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What's the only activity
you can actually control? Your phone time.
You can't
force a hiring manager to give you a job order and you
certainly can't force a candidate to go to a job interview.
But you CAN force yourself to pick up the phone more
often. Simply put, the fastest and easiest way to make more
placements is to make more calls.
That's not to say
that skill, good judgment and quality work aren't important.
They are. But no amount of brilliance can compensate for a
silent desk.
A Tortoise or a Hare?
We
know that more calls will result in increased activity, which
in turn will translate into more placements. But will two
recruiters who make the same number of calls get the same
results? The answer is no, because of differences in desk
specialty, job order difficulty and so forth.
Plus,
some recruiters are simply more efficient than others
and will get better results, even when they apply no more
physical effort than the recruiter in the next cubicle.
Whereas one recruiter may need to arrange eight interviews in
order to make a placement, another may need only three.
There are no absolutes when it comes to how much
effort you should put in, as long as you recognize that in
general, the greater your output, the higher your billings. In
terms of style, some recruiters are tortoises, others are
hares. Some are flashy and ADD, while others are understated
and sharply focused.
That being said, there are four
basic quadrants that recruiters tend to fall into when it
comes to the activity/result quotient. Which of these
stereotypes best describes your recruiting
persona?
High Activity
High
Billing |
Low
Activity
High
Billing |
High
Activity
Low
Billing |
Low
Activity
Low
Billing |
1. High
activity, high
billing. You generate lots of
calls, produce a consistent flow of activity, make a lot of
placements, and rarely experience a slump.
2. High
activity, low
billing. You make
lots of calls, write plenty of job orders and send out a slew
of candidates, but you close very few deals.
3. Low activity,
high billing.
You're a sharpshooter who makes up for low
activity by working more efficiently. You also experience
peaks and valleys in your billing, due to a lack of consistent
activity.
4. Low
activity, low
billing. You're just
getting started in the business, and you're too reticent to
push for results. Or you're in a slump.
Rookie
recruiters are the ones who most often fit the high
activity, low billing profile. That's because their
competency hasn't yet caught up with their activity.
I saw an extreme example of this phenomenon a few
years back, when my management team was considering firing a
new recruiter for not making any placements after eight weeks
on the job. Then we looked more carefully at his activity, and
lo and behold, he had 56 sendouts.
The new recruiter
might have been slow in figuring out how to make a placement,
but he had no problem in generating activity. So
we stuck with him, and sure enough, within two years he was
out-billing every single recruiter in our 35-desk
office.
Who knows? Maybe there's a recruiter out there
who makes a ton of money just by sending e-mails. But that's
about as likely as a politician who expects to get elected by
simply issuing press releases.
In our business, direct
contact -- with lots and lots of constituents -- is the only
sure-fire way to
win.
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