Coach’ would give you this answer and can answer thousands of other recruitment questions.

Ask me any questions on recruitment in real-time.

Real, accurate, informed help.. and links to appropriate video

The Savage Coach

Check out the 90-second demo

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