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Recruitment refers to the process of attracting, screening, selecting, and onboarding a qualified person for a job. At the strategic level it may involve the development of an employer brand which includes an 'employee offering'.
The stages of the recruitment process include: job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching candidates to job requirements and screening individuals using testing (skills or personality assessment); assessment of candidates' motivations and their fit with organisational requirements by interviewing and other assessment techniques. The recruitment process also includes the making and finalising of job offers and the induction and onboarding of new employees.
Are You Ready to Be the Boss of A Recruitment Agency? (Part 1)
This article I am pretty sure will trigger a lot of attention as there are 2 groups of people that will be very interested, on one side, we have the existing recruiters who most likely wanted to become their own boss and on the other side, the existing recruitment agencies bosses who will want to know what I would be writing.
Anyhow if you are a current recruiter and you are planning or intending to start your own firm, perhaps reading the insight of this article may bring you some interesting lights.
Alright, this is what had happened, you had generate plenty of sales for your current company and you could be earning good money (Most of them don’t!) and commissions and you have the financial resources to start you own firm! Isn’t that great!!!! Oh yes it is…starting your own firm could be the best thing that could happen in your life, imagining having a company named after you and you have a great logo in front of the office…That FEELS wonderful…..
But hey….before we continue with this amazing dream……I need to let you know what you need to become a great boss of a recruitment company…..
1) Great Sales Records – This is pretty obvious, you ought to have already achieve some interesting sales figures consistently very month so that you will have the confidence and resources to use them to move it to another firm. If you are not achieving great sales now as a recruiter for other company, how would you be able to generate more clients and sales with your new company which has ZERO brand, no identity and NOTHING to showcase….Get the clients and sales in first, then we move on to the next step….
2) Defining Your Role – Are you a good sales person or a good operational person as a recruiter? The first role need someone who is more outgoing and the other could be someone who can sit in the computer for 12 hours everyday. What are you? What are you go in doing. Here is the problem, most people are good in one role and if you were to ask a sales person to do operational role, then he or she will not be efficient. On the other hand if you ask an operational person to do sales, very likely he or she will not generate even one client! Once you define your role, it will be best that you do the role that you are better in so that you can cover more and generate a better ROI compared if you were to do a role that you are not good at.
3) Willingness to Delegate – Do you dare to delegate task to a new staff? Many will have this problem because they will afraid that their staff might take away their clients or candidates if they know too much information. Here’s the problem, if you do not delegate, you only can cover THAT much….if you delegate, both of you can cover more…which one is a better choice? You decide…. SECURITY or MORE SALES ?
4) Delegating Skills – Well, this part is very important and you can relate them to point 2. If you delegate the selling part to an operational person, then the possibility of getting a good number of clients will be pretty tough. First you need to identify what category are the staffs better in so that you can ask them to focus on the area where they are good in. Many bosses would like to ask the consultants to do a 360 recruitment process so that by paying them a fix salary, they are able to do 2 tasks. Ideally, this is the best scenarios however in real life, it seldom can work very effective that way. Hence you will need to be bold and effective in delegating the right task to the right person and not all chuck all the task to the very few people…
Alright, it is getting late now; I will touch base on Part 2 later when available. Cheers!
What Could Happen If You Are Not Able to Retain Your Good Staff?
The importance of retaining your good staff is so important that many business owners failed to realize how it will impact their business growth. What will happen when you good staff moves to another company due to some reasons?
The after effect of your good staff leaving:
1) Existing Clients Exodus – Many clients who are very closed with your staff will probably be moving away from your company and continue to use the same person regardless of which company he or she goes to. (Assuming that he or she goes back to the same industry) Please do not tell me about any contract clauses saying that the ex-staff cannot service the old clients because in this free society, a client can freely choose any vendors they preferred.
2) Opportunities Lost – Even though the clients may still stay with the company, the next person taking over will need time and resource to build rapport with the existing clients and there is a possibility that the new staff may not be able to build the same rapport with the existing clients, hence potentially this group of clients will be gone after some time.
3) Training Cost – With new staff coming in, there will be a need of orientation and training. Such kind of resource will involved in time and money, of course, such cost will always be at the expense of the company. During the training and orientation, the potential sales of the existing client will be almost ZERO, with that, the overall losses is quite significant and damaging.
4) Dipped On the Team Morale – In the event your good staff leaves, those people who are close to them will feel the stress and heat and 2 question will come to their mind. Why didn’t the company ask him or her to stay since they are good staff? Why did the staff leave, is there potentially any problem with the company? They fellow colleagues will NEVER ask whether the staff who is leaving has any problem because they TRUST him 100%, hence, it automatically narrow down to the question of something could be wrong with the company and the question is – WHAT IS WRONG WITH THE COMPANY. With that, trust level will go down and could lead to a few more people leaving the company in time to come.
5) Hiring Cost- To hire new staff there will be some cost involved, even posting a free advertisement in the internet will still involve in time usage and even filtering, interviewing and selection itself will still need time, this will cost plenty of man hours lost. Let say that the position is a much higher management position, this will take even more time, effort and money to get a replacement because generally it will be tougher to find such kind of people.
6) Lowering of Internal Branding – This may not be very obvious but when someone were to leave a company, especially a good staff, many people will feel uncertain about what had happened unless the management is able to share the reasons with the existing staff, however, the problem is that such kind of explaining may not be effective if the trust level between the staff and the management is not high. It could lead to backfire if it is not handle properly. At such, people who are loyal to the company could be shaken if good staffs leave and hence the overall internal branding will be lowered without even the management knowing what had really happen.
7) Loss of Revenue – If your staff is a direct person involving in the revenue of the company, there will be a potential loss of revenue as existing client may not be very keen to entertain the replacement. At least 50% of the revenue this staff is handling could be lost!
Hence, if you have a good staff that you know that could potentially leave a company, you will have to find ways and means to make him to stay at all cost. I will touch based on how to retain good staff in another article.
Good luck and be good to your great staff!
Dougles Chan is the author of Financial Success in Recruitment Industry, Recruitment Consultant Winning Formula & Job Seeker Power Manual. He is the advisor for his clients who want to push their company or agency to a higher level. He mentors and trains individuals to personal success in recruitment business. He can be contacted at @ (65) 93880851 or email to dc@dougleschan.com- Terry Ng - Singapore
I had the privilege of getting a latest copy of Recruitment
Consultant Winning Formula by Dougles Chan and it is not an
understatement to say that this book provides very practical and
useful strategies for one to rise above the competition and ride on
the wave of success. What I love about this book is that it is very applicable in our
lives and it makes success a possibility! The beauty of this book is that it is
applicable to all regardless whether you are a new consultant or an experienced
one. Invest in this book, follow the strategies and see good things happening in
your career!
- Aleah Stephenson-Orlando, United States
The guide will be very beneficial to any consultants. It provides
good guidelines on how to stay ahead such as the 80/20 rule, being
humble, and putting in the extra mile to get ahead. It also shoes the
reader how to implement their time efficiently and effectively to
make sure they are reaching their numbers and providing the best work to their
clients. This guide would be very beneficial into making me a better consultant and
get ahead in the industry.
- Suzanne Jordan - Sushitsa, Bulgaria
The tips and advice in this manual would help those in the
recruitment field or sales positions with confidence issues
and choosing the correct manner to address clients etc and close
more sales. I do like some of the quotes by the author and find they are relevant to
the subject and inspiring. To sum up - I do think this manual and contents would
be helpful to new recruits and those new to the sales industry. As a 'Bible' of sorts
it would aid in the first few months and help employers get the general message of
keep making improvements.
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