10 Fundamentals of Successful Full Desk Recruiting
When you’re a full-desk recruiting company, it means you’re trying to find the best talent on the market while soliciting businesses to engage you to fill their jobs. You’re selling all the time. Whether it’s selling employers on your skills and what you can do for them or finding and recruiting job candidates, it takes a solid recruitment strategy (and recruitment training) to succeed.
Here's the 10 Fundamentals of Successful Full Desk Recruiting
The 10 Fundamentals of Successful Full Desk Recruiting
Building Relationships
Full-desk recruiting is a long-term process. It starts by building relationships. Building your contact list both online and offline means investing the time to network and nurture these relationships.
For candidates, LinkedIn is a great resource to get started. Searching by specific job titles and industries can help you find regional candidates. An engaging invitation on LinkedIn can interest the people you’re really trying to reach: those who aren't active job seekers but have the skills you need. Another good source is Facebook groups which you can target by industry. An advantage you have over in-house recruiters is that candidates can reach out to you privately without jeopardizing their current positions.
For company solicitations, industry events and business conferences can help to make a personal connection. Offer to make presentations at conferences and event to establish yourself as an expert. While you will show your skills and share your expertise, this should not be a sales pitch. Provide valuable information that the audience can use. It’s okay to dangle an offer at the end, such as a free evaluation or analysis.
Contributing articles to industry websites with your byline (and your company name) can help establish your credibility. It demonstrates your expertise and it also showcases your thought leadership when people do an online search for you and your business.
Referrals Are Gold
Whether you’re hunting for companies or candidates, your best source is referrals. If you have placed a candidate or filled a job, always ask for a referral. This endorsement can open doors you might never be able to get through otherwise. If possible, see if they are willing to make a call or email introduction to start the conversation. It’s easy for people to say no to your inquiry, but hard for them to ignore a colleague.
Target Specific Categories Of Business
When you’re targeting employers, it’s helpful to focus on categories of business. Start by searching category industry listings to get a sense of the jobs companies are trying to fill. Taking a look at job sites in specific industries can show you the jobs similar companies are trying to fill. If you see a lot of listings for a specific job, you can bet most companies are always on the lookout for talent in these areas. This helps when you make the initial contact.
Focus on specific industries at times. The more calls you make in a niche, the better you will understand that industry. You’ll start to hear the same concerns and issues. This helps you find the pain point that you can solve. This goes for employers and job candidates as well.
No More Cold Calls
With the ease of getting information online, you should never have to make a cold call again. Doing a Google search, looking at a company’s website, public filings, or financial statements, can give you the relevant business context that justifies the call for the for personnel requirements. This will better prepare you to have a VBR (Valid Business Reason) for making a call.
Just a tiny bit of research can turn a cold call into a warm one. Calling and saying you have a pool of candidates for that exact opening they have listed will get their attention more than just a standard solicitation.
Keep Them Warm
Once you identify a hot prospect, make sure you have regular touches. Whether it’s calling one more time, drip-feeding industry information or job-specific information, you need to make sure you remain top-of-mind for when they are in the decision-making phase.
Don’t Sweat The No
No matter how good you are, you are going to hear a lot of “no thanks” from both businesses and candidates. If you can’t handle the rejection, being a full-deck recruiter is going to be tough going.
Set Daily Goals
When you do get a no, take a breath, then jump right back in. If you’re using the phone, don’t put the receiver back on the hook. It’s too easy to take a break. Keep it in your hand and dial the next number on your list. After all, every call you make gets you closer to a yes. No matter how busy you are, set aside time to prospect candidates and businesses every day. There is a direct relationship between the number of opportunities in your pipeline and the number of deals you close.
Your recruitment strategy needs to be disciplined. This means setting goals as well as regular recruitment training and coaching.
Email Can Work (But Only If You Do It Right)
Email marketing campaigns can be efficient, but only if highly targeted and personalized. The average person deletes nearly half of all emails they get each day and they do that in less than 5 minutes. Anything that sounds or looks like a generic solicitation for job candidates or employers will hit the trash can before being opened.
Be careful how much you write. After all, the job of an email is to evoke interest and get them to engage. Your instinct may be to tell them a lot about what you can do, but research shows the more you write, the less likely you are to get a response. A 2,000-word email is actually less effective than a 25-word email. Emails of roughly one paragraph (50-125) do the best. If you can’t get their attention in a couple of sentences, they probably are hitting that delete button anyway.
When You Get An Inquiry, Respond Quickly
When they reach out to you, that’s a hot lead. Don’t let it cool off. A Harvard Business Review study showed that 47% of companies contacted didn’t respond for 24 hours or never responded at all! Call back within an hour and your closing rates will increase. The study showed that companies calling within 60 minutes were 7 times more likely to have a meaningful conversation within a decision maker.
Always Ask For Two Things
No matter what you do, when you get an employer or candidate on the phone always do these two things:
- Ask for the Business
- Ask for Referrals
You have already invested the time in hunting them down and getting them on the phone. Asking for the business will help you gauge where they are in the decision process. That’s important information for you to know as it helps you qualify prospects and importance. Even if they have no interest, asking them if they know anybody else that could use your service might yield a lead that comes with an implied endorsement.
A solid recruitment strategy, including recruitment training, coaching, and goal setting, can yield strong results.
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Our Recruitment Training Services
Our Recruitment Training course aims to move your recruiters away from transactional relationships with clients and move into valued partnerships with them instead.
In fact your recruiters will stop thinking of themselves as recruiters and will instead become consultants.
Changing Mindsets
See, at Elevate Corporate Training we push your team to run their desks as if it was a business of their own.
They are the managing director of the business, their clients are the companies they work with and the product is the people they offering to those clients.
So success is dictated by how well they are able to run that business. The consultant is the MD with the ability to scale, diversify and grow without limitations.
Win, lose or draw their outcome is a result of the performance of their business, a business they control every facet of.
That’s why it is so important for your recruiters to embrace the idea they are consultants, because a consultant should become an industry expert in their field.
That’s what we foster in your team when they undertake Recruitment Training.
The Core Learnings
They come away with key learnings in a number of areas, all of which make them sought after by both clients and candidates. We create a number of different workshops which can be utilised:
Creating Account Plans
Account plans are the basis of business plans, and the first line of any business plan is define your audience/target market. They define the audience of specialization, identify growth opportunities and synergies between similar markets where product (candidates) are in demand.
Understanding Your Client And Their Business Needs
We teach and encourage consultants to learn their client’s industry. We will teach your consultants how to become experts in their chosen field. They need to know how the industry is affected by local factors, by overseas factors, by mergers and bad press. They need to know who are the big players, who is looking for candidates and what calibre they are after. Once they are seen as an authority in their industry clients will begin coming to them and eventually so will candidates.
Advanced Questioning Techniques
Providing the necessary tools to find out exactly what it is your client is after and in the process again exhibiting that you are an authority in your client’s industry.
Assertive Communication
This is an important part of recruitment, sales, and leadership training. The skill of assertive communication will allow your team to express positive and negative ideas honestly and directly. Not aggressively, and without passive aggressiveness. This is how you develop key relationships.
Demonstrating Thought Leadership
We provide sound guidelines on how to become thought leaders within the consultant’s industry, another piece of the industry authority puzzle that will have clients seeking them out, not the other way round.
Productive Meetings
There are few things that will annoy a client more than wasting his precious time in a meeting with a recruiter who is ill-prepared. There are several key components we will teach your consultants that will have them impress any client they face-to-face. Both parties will feel like they have plans of action at the conclusion of any meeting.
Presenting Benefits, Matching Needs
This is not a sales training technique in recruitment. This is a guiding principle of recruitment. Knowing the candidate’s needs is as important as matching the clients. A consultant’s ability to close a candidate is about their ability to coach them back through their own ‘wants/needs’. We will help them do that.
Creating Desire
This is about selling yourself to the client. Consultants trained by us will present in a way that will have a client seeing value in them over others. Their speed to market, their ability to reach high-end candidates and their respect and ease to work with. All these will be obvious to clients they approach.
Our recruitment training is run in Melbourne, Sydney, Perth, Adelaide, Brisbane and Canberra but we can travel to any part of Australia to run our workshops so please do not hesitate to get in touch.
Customised Workshops to Suit Your Unique Business Needs
Coaching is about empowering our staff to create a culture of performance.
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sources enjoys greater performance, respect and deeper, more meaningful relationships that last. We explore the best way to give and receive feedback as well as set goals to help encourage the process.
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from another course designed for anyone looking to become more effective.
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We explore the mindset required to develop hardiness and achieve our collective goals. This course is suitable for anyone who faces challenges in their roles.
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This course is suitable for anyone managing teams and small to medium sized business owners.
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FAQs
At Elevate we believe each consultant’s desk is like its own business. They have their own clients and they have their own product (their candidates). The success of that business is completely dependent on the effectiveness of the person running that business. At Elevate we believe in creating ‘career consultants’: Individuals driven to be the ‘go to’ person in their industry for both candidates and clients alike.
Motivating and retaining staff can be difficult in any industry. The more you are able to invest in the development of your people the more return you will see and the more likely they are to feel fulfilled in their roles.
Absolutely. We have worked with many recruitment companies and in every case have received incredible stories of success from techniques and behaviors we have implemented.
We try to keep our workshops to a half day maximum to provide effective, high impact learning opportunities without taking leaders or consultants off the floor for too long. The number of workshops required could range from two to five, depending on requirements.
We have courses targeted at resourcers, recruitment consultants and recruitment managers. We recommend all levels be developed where possible.
All of our training is tailored to the needs of each business because no two companies have the same needs. Nothing off the shelf!
Building relationships is key. Our focus is on helping consultants find their niche, become famous in that niche and grow a desk that becomes extremely profitable for themselves and the business. We train an array of techniques and behaviors to achieve this outcome.
We see dramatic improvements in new client numbers, job placements made, PSAs signed and reductions in staff turnover as a result of our recruitment training programs.
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