The 7 Secrets to Managing a Full Desk Recruitment Team
Managing a full desk recruitment team starts with getting the right people on your team. If you get that right, the rest will follow. If you don’t, it may be impossible to deliver on your objectives.
The 7 Secrets To Managing A Full Desk Recruitment Team
Each of these seven items need to be part of your strategy in developing strong full desk recruiting teams.
The Right People
Recruiting and hiring your own team has to take priority. Just as you would tell your clients, you can’t wait for an opening to occur to have candidates in the pipeline. You should always be in recruitment mode whether you have an opening or not.
Recruiting the best people doesn’t happen by accident. It’s more science than art. Recruitment training for managers can teach the science and help perfect the art.
The Right Tools
Even the best employees will be frustrated if they don’t have the right tools. Connect your team with a database, CRM (Customer Relationship Management) software, or tracking tool to manage candidates. Automate anything you can, including flags for aging of accounts and candidates if possible.
Providing omnichannel communication tools are critical in today’s connected world. Candidates will use phone, email, text, chat, video, and social media. You need to be able to communicate with them in the way they want. This means providing strong high-speed internet to facilitate communications.
The Right Training
With unemployment at record lows and high-calibre candidates in short supply, the right tools also include recruitment training for managers.
Tools and training are critical. One of the most cited reasons by employees leaving jobs is frustration over the lack of proper tools and training in the workplace.
The Right Priorities
There is no shortage of work. Every day can easily be filled with administrative tasks and working through to-do lists. It’s easy for priorities to get pushed aside to attend to other jobs.
It’s important that your team has a firm grasp on what you see as priorities and is constantly focused on what it takes to get the job done.
The Right Goals
In addition to priorities, teams and individuals need goals. Team goals should be public and present. That means communicating with the entire team and providing regular reinforcement of team goals, including progress reports on meeting goals.
Individual goals should be private. Every team member is at a slightly different place with experience and ability. Your most experienced people will have higher individual goals and expectations than your newbies.
Goals should always be realistic. Nothing is more demoralising for an individual or a team than seeing goals they don’t think they can reach. At the same time, there should be stretch goals to push people to perform. Many companies take the approach that goals are what’s expected. Attaining stretch goals results in incentives.
No matter how you structure it, reaching goals deserves recognition and celebration.
It’s also important to recognise that goals will change over time. As goals are reached, new goals are established.
The Right Attitude
Your greatest asset is the people on your team. No matter how good your team is, there will be frustrations. Difficult clients or stakeholders, difficult candidates, the pressure to perform, and a tough job market can take a toll on even the best people. Having empathy for the job they have to do and treating them well will help you get them through the tough spots.
Even the best recruiters don't have a perfect track record. When you get it wrong, the best thing you can do is recognise it quickly. Take action to remedy the situation. Create a performance improvement plan with measurable benchmarks, provide additional training, or cut your losses. While this may seem like a hard stance, your responsibility is to your team. Poor performance hurts everyone. Conversely, when you have star performers, do everything you can (within reason) to reward them and keep them happy.
The Right Accountability
You can’t manage what you can’t measure. Beyond the goals you set, you need to develop a set of metrics in place to track performance for your team. By monitoring outreach efforts and touches over time, you might learn – for example - that it takes a certain call volume and subsequent touches to reach your goal. Monitoring not just goal attainment, but also measuring the call volume and follow-up contacts are important measurements to provide in-funnel training.
Accountability isn't just about catching people when they are doing something wrong and disciplining them. It's just as much about catching them when they are doing something right and recognising the effort. If they are falling short of meeting your expectations, it's evaluating the reason why they aren't meeting goals and figuring out what needs to change.
The Real Secret To Managing A Full Desk Recruitment Team
All seven of these items may not seem like great revelations. In fact, they’re not. The real secret to success is actually doing them consistently. Where most managers fail isn't in strategy, but in consistent attention to strategy. It takes commitment and strong systems to optimise the management of full desk recruitment teams. It takes recruitment training and attention to detail.
Getting it right can lead to a happier and more efficient workforce. This also cuts down on turnover and hurts team performance.
It takes the right people and tools. It takes the right recruitment training for managers. It takes pro-active goal setting and measurement. It means setting the right priorities and managing with the right attitude. It means systems for accountability.
When everything is dialled in, it’s time to dive deeper into systems, increase operational goals, and grow efficiency. It is a never-ending cycle that provides for continuous improvement.
Recruitment training for managers and teams can help create a framework for each of these steps and build strong teams that will sustain high performance levels over time.
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ELEVATE’S Recruitment Training for Managers SERVICES
Who uses Recruitment Training for Managers?
Recruitment companies of all sizes engage recruitment manager training services to optimise sales floors engagement, efficiency and overall profitability.
Training Recruitment Managers is the safest and smartest investment a recruitment business can make.
When is Recruitment Training for Managers required?
The recruitment managers, after all, are practice leaders, motivational speakers, super coaches, corporate diplomats, training managers and top billers.
It seems an impossible task, and without the right strategy and training, it is often proven to be.
But with tailored recruitment manager training, strategy and support, all these hats start to enhance one another. In fact, they become one.
When all the hats become a burden, individual billings slip and so does the ability to manage the team profitably. Training aligns the recruitment manager’s many tasks to be singularly focussed and outcome driven.
What does the Recruitment Training for Managers look like?
Recruitment Managers are a rare breed.
It’s important to look at the traits that motivate an intelligent and talented professional into establishing a recruitment management career. It’s these very traits that make them so strong. It’s why you hired them!! Elevate recruitment management training reignites these instincts by simplifying and prioritising them. We get back to the mindset that is optimistic, opportunistic, exciting and hugely profitable.
Practice what you preach - lead by example!!
Account Management and Revenue Optimisation
This course focuses on how we can move from transactional relationships with our clients to becoming a partnership that delivers exceptional value.
How can we be seen as thought leaders in our craft and “fixers” who our clients rely on to do business. Attendees should expect to leave with detailed account plans for at least two of their top accounts and the skills to repeat for others. They will improve their communication and persuasion capabilities and learn to deliver more revenue and deeper relationships with existing accounts.The guiding principle for successful consulting is acknowledging and believing that a desk is a business. The consultant is the MD with the ability to scale, diversify, grow without limitations. Win/Lose or Draw, their outcome is a result of the performance of their business. A business they control every factor in.
Creating Account Plans For individuals And The Practice
An account plan defines a career plan. A recruitment manager’s area of specialisation is his industry (e.g. financial services - not recruitment). Successful managers and consultants alike need a plan and scope for growth and scaling - just like any successful business. The first line of any business plan is 'define your audience / target market'. Account plans are the basis of a business plan. They define the audience of specialisation, identify growth opportunities and synergies between similar markets where product (candidates) are in demand.
Understanding Your Client And Your Client’s Business
This is al about moving the team’s capability far beyond transactional recruitment. That transactional relationship is of no value to your employer, the client that engages you and most of all, you are denying yourself any career longevity or long term success.
We look at how to understand your client and clients business: learn their industry, YOUR INDUSTRY. Know the industry first, then the players, then break down the divisions, the heads of practice, the key players.
Every team member should be able to explain in detail how THEIR industry breaks down. Team meetings week to week cover what has happened in their industry. Adjacent industries will be presented back by other practice members. The confidence comes from the specialised knowledge. Only at this point will the client open up and have the discussions that valued partners have. Now, you present value.
Demonstrating Thought Leadership To Clients And Team
To be seen as a subject matter expert, you must be one!! We focus on a workflow that communicates the innovation which makes your recruitment managers so valuable to clients and team alike
Team Pipeline Management
Understanding the equation that considers quality of work, quantity of pipeline, and revenue projections. We address natural fallout, scalable recruitment, reverse recruitment and other techniques to increase conversions and protect a pipeline of work that is predictable and scalable.
Presenting Benefits, Matching Needs
This is not a sales technique in recruitment. This is a guiding principle of business. Initial interviews are so important on both sides. Knowing the candidates needs is as important as matching the clients. Your ability to close a candidate is about you're ability to coach them back through their own 'wants/needs'. You will need to do this to ensure a stressful time for your candidate becomes an easy/exciting time.
This is also about selling yourself to the client. The benefits of working with you. This component talks about how clients will see value in your services over others. Typically around speed to market, reach of high-end candidates / and their respect and ease to work with.
Team Action Plans
How do Managers set a framework that ensures the team are collectively befitting from the Managers expertise? It comes as instinct to many managers but is often lost when managers don’t know how to guide team members through it- simply because they’ve never had to communicate it. Action plans articulate and document the framework, the plan and the checkpoints throughout a week, month, quarter and year. The action plan is the ‘how’ to the business revenue forecast.
Team Engagement
Staff retention and recognition are key to building real value and equity throughout your practice. This all comes back to ‘understanding needs’ – the business and recruitment fundamental. Engagement vs Management.
What can your recruitment company expect to receive from our Recruitment Training for Managers?
We believe that recruitment is one of the most rewarding and lucrative industries to be part of when everything is working. When it is not, it is a brutal existence. Our objective is to get the manager believing in the industry they work in, the company they work for, the vertical market they own and the personal achievements they are set to accomplish.
Recruitment companies will invest in a management team who:
- are Career Recruitment Managers and love what they do.
- march to the beat of their own drum.
- develop, commit and believe in their own brand
- have personal expectations and team expectations that far exceed those set by the business
- believe in their team and invest in them as family
- have exceptional time management and business acumen
- don't get stressed, they get excited. The busier they are, the more successful they are.
- are respected, trusted and valued by clients, candidates, team and bosses alike.
Our Elevated Sales Development Recruitment Training for Managers will help set the base for all the above.
When management has the respect of their teams, when the lines of communication are open and respect runs both ways profits rise, staff retention soars and the workplace blossoms.
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.
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