Join "the Recruitment Coach" Mark Whitby as he and his guests unpack the secrets of what it takes to be a profitable and long-lived professional in the recruitment industry.
“We spend 50% of our lives working… What is crazy is that 8 out of 10 people in today’s workforce say they don’t even feel a connection to their jobs or their employer. Which means that most of us are probably half of our lives feeling disengaged and maybe feeling unfulfilled.” This is how Charlie Saffro opened her TEDx talk on prioritizing people in your business. As the CEO of a recruiting firm, she gives insightful takes on how a people-first culture can positively impact you and your client’s retention and long-term revenue. Charlie is the CEO of CS Recruiting, which specializes in the Supply Chain, Logistics, and Transportation industries. The company is based in Chicago and recruits nationally. Charlie founded CS Recruiting over a decade ago and has built it from the ground up into a multi-million dollar organization. She leads a team of 28 talented recruiters, emphasizing a people-first culture. Episode Outline and Highlights [02:55] How Charlie fell into recruiting and eventually put up her recruitment firm. [10:46] Winning and completing a project involving hiring 50 people in the first year of business. [14:32] Milestones within the 10-year journey as a founder and CEO. [21:41] Fostering a People-First Culture and its long-term benefits to retention and revenue. [33:58] The four magnets in building a people-first culture. [36:25] Transitioning to and embracing the full CEO role by learning to delegate. [43:47] Keys to developing a strong brand. [53:33] Charlie’s perspective on the current market environment and how she responds as a leader. The Four Magnets in Building a People-First Culture From a business point of view, a people-focused culture benefits employees and contributes to the organization's long-term success and resilience. Charlie gave very specific and pragmatic initiatives that they implement to engage with their employees. What strategies can you implement to foster a people-first culture in your recruitment firm? Charlie explains that culture acts like a magnet in attracting the right talent while repelling those who don't align with the company's values. She breaks down this concept into four key "talent magnets": Walk the Talk: The company should live its values daily, celebrating employees who embody these values, like recognizing "value winners" quarterly. Beyond the Paycheck: This magnet offers more than just a salary; it offers flexibility, benefits, and other tangible and intangible perks. Intentional Connection: This is about fostering genuine relationships within the team, getting to know them beyond their work roles, and maintaining regular check-ins to gauge team happiness. Growth Takes Two: This emphasizes collaboration between employees and leadership on career development, ensuring promotions align with employees' personal goals and conducting "evolution meetings" to discuss future aspirations. Charlie believes that these magnets help attract and retain the right talent while ensuring a strong and aligned company culture. Practical Steps to Enhance People Engagement What steps do you currently take to enhance your team's engagement? Does it need a big budget? I wanted to know the actual actions that Charlie implements from a leadership perspective to further a people-centric environment. A notable takeaway is how Charlie initiates small, personal gestures of appreciation, like handwritten notes or small gifts, regardless of whether there is no budget allocation for these gestures. These small acts of recognition made a significant impact on employee morale and engagement. Over time, this evolved into a formal appreciation and recognition program within her organization. The program includes a budget for recognizing milestones such as new hires, promotions, anniversaries, and personal achievements like buying a house or having a baby. There's also a "petty cash" fund for impromptu recognition, where any team member can submit a form to acknowledge a colleague who might need a pick-me-up, whether it's sending a gift card, treating them to lunch, or something as simple as giving them their favorite candy (a part of their onboarding process is asking members to share favorite foods or places). These small, thoughtful gestures cost very little and can significantly boost employee morale and foster a strong, people-centered culture. She advocates for sharing these practices with clients, especially those in small businesses, to help them retain their talent by showing genuine appreciation for their employees. Would you apply the same for your team? How to Develop a Strong Brand While the topic of an engaging culture is certainly most interesting, I also wanted to pick Charlie’s brains on building a strong brand and online presence. Charlie is excellent at leveraging her voice through social media and building her brand. She became a recruiter back when LinkedIn was not yet a thing, and she is now utilizing various platforms to build her brand. You may find the following action items helpful when building your brand: Start Posting Consistently: Initially, Charlie used LinkedIn like many recruiters—sourcing candidates and building projects without much focus on content creation. However, she began posting content regularly, even though her early posts were generic and received little engagement. Experiment with Content: After years of posting expected content, such as interview tips and salary negotiation advice, Charlie noticed that her posts weren't resonating with her audience. Inspired by a viral TikTok video her son created, she experimented with more personal and relatable content. This shift in approach proved to be a game-changer. Share Personal Stories: The viral success of a family-related post gave Charlie the confidence to open up more about her personal life, including her experiences as a mother and leader. This authenticity helped her connect with her audience on a deeper level and drove business opportunities in unexpected ways. Engage with Your Audience: Charlie found that sharing personal content led to increased engagement, with people reaching out to her with business inquiries and personal messages. This interaction helped her build a community and strengthened her brand's presence. Post Regularly and Stay Inspired: Charlie developed a routine of posting five days a week, always looking for inspiration in her daily life that she could share with her audience. She emphasized the importance of staying consistent and adapting content based on what resonates with her followers. Charlie Saffro Bio and Contact Info Meet Charlie, a recruitment expert with a passion for human leadership, talent acquisition, employee engagement, company culture, and retention. She founded CS Recruiting over a decade ago and has built it from the ground up, managing a multi-million dollar organization and leading a team of talented recruiters with an emphasis on a people-first culture. As CEO and Founder, Charlie's mission is to create meaningful connections that empower others to discover their full potential. She is a recognized expert in the Supply Chain, Logistics, and Transportation industry and her firm has worked with a diverse range of clients nationwide. Charlie's goal is to develop long-lasting relationships with clients and candidates, making appropriate and timely career matches for all levels of positions. Beyond her work, Charlie is also a dedicated yogi and encourages her clients and team to practice mindfulness in the workplace and beyond. She believes that personal development and self-care are crucial to achieving success and fulfillment in all areas of life. Charlie is also a proud mother of three teenage boys and actively volunteers with local organizations to support and empower women in the workforce. Charlie on LinkedIn CS Recruiting website link Charlie’s TEDx talk: Business IS Personal - Prioritizing People Pays Off | Charlie Saffro | TEDxWilmette People and Resources Mentioned Amy Cuddy TED Talk - Fake it Till You Make it Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn, Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
8/30/24 • 60:28
When he started his search firm, Vince was told that you would make 100 grand in year one if you're lucky. In his first year, he did more than $600k in revenue! Was that just a lucky year? Definitely not. He would not even consider his 12 years in business his best year. What are Vince’s key strategies in achieving this phenomenal result? In this episode, he shares two things: his belief system and his hard work. Vince Dunne is the President of Dunne Search Group, an executive search firm based in South Carolina. For the last 12 years, he’s specialized in recruiting salespeople for the biotech industry and has helped build some of the most important companies in cancer testing. Episode Outline and Highlights [01:56] How Vince got into recruiting and how he was able to shorten his learning curve. [10:26] Transitioning from a top recruiter to a recruitment business owner. [14:27] Overcoming the scarcity mindset: would you be friends with a close competitor? [16:34] Pulling off $600k in his first year of business. [25:51] How Vince set up 210 interviews to land 70 monthly placements. [35:10] Discussion on Retain vs Contingent? [36:53] Vince reveals his team size and structure. [42:10] How to pitch an exclusive search arrangement with your client. [45:25] Topic on tech stack and approach to reaching out to clients and candidates. [56:03] How to “make a name for yourself.” [59:12] The biggest adversity Vince faced in his career. Pulling off $600k Revenue in His First Year Vince and I talked about his motivation to transition from being a top recruiter to launching his search group. “But I noticed I was getting my clients. Nothing was handed to me, and I thought it was because ‘Vince will figure it out. You know, he's. He's doing well. He's rookie of the year.’ I'm hitting all my numbers every quarter… So I was getting my clients anyway. So why am I splitting my business? And so I felt like I was ready. I've got enough clients out there of people that want to do business with me.” Knowing that he was ready, he took on the challenge of becoming a recruitment business owner, leveraging the skills he learned and the relationships he built over the years. Remarkably, he was able to make more than $600k in revenue in his first year! I wanted to dive deep into the causal factors of this phenomenal success. Vince believed that he was just lucky. But you will find out as we continue our conversation that there are two main ingredients for his secret sauce: his belief system & hard work. Vince was really competitive and strictly adhered to his no-fail mindset. He would reach out to ten people before 9:00 AM daily to generate leads. These traits enabled him to shorten his learning curve when he was just a rookie and surely contributed to his success as a business owner. How to “Make a Name” For Yourself Another topic that resonates with me is Vince’s emphasis on building a reputation and making a name for yourself. Vince’s niche is in the Biotech industry, a very competitive circle, which means that your reputation is a huge deal. Vince shared insights on how he makes a name for himself and that people know him within the sales biotech world. Reputation Through Results: Vince builds a strong reputation by consistently delivering results, making successful placements, and ensuring client satisfaction. Client Focus: He emphasizes the importance of caring for his clients, going above and beyond, and even working late hours to meet their needs. Referrals: Vince actively asks for referrals during and after a project to expand his network and connect with more potential clients and managers. LinkedIn Recommendations: He sometimes asks clients for LinkedIn recommendations to build credibility and visibility. Personal Connections: Vince maintains relationships by sending personalized gestures, like Christmas gifts, and ensuring that he remains in his clients’ minds for future opportunities. Building Relationships is Always Better in the Long Run Vince shared an insightful take on building relationships versus burning bridges. If you have been unfairly treated by a client before, you will most likely relate to his story. I asked Vince about the biggest adversity in his career, and he shared that it was learning not to burn bridges. His aggressive, competitive nature sometimes led to conflicts with clients, particularly when he felt he wasn’t fairly compensated or recognized for his work. Vince acknowledges that, in hindsight, there were times he should have taken the high road instead of standing his ground, which ultimately damaged relationships with some clients. He overcame this challenge by realizing the importance of choosing his battles wisely and maintaining long-term relationships, even if it meant compromising on smaller issues. He now prioritizes staying loyal to clients who treat him well, even if it means turning down business from competitors. A key takeaway is that maintaining a positive image and strong relationships is crucial in the long run. Vince balances his competitive nature with a more strategic approach, focusing on clients who value and respect him while still holding onto the principles that have made him successful. Vince Dunne Bio and Contact Info A graduate of the Coles College of Business, Vince Dunne brings his keen business acumen and 12 years of accomplished biotech search experience placing the most qualified candidates in both established corporations and start-up companies. Vince utilizes his proven, unique business model to conduct his search to locate and refer the ideal candidate(s) to meet the tailored, strategic needs of an organization, conserving their company resources and increasing corporate efficiencies. Vince has helped build out some of the most important companies in cancer testing. Having focused on many areas in biotech, the oncology and women's health space is where we spend most of our time. We pride ourselves on being very well-known and trusted in the market. Vince on LinkedIn Dunne Search Group website link People and Resources Mentioned Craig Picken on LinkedIn Rich Rosen on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
8/22/24 • 72:43
How did a Certified Public Accountant launch and scale his recruitment business from the ground up? In this episode, you will hear about Troy’s journey in starting and growing his search business! Troy shares the hurdles he faced and his strategies to overcome them and thrive. Troy is the President of Benchmark Search Group in Dallas. He founded the company in 2018 after working at one of the Big Four accounting firms and more than a decade with one of the largest national recruiting firms. Troy has built Benchmark’s reputation as a trusted advisor for sourcing and recommending the right accounting talent, specializing in direct hire placement, executive search, and temporary staffing for accounting and finance professionals. Episode Outline and Highlights [02:02] How Troy got into recruiting and was almost fired in his first 90 days. [08:00] Winning Best Place to Work for Working Parents. [11:57] Key challenges in Troy’s journey of building his own business. [21:44] Time tracking exercise to improve efficiency while focusing on value-adding activities. [24:00] Hiring a VA and fostering an environment where your team members are proactive. [33:09] Doing things differently to improve the training component. [42:40] Troy shares insights on what he had learned while running his search firm. [50:01] Troy’s three most important metrics in running a search firm. Overcoming Showstoppers When Launching a Search Firm How a successful search firm owner started his journey is always interesting. Most often, launching your recruitment business can be extremely challenging! Even if you are an excellent recruiter, running your own business is a different ball game; nothing can fully prepare you for it. Troy shared his journey from being a solo entrepreneur to building his own team. Below are the takeaways from the challenges he had, and I am sure you will be able to relate if you are already running your own recruitment business: Starting as a solo entrepreneur: Troy knew he needed to hire, but it took him nine months to hire his first employee. Slow initial growth: His hiring process was slow, which resulted in impediments. However, Troy focused on hiring top producers from other firms who were looking for a better culture fit, enabling him to build a core team over time. Lack of infrastructure or processes in place: When he started to scale, Troy realized he didn’t have enough infrastructure or processes to support his growth. He established SOPs and initiated training programs to create a more scalable structure. Trying to do everything: Troy became a bottleneck as he felt he needed to get involved in everything. He struggled with the need to control all aspects of the business. He eventually learned to delegate and focus on higher-level activities. Fostering a Proactive Team Environment for Virtual Team Members A good sign of a great team is when your members come to you and ask to take stuff off your plate rather than you having to reach out and delegate the tasks. This behavior describes Troy’s team, especially his virtual assistants. How do you foster a proactive team environment with a virtual team? Troy fosters a proactive team environment, even with onboarding virtual assistants, by treating them as integral members of the team rather than just freelancers. He emphasizes the importance of full integration, where the VAs are not just completing tasks but are actively involved in the business. An example is when his first VA quickly took on leadership responsibilities and even helped onboard a new marketing VA while he was away, demonstrating trust and empowerment. Another approach is to ensure that the VAs are involved in the company's operations and goals, which fosters a sense of ownership and commitment. This approach allows them to proactively take on tasks and support the team, contributing to a strong and cohesive work environment despite the physical distance and different time zones. Troy’s Top Three Metrics in Running a Search Firm Metrics and KPIs are not there to micro-manage your team but rather guide them in ensuring that they are prioritizing tasks that contribute to your organization’s bigger objectives. I wanted to know Troy’s take on the three most important metrics to measure his team’s success. He gave a straightforward response: “Recruiters have to have at least, ten interview screens... And then six client interviews in a week... If you end up with three a week, you're going to end up with one to two placements a month. And so there's a scaling factor to that. Then, on the client side, there are at least two meetings with clients every single week. And then that will be five to eight also interviews a week.” Troy Ashby Bio and Contact Info Troy Ashby, President and Founder of Benchmark Search Group, founded the company in 2018 after working at one of the Big Four accounting firms, in addition to more than a decade of experience working with one of the largest national recruiting firms. With more than 20 years of professional service experience, Troy has built Benchmark’s reputation as a trusted advisor for sourcing and recommending the right accounting talent, specializing in direct hire placement, executive search, and temporary staffing for accounting and finance professionals. Troy is responsible for overseeing business development and talent acquisition along with P&L responsibility, marketing, and operations. Troy’s greatest joy comes from encouraging and helping others, personally and professionally. He has a genuine passion for people, developing long-term relationships while working to make a lasting impact in the Dallas Fort Worth community – Troy takes a servant leader attitude to heart and delivers excellence every day. He has a proven track record of building teams, creating culture, and empowering associates, clients, and candidates to win! He has a passion for developing long-term relationships in both business and his community. He has been actively involved in various professional and civic organizations around DFW chairing committees or serving on boards including the Richardson Family YMCA, The Family Place, the Dallas Regional Chamber, and the North Dallas Chamber of Commerce. He is a graduate of Leadership Dallas and Leadership Richardson and has also been an active volunteer in March of Dimes, Genesis Women’s Shelter, and the Leukemia & Lymphoma Society. He has been a guest speaker for multiple professional associations including the Risk Management Association (RMA) Young Risk Management Association (YRMA) and the Dallas Society of CPAs. Troy has also been cited in industry publications such as the Journal of Accountancy as an expert source Troy received both his bachelor’s and master’s degrees in accounting from Oklahoma State University. He is a Certified Public Accountant and previously worked in public accounting at Ernst & Young, Arthur Andersen, and Whitley Penn. He and his wife Cayce have two children, Owen and Claire. Troy places a strong emphasis on family which is why he has built a strong internal corporate culture for his employees, centered around a workplace that has been designated as a Best Place to Work for Working Parents for multiple years. Troy on LinkedIn Benchmark Search Group website link Benchmark Search on Facebook Benchmark Search on X (Formerly Twitter) Benchmark Search on Instagram Benchmark Search on YouTube People and Resources Mentioned Clockify Asana The Obstacle is the Way by Ryan Holiday Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
8/12/24 • 53:57
“You can't manage people and lead them at the same time… You're managing a task. You're leading people” Do you apply the same principles when running your recruitment firm? How do you develop leaders and managers to establish a succession plan when you are scaling it? My special guest, Trey Hugley, shares his insights on fostering an environment in his recruitment business that not only grew his team in numbers but professionally as well. Trey is the President of Genesis Resources based in Dallas Forth Worth. Trey is a leader in executive search for the insurance industry, with over 28 years of experience. Having launched and sold a recruiting firm, Trey founded Genesis Resources in 2004 with a commitment to bringing a consultative approach to recruitment. Trey also founded a sister business, Genesis Industries, in 2014, expanding consultancy practices into the Manufacturing, Engineering, Accounting & Finance, and Healthcare sectors. Episode Outline and Highlights [02:21] Trey’s story from being a recruiter to starting his firm. [06:45] Sharing perspectives on how commitment and exclusivity work with client relationships. [19:54] Milestones in building an organization - how Trey built his team to 27 people. [33:09] How do you decide when you have to part ways with a team member? [46:56] Planning your brakes rather than it creeping up on you. [51:13] Developing business leaders and managers. Scaling His Recruitment Firm Successfully A key achievement of Trey that I wanted to pick his brains on is how he progressed in building his business from just him to having 27 team members. “I could have made a lot more money over the last 15 years if I was just doing it on my own. Mine is an end game. If I build it, I think my mentality is a little different. I enjoy the concept of building. I like the idea of growing something.” Trey shared his practices when looking for someone to join his team. He mentioned hiring competitive individuals, often with a background in team sports, who can thrive in a competitive environment. He stressed the importance of training and creating an environment where his staff can support and learn from each other. We covered two focus areas when scaling: taking responsibility and ownership for hiring decisions and training to ensure that the right people are in the right roles. Deciding When to Let Go of a Team Member It can be challenging to let go of team members. A recruitment business owner could have invested so much time and resources in hiring and training, and the relationship built over time can make it difficult to let go. Although difficult, Trey explained that it is part of scaling your business effectively, especially if the overall fit of your recruiter is not aligned with your organizational goals. He outlined the following objective factors that can help you decide when it is time to transition your team member to a new career: 1. If they're not meeting their metrics, like having consistent candidate or client conversations, it’s a red flag. 2. Their ability to generate revenue is crucial; it's a concern if they're not producing at least $20,000 a month (in the case of Trey’s organization). 3. Assessing their pending deals and interview activities can predict future performance; if these numbers are low, they indicate potential issues. 4. If they lack the drive and initiative to meet basic expectations consistently, it may be time to let go. Trey ended it by saying, “We'll, you know, we'll call it a career transition is what we call it. We're gonna transition you. If you can't succeed here, we don't think you're gonna be able to succeed in recruiting.” Developing Leaders Engaging your staff and making them leaders is another achievement that Trey is proud of. He has not only grown his team in size, but he grew them professionally into team leaders and managers. He described his approach and mindset well, “There's a certain humility that comes with managing and, leadership, and I think those are two different, two completely different things. Management is the day-to-day, task-oriented. Have you met your numbers? Leading is, how do I make someone better? … But the concept is, you can't manage people and lead them at the same time. Right? You're managing a task. You're leading people, at least in my mind.” One thing that Trey shared is fostering an environment where asking questions and continuous learning are supported. He said, “I think the biggest piece is that there is no dumb question. And those who are most inquisitive tend to grow quicker than the others in nurturing a lot of that.” He also shared an integrated approach (egalitarian versus a top-down model), where his staff can always approach him for ideas, scenarios, and proposals. This is except for metrics and numbers, for which clear expectations are in place. Aside from very competitive compensation, Trey also shared their setup for working onsite and working from home, which offers practical benefits to his employees. Trey Hugley Bio and Contact Info An Executive Leader in the Insurance Recruiting Field for over 28 years. Trey Hugley launched and sold a recruiting firm and then began building Genesis Resources in 2004 as the premier example of partnership in the industry. Launched as an Executive Search firm, Genesis quickly moved to a full-service recruiting organization focused on the recruitment of passive candidates for several of its premier clients in the insurance industry. Trey graduated from Texas A&M University in 1994 with a Bachelor’s Degree in English. Upon graduating, he began his career in Recruitment with a boutique recruiting firm out of college and a focus on multiple disciplines. Soon after, he joined his partner in a start-up dedicated solely to the property & casualty insurance industry. After 8 years, Trey sold to his partner to start a more consultative approach to recruitment; one that was more dedicated toward executive search methodologies with an overall consultative approach that highlighted his passion for successful recruitment and the improvement of individual careers. In 2004, with a focus on “new beginnings” as the name Genesis implies, Trey launched his new company – Genesis Resources. Trey focused on integrating true consultation efforts into recruitment and building relationships with every professional with whom he interacted. Genesis Resources today focuses on passive candidate recruitment while staying at the forefront of the insurance industry. Trey’s career includes over twenty-nine years of furthering the careers of others. He has developed a variety of leaders and helped them grow to their full potential in the insurance industry. Not only has he achieved this externally, but his current employees have followed in his footsteps, and within a span of the last ten years, Genesis Resources now has several leaders and Executive Recruiters who elevate the careers of all those with whom they come in contact. In 2014, several of Trey’s HR leadership relationships moved outside the industry. Together, they built a recruitment offering that would highlight the best practices of Genesis Resources while focusing on several new industries; Genesis Industries was born. From a national project to building out an internal recruiting team, revamping an entire sales organization, and multiple other leadership placements along the way, Genesis Industries has become its own “go-to” consultative and recruiting firm with its staff of experts. Genesis Industries has a primary focus on Manufacturing, Engineering, Accounting & Finance, and Healthcare. Trey on LinkedIn Genesis Resources website link Genesis Resources on Facebook People and Resources Mentioned Gail Audibert on LinkedIn Gerald Legrove on LinkedIn Joel Slenning on LinkedIn Chris DiNaso on LinkedIn Related Podcast You Might Enjoy TRR#171 4 Essential Skills that All Recruitment Business Owners Need to Be Successful, with Chris Dinaso Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
8/9/24 • 63:51
Already exploring AI but unsure how to maximize its potential to elevate your recruitment business? In this episode, our coach and Client Services Director, Julie McGrath, shares how you can further embrace AI when creating content specific to your niche market. Julie shares insights on how you can use AI to drive sustainable growth for your recruitment business. Julie is a highly experienced coach with 15 years of experience in the recruitment industry, including 8 years as a solo recruiter specializing in Tech and Executive recruitment. Before her career in recruitment, Julie worked in large-scale operations and managed 200 people. You will also get a preview of an AI Program she designed explicitly for Recruiters and recruitment business owners, including a Training program for recruiters to help with Business Development, account management, and candidate sourcing. Episode Outline and Highlights [02:31] From a graphic designer to a recruitment business owner - how Julie got into recruitment. [09:57] Retrospect: things Julie would have done differently when starting her business. [16:02] Developing programs to assist young job seekers. [26:30] Running a successful RPO model. [31:03] Common qualities of successful recruitment business owners. [41:09] Leveraging AI to improve your recruitment business. [51:31] Creating content specific to your client and candidates’ needs through AI. [1:01:30] Testing ChatGPT 4.0. Common Success Qualities of Recruiters and Recruitment Business Owners Julie’s experience as a recruiter, business owner, and recruitment coach puts her in a position to work with some top-performing recruiters and business owners. She shared great insights and observations on the most common challenges and critical success factors. “I'm very fortunate to be in this position where I get a peek behind the curtain of the top-performing recruiters. And then also those that are maybe new to the industry that are just starting and trying to define their feet, like we all did it at one point or another in our career.” Here are the critical success factors that she shared: Consistency in actions and routines is foundational to success in business and personal growth. Implementation and Action - Top performers build consistent work routines and stay focused on both immediate tasks and long-term goals. Work on and in the Business - Balancing working "in" the business (daily operations) and "on" the business (strategic growth) is crucial. Goal Setting - Setting specific, measurable, actionable, realistic, and timely (SMART) goals is essential. Accountability ensures continuous progress and the ability to navigate setbacks. Business Building vs. Job Creation - Successful recruitment business owners understand the difference between creating a business and creating a job for themselves. Resilience - This involves self-awareness, flexibility, and adaptability. Self-Awareness and Adaptability - Adapting to changes and being open to new approaches can lead to sustained success. Julie believes these key factors can help business owners achieve high performance, build sustainable businesses, and effectively navigate industry challenges. Leveraging AI to Enhance Your Recruitment Business During our Live Summit in Edinburgh last year, Julie delivered a fascinating session on leveraging AI to improve recruitment businesses. ChatGPT was pretty new at that time, and she was able to provide an amazing take on why the recruitment community needs to embrace AI. The world will look so different in the next 3-5 years, and I think that understanding AI as early as now can enable recruiters to contribute a more profound impact to their industries. Julie and I discussed her passion for AI, and how it can help recruiters and business owners further engage with their clients and candidates. Julie pointed out that AI isn’t a new player on the field; it’s just that Generative AI, ChatGPT, and OpenAI have recently brought it into the limelight. She explained that while AI has been used for decades, primarily in automation, it’s now becoming more accessible to individuals and small businesses. Julie’s passion for AI is driven by its potential to revolutionize the recruitment industry, and she believes that getting ahead of the curve will have a more positive impact. Julie underscored that even small businesses can compete effectively by creating targeted content and using AI to understand and meet the needs of their clients and candidates. If you want to know more about how we can integrate AI into our recruitment process, you may check the link below for a free training session developed by Juli and our colleague Leanne. Creating AI Content That Is Specific to Your Client and Candidate Needs Julie also touched upon creating content with AI while focusing on providing a great experience for your clients and candidates. This is how she puts it: “And if you can spend your time and your skills more focused on providing a great experience for your clients and your candidate, using the emotional intelligence side of things that can't be replaced by AI just yet, and being able to use AI as a crutch to make you work faster and smarter with the data-driven insights and information that it can give you, I can only see this being a positive change in our world and the world of recruiting overall.” She outlined a straightforward process when creating AI content with a human touch: Create your brand guidelines and support your content creation through data and insights. Understanding your clients - what they look for and what they want to consume will enable you to make data-driven decisions. Based on these data and insights, you are creating content for a specific person, nation, and target audience, instead of creating content for ‘everybody. Julie McGrath Bio and Contact Info Julie McGrath is a highly experienced coach and conducts our 1-2-1 monthly calls with members. She has 15 years of experience in the recruitment industry both in large-scale operations and running a solopreneur agency specializing in Tech and Executive recruitment. She is an active STEM ambassador and panel judge for various socio-economic and diversity initiatives. She currently manages her own digital skills agency that supports businesses to embrace new technological processes and upskill staff for the new digital world of work. Julie is also an NLP practitioner and this means she can help business owners break through mental and physical barriers so they can live a life of abundance and release the restrictions of mediocrity. Julie is well versed in helping recruitment business owners with business burnout, stress, loss of purpose and direction, and also those business owners who are doing well and want to continue achieving and attracting success into their lives. Julie on LinkedIn Access to Free Training on AI: Recruitmentcoach.com/AI Comprehensive Program on How to Recruit Smarter with AI People and Resources Mentioned ChatGPT Fireflies Otter Google Gemini Recruitment Coach Live Summit in Florida Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
7/26/24 • 65:42
In this episode, we dive into the challenges and rewards of managing enterprise clients. Drawing from over two decades of experience in the Recruitment & Executive Search Industry, Gina Matteson shares her learnings from handling large-scale clients effectively. Gina and I discussed strategies for effective stakeholder management, navigating complex challenges, and delivering exceptional value. Gina is the Founder & CEO of GemTek Recruiting. They strategically partner with clients in Connective Intelligence is our groundbreaking recruitment solution that combines the power of advanced AI with a reliable commitment to genuine human interaction. With over two decades of hands-on sales & recruiting experience in Canada & the US, Gina's passionate approach to work is underscored by an unwavering commitment to prioritizing relationships above all else. Episode Outline and Highlights [01:35] How Gina found her way into the recruiting world. [03:38] What led Gina to start her own business? [05:18] Enterprise Insights: Valuable lessons Gina learned from working with big clients. [16:14] How Gina tackled a major challenge—a 15% pay rate cut. [23:06] GemTek's Rollercoaster Ride: The highs and lows of launching Gemtek. [26:36] Gina’s unique recruitment strategy, blends AI with a personal touch. [34:26] A dive into Gina's book and the toughest battles she faced. $25 Million Annual Billings for a Single Enterprise Client Gina’s diverse experience working with enterprises like American Express, Honeywell, and Google puts her in a great position to offer perspectives and strategies when working with large clients. She highlighted her experience working for a $2B organization, American Express. She shared what led to her success, which includes annually bringing in $25m in revenue for the client. One key component is bringing people together, communicating, and bridging the gap between large organizations within the organization. Gina said, “Bringing those groups together and kind of bridging that gap, regular meetings, I would often bring different stakeholders together and actually host a meeting within the organization because one group could be asking for something and then another group, it doesn't work with them.” You will also hear about the biggest challenges she faced when she had to undergo an audit stating that she owed $10m from her client and how she dealt with a 15% pay cut that also affected her subcontractors. Her stories are not only inspiring but also reminders of the importance of thinking on your feet, being organized, and transparent stakeholder management. AI Meets Empathy: Extensively Utilizing AI Without Sacrificing the Human Element A GemTek methodology is pragmatically utilizing AI. Gina shared how AI helps in initial resume sifting, and narrowing down candidates for interviews. They also shared their tools, such as ChatGPT and other ATS (Applicants Tracking System). They balance technology use by advocating the importance of the human element. During in-depth interviews, personality, and technical assessments, Gina believes that “in recruiting, the human element for me and for my organization can never take a backseat to anything.” Do you have the same approach when it comes to AI? A Dive into Gina’s Book and Her Story of Resilience It is not directly related to recruitment, but we also touched upon Gina’s story of resilience and the most significant adversities that she had to navigate. She shared what inspired her to write her semi-autobiographical novel, A Thousand Masks. Aside from professional challenges, Gina also opened up about a deeply personal story of resilience that has shaped her life and her business. Listening to her journey can remind us that we can turn adversity into strength and use our experiences to help others. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Gina Matteson Bio and Contact Info Gina Matteson is a seasoned thought leader celebrated for her triumphs in sales and recruiting within the Recruitment & Executive Search Industry. With over two decades of hands-on experience in Canada and the US, Gina's passionate approach to work is underscored by an unwavering commitment to prioritizing relationships. Her consultative methodology ensures clients, candidates, and employees receive the respect they deserve while collaboratively crafting tailored solutions. As the Founder & CEO of GemTek, she leads a professional services and recruitment firm with a rich legacy on both sides of the border, known for its transparent and partnership-driven approach. Beyond her professional achievements, Gina is an inspiring entrepreneur and acclaimed #1 International Best Selling author, advocating for personal growth and resilience through her novel, "A Thousand Masks." With remarkable tenacity and creative vision, Gina Matteson is a force making a lasting impact in both the business and literary worlds. Gina on LinkedIn Gina’s website link GemTek website link GemTek on Facebook GemTek on Instagram People and Resources Mentioned A Thousand Masks, by Gina Matteson Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
7/22/24 • 46:25
Have you ever wondered how a top-performing recruiter becomes a firm owner? Katharine Wilcox, President of Resource Mosaic, shares her journey. After joining the firm in 2011, Katharine took over the business in 2022. In this episode, she discusses her transition from director to owner, her challenges and the strategies that drove her success in executive search. Whether you’re a recruiter considering firm ownership or looking to boost your performance, Katharine’s insights on building trust, hustling, and executing in the competitive world of accounting and finance recruitment are not to be missed. With a background in entertainment and accounting, Katharine boasts a proven track record of connecting top talent with growth opportunities. Katharine is a member of the Pinnacle Society, a fantastic group of recruiters who are among the top producers in the United States. Episode Outline and Highlights [01:58] Katharine’s background in a talent agency and how she went into recruiting. [06:47] Discussion on how Katharine transitioned from being a director to becoming a business owner. [19:43] Building teams that drive company growth. [25:36] What is the secret to building trust with your clients and candidates? [32:25] Why Katharine loves MPC marketing and her process. [39:54] Initiating conversations with hard-to-reach roles. [47:04] What a support team looks like for big billers. [50:11] Quick Q&A on Katharine’s operational structure and business model. [52:55] Katharine reveals the biggest challenges she had to face as a recruiter. Three Key Elements When Building Effective Teams to Drive Company Growth One key highlight in my conversation with Katharine is how she builds trust with clients and candidates when building teams in key projects. She fondly recalls how her first hires eventually became CEO and CFO, which makes her extremely proud. “So if I get a certain number, hey, we're looking for these, I just have to go find that soft skills, that personality, that desire, that career drive, whatever it is that they're looking for that will help drive the company's growth and change and hopefully last for a really long time.” Katharine shared three critical elements when building an effective team that drives the company’s growth: Building trust - she emphasized the importance of understanding client needs and having honest conversations. Hustle - Katharine encourages showing up every day and committing to the craft.. Delivery & Execution - Katharine values getting the job done quickly and efficiently. She concluded, “ But, yeah, it's, that combination of trust and hustle, delivery and execution is just such an important piece to what we do on a daily basis.” Initiating Conversations with Hard-to-Reach Roles Some recruiters struggle to reach hard-to-reach roles, such as CEOs and portfolio owners. This may only sometimes be the case for Katharine. When we discussed her approach to MPC Marketing, I learned that it enables her to connect with key roles like board members and CEOs. She shared a few tips on how she does this. She shared that the caliber of talent will always get you the conversation. She thinks working with good talent (MPC) is important as it will likely get people interested. But this is not enough; you also need to get creative in getting your talent information across. She shared her conversation style to build trust, including using her personality and being genuine. The other thing is the mindset. As we all know, doing campaigns is also a volume game. Katharine is very much aware of this: “A lot of people are never going to answer my phone or answer my calls. And I don't take offense to it. Some people are just not going to like me. Right. They're not going to want to work with me. I'm okay with that. So. But I'm going to keep trying. And you never know. Maybe I'll break through at some point.” Katharine Reveals Her Biggest Challenge I love stories of resilient recruiters, so I had to hear about Katharine's biggest challenges in her career. Most successful recruiters face the biggest challenges, and we can pick up nuggets of wisdom from their experience. She shared how they were knocked out during COVID-19, but that did not stop her from working. She kept on talking to people, marketing candidates, and positioning herself. “So that was, you know, getting. Having the ability to continue to make those calls and show up, even though you're hearing no for six, seven, eight months? It was hard.” What motivated her to stay in the game and keep pushing? “It was simple. I just knew any day could be the day to make that break. Eventually. I knew the dam was going to break. Right. I knew that people had hiring needs. I knew that people were looking for jobs or were not happy in their current roles. And I just knew that if I showed up every single day and did what I do, that at some point it was going to pay off.” Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Katharine Wilcox Bio and Contact Info Katharine Wilcox, President of Resource Mosaic, brings a unique blend of expertise and leadership to the world of executive search. With a background spanning from entertainment to accounting and finance, Katharine has a proven track record of connecting top talent with opportunities for growth. Katharine joined Resource Mosaic in 2011 after 6 years with the Lucas Group as a Senior Partner on the accounting/finance executive search team in Atlanta. In 2022, she took on additional responsibilities and ownership of the firm as President. At Resource Mosaic, Katharine specializes in recruiting exceptional accounting and finance professionals across the Southeast, while also supporting clients' leadership needs in various functions, including HR, operations, legal, and sales/marketing. Her approach is rooted in navigating complex challenges, identifying hard-to-find talent, and aligning leadership with business objectives. She is passionate about connecting talent and driving growth for companies in Atlanta and across the Southeast. Beyond her professional achievements, Katharine can be found chasing around her 6-year old twins and serves on the Board of the Atlanta BeltLine Partnership, working to create a more connected and vibrant city. Originally from San Diego, she graduated from UCLA in 1999 with a degree in communication studies. Katharine on LinkedIn Resource Mosaic website link People and Resources Mentioned Monte Merz on LinkedIn Nate Zimmerman on LinkedIn Jen Meyer on LinkedIn The Pinnacle Society Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn, Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
7/5/24 • 58:25
Multi-hire team-build projects can be profitable if strategized clearly and executed effectively. Where do you find opportunities to engage in multi-hire team-build projects? What should be your main areas of focus for successfully implementing? Our guest, Paul Press, is here to give insights! Paul is the Managing Partner and Founder of Press & Associates, a leading executive search firm specializing in recruiting top technology talent for private equity firms and their portfolio companies. Before founding Press & Associates, Paul Press built a well-rounded career with experience in an executive search firm and an in-house talent acquisition position. In this episode, you will hear valuable insights into leveraging experience as an in-house recruiter, applying MPC marketing strategies, and successfully navigating the complexities of multi-hire team-build projects. Episode Outline and Highlights 03:25 Paul’s recruiting backstory and how he launched his own firm. 06:37 Learnings from working in-house translating to running his own agency. 12:30 When to consider hiring a third-party recruiter from an in-house recruitment perspective. 18:35 Transitioning to Private Equity expertise. 23:11 Two main areas on winning multi-hire team build projects. 35:59 The risks of handling large-sized projects and how to mitigate them. 40:15 Paul shares the story of his $450k fee and MPC strategy discussion. 51:47 What Paul’s MPC marketing strategy looks like. 58:04 Upcoming exciting times for Paul and Press Associates acquisition. Leveraging Experience as an In-House Recruiter Before founding Press & Associates, Paul built a well-rounded career in an executive search firm and an in-house talent acquisition position. He has always aspired to set up his own agency, and this experience was a stepping stone that gave him a complete perspective on what a successful search firm should look like. Paul gave his insights and compared the approach from an in-house to an agency perspective. He emphasized the value of building and nurturing relationships on the in-house side while investing heavily in business development on the other. From an in-house perspective, I also wanted to know the primary considerations when hiring a third-party recruiter. Who are the most successful ones? What companies really did poorly? Paul gave his answer: “I would say the biggest thing is the ones who took the time to be personalized, to make a very human approach and connection, and who were very empathetic; those were the ones that really stood out. It's amazing how transparent people's approaches are and how easy it is to tell when there's an email sequencing campaign going on, with an email coming out to you every kind of two or three … So it is very easy to tell kind of what's being automated, what's actual human touch and who are people that want to be in it for the long run versus, hey, I've got my monthly targets to hear.” Two Areas of Focus to Win Multi-Hire Team Build Projects A key topic Paul and I discussed is his success in doing multi-hire team-build projects. The main takeaway is this: multi-hire team build results from placing a key executive. By ensuring that great relationships are built and the best experience for the executive is provided, a potential opportunity to then build out the team underneath them will likely happen. This idea came about based on Paul’s previous in-house experience. “I'd say it kind of goes back to lessons learned when I went in-house and was building those relationships and understanding the big picture behind those hires and what those companies were trying to achieve. And that, combined with the private equity space, really kind of mesh well together.” Paul shared two main areas of focus to be successful in this approach: Communication - “It's certainly a communication game. In multi-hire campaigns, there are usually multiple hiring managers. So you got to figure out each individual style of communication, building relationships with those people.” Project Management - making sure you're implementing your standard procedures in terms of market mapping, talent pipelining, and going through your own internal processes. Paul also shared the most common challenges you will experience in multi-hire team-build projects and the steps they took to mitigate them. MPC Strategy Resulting to a $450k Fee An achievement Paul shared with me is how he was able to make a placement with a $450k fee. He made a placement using the MPC (Most Placeable Candidate) marketing approach. Many recruiters will find this part of our conversation relatable because although this may be familiar to many recruiters, some will tell you that you can’t apply MPC marketing to executive recruitment. We discussed Paul’s mindset on this strategy, and he shared how he executes it. We discussed proactive candidate representation and effective KPIs, such as making 5 introductions daily. We also agreed on this critical point: the goal is not to place the candidate. The goal is primarily to get your foot in the door to start a conversation, demonstrate the caliber of your network and the people you represent, and come to them with interesting ideas that could bring value to their business. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Paul Press Bio and Contact Info Paul is the Managing Partner and Founder of Press & Associates. Paul started Press & Associates in 2016 with the goal of building the number one search firm hiring technology talent for Private Equity firms and their portfolio companies. Since its inception, Paul has built close and long-lasting partnerships with numerous globally renowned private equity firms, helping them make key hires in their value creation team and numerous c-suite appointments across their portfolio companies - all within the technology function. Prior to founding Press & Associates, Paul built a well-rounded career in executive search working for a boutique search firm (Mackinnon Bruce), one of the largest talent acquisition firms in the world (Hays), as well as an in-house talent acquisition position with Murphy Oil looking after hiring key positions across North America. Paul has a BA (Hons) in Managing Performance from the University of Leeds and is accredited by the Institute of Retrained Search. Paul on LinkedIn Press and Associates website link Press and Associates on YouTube Press and Associates on X (Twitter) Press and Associates on Facebook Press and Associates on Instagram People and Resources Mentioned How Clients Buy, by Tom McMakin & Doug Fletcher Loxo Dripify Rob White of Tempting Talent on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn, Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
6/28/24 • 67:04
Helen joined us three years ago to share how to attract 70% more diverse talent by leveraging DEI - diversity, equity and inclusion. This time, she returns as a special guest to share an amazing feat - the platform she co-founded, Diversely.io, has just been recently acquired. This means more sourcing and recruitment firms can now access the platform, meaning more recruiters and sourcing firms can embed DEI in their hiring process. What fascinates me more is Helen’s strategies and lessons learned from exiting Diversely.io. She shared strategies and things she would have done differently, which I am sure many of us will also learn from. Overall, Helen believes that the key to success is following a purpose-driven business model. Helen McGuire is an exited founder, author, advisor, mother, podcast host and DEI changemaker. Helen is a leading figure in DEI and business strategy and is renowned for her impactful initiatives. She founded Hopscotch. work, the first women's careers platform in the Middle East and Asia, and her journey led to the creation of Diversely.io, a groundbreaking AI platform acquired by The Access Group in 2023. As the host of The D&Igest podcast and author of the upcoming book 'The Female Scale', Helen's expertise extends to coaching female founders and advocating for purposeful businesses globally. Episode Outline and Highlights [02:50] Helen shares updates on Diversely.io’s acquisition by the Access Group. [08:54] What barriers do entrepreneurs with diverse backgrounds face when starting a business? [13:00] Encouraging more women to take the entrepreneurial leap. [17:33] Walkthrough on Diversely.io’s exit process and how a purpose-driven business model made it happen. [30:00] Things that Helen would have done differently when undergoing acquisition. [38:31] Teaser on Helen’s new book, The Female Scale. Embedding DEI Into the Business Strategy Diversity, equity, and inclusion are critical in the hiring process. This is essential because it is the right thing to do and a strategic business decision that can lead to more innovative and successful organizations. I had Helen as a guest three years ago, and I am fascinated by her current position on championing DEI in the recruitment industry. She is a great example of an astounding business leader who advocates equity and opportunity for lesser-represented groups. As a female founder, you will hear insightful perspectives on how underrepresentation affects certain groups and how to empower more women to launch their own businesses. She is about to finish a new book, The Female Scale, which will provide insights on this issue. “It's not written specifically for women, but it's written with a very female lens. You know, the challenges that you encounter as a woman setting up a business, and there are, you know, so many female-led businesses, startups, smaller businesses out there.” In this episode, Helen shared an astounding feat: They could exit Diversely.io, an end-to-end hiring platform that uses tech to reduce bias in businesses' hiring processes. By being acquired, she believes this platform will be more accessible to a much larger audience of sourcing and recruitment firms. Learnings on Being Acquired and Exit Strategies As a business owner, you may relate with me if you are also fascinated with stories of how exits and acquisitions work. I wanted Helen to walk me through what was involved in their acquisition process. She shared detailed stories of how it started, what was expected, and what happened. She also shared curve balls and how their expertise and networks played major roles in making the exit happen. In hindsight, here are some learnings that Helen shared if you ever plan to exit or scale your business: Be more prepared for the level of due diligence you must go through. Be well-organized: ensuring all relevant agreements and data sheets are in one place. Invest in good lawyers and accountants - they are absolute lifesavers. What resonated with me the most was Helen’s idea of the exit. It has always been purpose-driven. “And you have to kind of, so when you're thinking about selling your business, it's not just about what I need from it as a dollar value. What can I also achieve off the back of that? What does that give me as a founder, as someone who's going on this journey?” Building a Purpose-Driven Business Model Building a business, especially focusing on recruiting and sourcing, is not always profit-focused. The vision and mission statements need to be clear, as the impact we can have on people can be life-changing. This aligns with what Helen believes when creating a purpose-driven business model. This is how she described it: “And it wasn't all about the dollar value. I think when you set up a purpose-driven business, it's very important to keep profit and profitability in mind because it's hard to create impact without that. It's not sustainable as a business or as an idea. But equally, you've got to balance it with, you know, what am I doing here to solve this problem, and how can I solve this problem? And we would have taken another god knows how many years to try and get to the scale that…” When Helen co-founded Diversely.io, it was to solve her own frustrations as a female in a male-dominated industry. Her purpose was clear from the start - to help women and under-represented groups gain fair opportunities. This purpose-driven business model contributes well to her current successes and future aspirations. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Helen McGuire Bio and Contact Info Founded the first women’s careers platform in the Middle East and Asia—Hopscotch.work—in 2015, Helen has won numerous industry awards for her work and led part of UN Women’s efforts to increase gender representation in the UAE. To scale the impact of her mission beyond gender, Helen joined the tech start-up accelerator Antler in January 2020 with a vision to conquer the issues around DEI in the workplace through the use of technology. Diversely.io was that solution; a multi-awarded global AI-driven platform built alongside her co-founder, Hayley Bakker, and with the support of industry investors over four years. One of the world’s leading software companies, The Access Group, acquired the platform for an undisclosed amount in 2023 and continues to be integrated across its portfolio. As host of The D&Igest podcast, Helen now utilises her formidable communications skills to give those who are making a difference in the global DEI space a voice. Professionally, she focuses on ensuring DEI is at the forefront of business strategy and coaches female founders on holistic business strategy. Her first book - ‘The Female Scale’ - is due in 2024, and she speaks and advises globally on the topic of DEI and creating purposeful businesses. A communications professional of twenty years, Helen began her career in London, achieving her dream role at BBC Radio 1 in her early twenties, going on to produce, DJ and present for the music industry in over Helen on LinkedIn The D&Igest Podcast link People and Resources Mentioned The Access Group website link Justin McGuire on LinkedIn Related Podcast You Might Enjoy TRR#57 Diversity as a Differentiator – How Recruiters Can Attract 70% More Diverse Talent, with Helen McGuire Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn, Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
6/20/24 • 40:23
Measuring your company's economic influence drives self-motivation and is a powerful tool for marketing and business development. Jennifer Meyer of Govig Executive Search joins us in this episode to give insight on using specific metrics to measure your economic impact and how you can communicate it with potential clients. Jen has a lifetime cash-in of $20M over her 26 years in the industry. She’s the SVP of Strategic Partnerships at Govig & Associates, where she’s at the helm of business development. She leads the overall team of 27 recruiters, actively front-facing with clients and playing a significant role in surpassing $14M in results. Jen’s recruitment efforts have been vital in assisting small to mid-size firms, particularly those under private equity, to double in size. Jen’s placements have contributed to an economic impact exceeding $1B. Episode Outline and Highlights [01:51] Jen’s start in the recruitment industry as a college intern. [10:09] Differentiating techniques in communication and business development. [19:06] “Speak to them in their language” [28:02] Training your team to apply the TSI (Targeted Sales Information) approach. [40:00] How to quantify your economic impact. [50:41] A boutique recruitment firm’s differentiators against the bigger organizations. [54:53] Discussion on team development strategies. [59:18] Jen’s take on work and life harmony. Quantifying the Economic Impact of Your Recruitment Business Measuring your company’s economic impact can be significantly beneficial for at least two reasons. The first one is self-motivation; knowing how you contribute to the broader economy can positively impact and fulfill. The second one is on the marketing and business development side. It can help potential clients understand the bigger value you will bring to their organization. Jen shared how she is able to track her placement’s economic contribution using specific metrics. Her placements overall have contributed to more than $1B in economic impact. She shared their formula: “We always talk about the size of our billings or our business in relation to what were invoicing or what our split was in relation to cash in. But we really should be talking about the salaries of the people that we place, you know, if you were going to relate it that way…Yeah, it does go beyond that, though, where you are at the, you know, again, at the basic level, you are affecting the person, and you're affecting the hiring manager. So that could be a times two, right?” Here is a takeaway: Start trying to calculate the individual impact you're having in the world, particularly the positive impact you're having for your clients, and try to quantify that. If you have the appetite, even go back in history and try to work it out. But even just starting right now, try and figure out what difference you're making because that's really motivating! Differentiating in the Business Development Side A key topic I wanted to discuss with Jen is how she is able to differentiate, especially on the client acquisition and business development side of things. Jen has always been consistently recognized as a top performer in her career. I wanted to pick her brains on her approach when it comes to communicating with potential leads and candidates, and she surely did not disappoint. Jen revealed specific tips and verbiage that you may want also to use. Here are some key takeaways: Focus on authenticity and listening more by asking curious questions. Avoid typical questions like “Can I help you?” or “How are you doing?” Use power phrases such as “Are you in a place where you can talk confidentially?” or “I’ve only got a minute” instead of “Have you got a minute?” The effective use of body language. She explained, “Whether you're 30 minutes into the business or you're 30 years into the business, everybody is saying the same thing and overcoming objections in the same way. So what can you do that just sounds different? You know what I mean? And I think if you think about it from a perspective of what that person is going to hear based on their world helps you...And so if you speak to them in their language, they get it.” You will also hear Jen’s insights on developing her team to elevate their levels on the business development side, which is quite similar to the TSI (Targeted Sales Information) approach. Team Development Strategies as a Billing Manager A billing manager is a critical and challenging role in a recruitment firm. The role entails ensuring individual profitability while leading your team to do the same. Jen has been passionate about mentoring and developing her people, so I wanted to hear her methods in helping her team be successful. Jen elaborated on the following topics: Consistent deskside training. Real-time feedback and call reviews. The importance of teaching structure. Listening for opportunities in candidate interviews. Using a checklist. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Jennifer Meyer Bio and Contact Info Over the past 26 years, Jen has been a guiding force, significantly influencing numerous organizations and professionals. She has generated over $20M in cumulative cash-in, contributing to an economic impact exceeding $1B. This remarkable achievement includes the highest fee, which is over $300k. Currently serving as the SVP of Strategic Partnerships at Govig & Associates, Jen plays a crucial role in propelling the company forward. She's at the helm of business development and leads the overall team of 27 recruiters, actively front-facing with clients and playing a significant role in surpassing $14M in results. Jen's professional journey began with a 6-year tenure at an MRI office, where she consistently ranked in the top 10% among approximately 5000 recruiters at that time. She then co-founded North Coast ExecuSearch, Inc., where she served as a billing manager for 14 years, maintaining a position in the top 50 out of 750 offices worldwide. Jen's recruitment efforts have been vital in assisting small to mid-size firms, particularly those under private equity, to not only meet but also exceed their growth objectives, with several doubling in size and achieving revenues over $1 billion. Jen’s work ethic is not driven by the desire for accolades but by a deep-seated passion for mentorship and forging lasting relationships. She believes in the collective improvement of the industry, emphasizing the importance of recognizing recruiters as valuable consultants and ensuring they are compensated fairly for their expertise. Her remarkable career is enhanced with numerous accolades, including her 24-time recognition as a "Pacesetter" Award Winner, her induction into the Hall of Fame and The Ring of Honor within the MRINetwork, and receiving the prestigious Alan R. Schonberg Lifetime Achievement Award for her revenue contributions and character and her acceptance to the Pinnacle Society over a year ago. Not to mention she is very active in a commitment to community service, most recently acting as the President of the MRINetwork Charitable Foundation, where she led the board to raise money for Shriners Hospitals for Children. As Jennifer shares her insights, her quiet confidence, impressive achievements, and unwavering dedication to talent development serve as a powerful reminder of the influence we can all have in shaping the futures of many. Jen on LinkedIn Govig Executive Search website link Govig on Facebook People and Resources Mentioned Katherine Jerald on LinkedIn Brent Orsuga on LinkedIn Crelate Related Podcast You Might Enjoy TRR#178 Top Producing Recruiter Reveals How to Win and Develop Key Accounts, with Katherine Jerald TRR#218 How Grit and Determination Fueled a $2M Recruitment Firm’s Success, with Brent Orsuga Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
6/13/24 • 63:30
Starting a recruitment business from scratch demands dedication, planning, and an aggressive approach to networking and client acquisition. You will also need a massive differentiator - and our special guest in this episode shared his approach to how he grew his search firm to more than $2M from scratch! We are joined by Brent Orsuga. In this episode, Brent highlighted the importance of deep client relationships, strategic matchmaking, and staying motivated by setting high goals and continuously driving growth. Brent Orsuga is the Founder of Pinnacle Growth Advisors, a headhunting and talent advisory firm solely dedicated to the Supply Chain and Logistics industry. Brent comes from 22 years of recruiting and 15 solely in Logistics. Brent helps companies, from startups to Billion-dollar companies, find the best people possible. Pinnacle Growth Advisors has won numerous awards over the past 10 years, including the INC 5000 fastest-growing companies. Episode Outline and Highlights [02:09] How Brent got into recruiting 22 years ago. [04:48] Why does Brent consider himself a Talent Advisor rather than a Recruiter? [08:43] How to “know the best seat in the house” - understanding your client via face-to-face visits. [16:04] Brent’s story of building networks of relationships when he was only starting in the business. [24:57] Mindset and Motivation: How having a chip on your shoulder pushes Brent forward. [30:48] Daily routine discussion - Why Brent wakes up at 3:30 am to start his day [37:00] Brent shares insights on the outputs and inputs that matter. [40:33] How Brent used visualization techniques to lead his company to the Inc. 5000. [46:30] The reason behind Brent’s passion for Supply Chain and Logistics. [51:49] Brent shares excellent advice on not spreading yourself too thin and other success factors. How Brent Started from Zero and Won the Confidence of Clients Brent shared a fascinating story of how he got into the recruitment business and started his firm with no plan B or option of failing. He was initially a candidate who transitioned to becoming a recruiter, and making the most of his training eventually led him to be a successful search firm founder. As much as his origin story can be relatable to many recruiters who aspire to become business owners, one key topic that will resonate with many of our listeners is building relationships. Brent strongly believes that building relationships is one of their business priorities. One of the biggest challenges he had to overcome was starting from zero and having no clients, candidates, or relationships to leverage. How he figured it out can be summarized on the following pointers: Performance / Numbers - “The best testimonial is results.” Brent emphasized how results speak for themselves. “Go up the elevator and pay your dues.” Brent elaborated on his analogy of how showing results leads to more confidence. Mindset and Grit—His desire to win and his inspiration from his wife and kid pushed him to deliver results, eventually creating more business relationships. Applying the Talent Advisor Approach as a Recruiter On the topic of being a partner rather than a vendor, Brent shared insightful ways in which he is able to build relationships with clients and candidates. “One of the biggest pet peeves that I have in recruiting is I feel like a lot of people are selling or pitching without knowing enough about the person or the company,” he explained. Brent places high value on knowing clients and candidates on a deep level. He recommends visiting client offices in person to understand the layout, environment, and how the workplace generally feels. In his analogy, you can only describe how great a restaurant is after eating there. In his words, “So it allows me to come from a completely different lens and angle so that when I'm putting you in front of a company, it's not random, it's strategic.” This approach enables him to be a talent advisor rather than a generic recruitment firm. It gives him the advantage of painting a really clear picture of what his candidates are walking into, which is a massive separator from his competitors. Mindset and Grit - Brent Shares His Key to Success Overall, what really fascinates me in this conversation with Brent is his grit, mindset, and daily routines. He has a very competitive mindset—to the point where he is even able to use a chip on his shoulder as a driver for success. He wakes up every day at 3:30 a.m., goes to the gym at 4, prepares breakfast for his kids at 6, and goes to the office at 7! To start his day, he would listen to a 13-minute clip by Les Brown:”What I'm doing is I'm getting my mindset into a very positive motivated state. Intentionally. This is not random.” He then shared how his days look when it comes to making every day intentional and purposeful. Brent also shared how he measures inputs and outputs, how he leads his team, and what culture he fosters for Pinnacle Growth. His consistent actions led to remarkable milestones for his firm, including being included in INC 5000’s Fastest Growing Companies. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Brent Orsuga Bio and Contact Info Brent is the Founder of Pinnacle Growth Advisors, a headhunting and talent advisory firm solely dedicated to the Supply Chain and Logistics industry. Brent comes from 22 years of recruiting and 15 solely in the Logistics space. Brent helps companies from startups to Billion dollar companies find the best people possible. Pinnacle Growth Advisors has won numerous awards over the past 10 years including the INC 5000 for fastest growing companies. Brent on LinkedIn Pinnacle Growth Advisors website link Pinnacle Growth on Facebook Pinnacle Growth on Instagram People and Resources Mentioned Jeremy Jenson on LinkedIn Related Podcast You Might Enjoy TRR#217 How to Elevate Your Recruitment Firm to $12M with Effective Lead Generation, with Jeremy Jenson Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
5/29/24 • 64:05
Top-of-the-funnel lead-generation activities are a critical ingredient for a successful recruitment business. How do you strategize your lead generation to stand out in this age where all your competitors are probably doing the same thing you are doing? We are really lucky to be joined in this episode by Jeremy Jenson, the founder and CEO of Encore Search Partners, the largest privately owned executive search firm based in Houston, Texas. Before starting his recruitment firm, Jeremy used to run a lead generation company for different businesses such as recruitment and search firms. You will hear Jeremy’s insights and strategy on lead generation activities and how he transitioned into becoming the recruitment business owner of a $12M search firm. Episode Outline and Highlights [01:50] How Jeremy got into recruiting. [05:36] Business milestones - Overcoming adversity, rebranding, and hiring someone with more technical expertise. [13:02] Why recruitment business owners should hire and do things with others. [25:49] How EOS (Entrepreneur Operating System) can impact your business. [35:25] Jeremy’s insights on Lead Generation as a core strength. [45:10] Encore Search’s seven core values. [53:38] What made Encore Search win Best Place to Work in the Houston Business Journal? From a Lead Generation Firm to a Recruitment Business - Jeremy’s Story Jeremy’s story on what led him to the recruitment industry is fascinating. He started a lead generation company in 2010 - and upon realizing that more than half of his client base was sourcing and staffing businesses, he transitioned into putting up his recruitment business. His claim to fame was in lead generation, where he was the main lead generator, regularly feeding senior recruiters with leads. His business grew and was billing a million in the third year when market and economic difficulty struck. He had to make a pivotal decision whether to shut his business and be a full-time employee or to keep on going. You will hear how his decision to stay in business paid off, and how implementing strategies to go national and hiring other senior leaders contributed to their growth. I think many of our listeners can relate to what Jeremy went through. Starting your own recruitment business is not easy - you can get to the point where you are making 100k to zero in a month. Jeremy’s inspiring thought process and decision-making can inspire our recruitment firm owners who are going through the same ordeal. The Pillars of Lead Generation Jeremy’s transition from a lead-generation specialist to a recruitment business owner shows us the critical role of top-of-the-funnel lead-generation activities in business success. He shared insights on what makes lead generation his key strength. Here are the two pillars: Content - he emphasized the importance of proper story-telling. “Because if you can induce an emotion from your audience, that creates resonance. I don't think that our audience wants to see five tips on how to make your resume more marketable.” Email Marketing - he shared why it is important to utilize new tools and platforms to reach as many as possible. “And so we try to constantly look for new, innovative ways to steal market share.” Digital Marketing - Hiring a digital marketing coordinator to enhance brand loyalty and utilizing various platforms can significantly increase community engagement and brand building. Having Structure in Place Means Sustainable Growth Jeremy is a subject matter expert on EOS - Entrepreneurial Operating System. We discussed how a clear and consistent structure contributed to their business growth. He also touched upon the value of embedding core values to overcome big challenges they had to face by the time their business was growing. He shared how excellence, resilience, gratitude, professionalism, coachable attitude, meticulousness, and competitiveness are deeply ingrained in daily operations, fostering culture through practices like core value spotlights during meetings. He also talked about transparency, and how it made their company a Best Place to Work award recipient in the Houston Business Journal. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained. Jeremy Jenson Bio and Contact Info Jeremy Jenson is the Founder & CEO of Encore Search Partners. Jeremy is a subject matter expert on The Entrepreneurial Operating System and prides himself on building Houston’s largest privately-held Executive Search firm on the back of his seven Core Values: Excellence, Resilience, Gratitude, Professionalism, Coachable, Meticulous, and Competitive. In his free time, he enjoys spending time with friends & his 3 sons. He is also a member of the Entrepreneurs’ Organization, a global co-op of over 17,000 entrepreneurs, worldwide. Jeremy on LinkedIn Encore Search Partners website link Jeremy on Instagram Path to Success podcast link People and Resources Mentioned Who Not How, by Dan Sullivan Traction: Get a Grip on Your Business, by Gino Wickman Rocket Fuel, by Gino Wickman Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
5/23/24 • 57:48
Being a high biller requires a combination of hard work, skills, and strategies. But what does it really take? My special guest, David Bradley, is a 29-year veteran who averaged $750k in annual billings his entire career! In this episode, David shares the strategies and mindset that make him a very effective recruiter! On top of that, David also manages high-volume accounts with a team of 60 headhunters. If you are a recruitment leader like David, you will find insightful takes on how he manages KPIs and how they drive a culture that is geared towards performance. In 2009, David helped start Movement. He is a partner with Movement and has been an instrumental part in helping the firm grow from 3 to 65 plus headhunters over the past 14 years. Movement has 5 brick and mortar offices across the United States. Episode Outline and Highlights [02:29] How David got into the recruiting business. [07:14] Top recruiter secrets & grinding on a 10-5-2 formula. [10:32] Structuring daily activities & time management best practices. [17:52] You need to get three critical pieces of information when speaking with a candidate. [24:26] The foundation of what makes David a successful recruiter. [26:50] Movement’s culture and mission. [34:30] Striking the balance when managing your team’s KPI. [37:40] Retaining the momentum in 2024 - key to continuous growth and eight-figure billings. [45:20] How Movement’s owners play different roles? [52:29] David’s future growth plans. What it Takes to Be a Top Recruiter What does it take to become a top recruiter? It certainly involves grind and hard work. David’s 29-year experience provides him with a credible perspective on what it takes to be successful. This also gives him an advantage as a recruitment leader - his capabilities are a testament to how his team has been performing. Below are the critical topics that David and I discussed: 10-5-2 Formula Being cognizant of your time Planning ahead of your phone time Mindset If you are listening, as a recruiter or recruitment leader, David's insights are inspiring! The Foundation of Being a Successful Recruiter Being consistently successful in a long time requires more than hard work. There is something else and David generously shared his secret sauce: “So I think having that gratitude, understanding that we get to talk to people for a living and have just an incredible life, incredible income opportunity, incredible balance, we can manage our life any way we want it… And I think that fuels getting up in the morning and saying, you know what? This is gonna be another great day. It's gonna be a great year. It's gonna be a great month. Well, if it's not been a great month, next month's gonna be great. So having that sort of mindset, I think, is really, and factor a lot of fun into this.” This fantastic mindset is an invisible but highly influential factor that determines your success as a recruiter or recruitment business owner. Possessing a positive mindset enables us to navigate the favorable and unfavorable changes we encounter with resilience. The Keys to Continuous Growth and Eight-Figure BIllings David shares how Movement produced $20M in billings around 2022-23. It was a great year for them post-Covid, and the systems and frameworks they had at the time enabled them to retain the momentum even when things appear to slow down in 2024. I wanted to pick David’s brains on the culture and systems they have in place, given that not many recruiting firms get above 8 figures. My takeaway is how they emphasise creating and enabling a culture geared towards high performance. They have annual trips for the top 10% of producers, on top of regular social activities and loyalty bonus programs. They also have annual meetings where they fly everyone in, including their staff’s spouses. Doing so contributes to relationship-building and as David said, “an essential part of the culture.” David also discussed their profit-sharing scheme. What I also loved was his insights on managing KPIs while not micromanaging everything. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained David Bradley Bio and Contact Info David is a 29-year veteran of the headhunting business. David stumbled into the business in 1995 when he was working with a headhunter to help him find a sales job. The tables got turned and David actually got hired as a headhunter. He spent the next 16 years working for Spherion. He enjoyed success right from the beginning. He billed $175K in year 1 and the following year billed close to $400K and he never looked back from there. In 2009, he left Spherion (later known as Ranstad) to help start Movement. He is a partner with Movement and has been an instrumental part in helping the firm grow from 3 to 65 plus headhunters over the past 14 years. Movement has 5 brick and mortar offices across the United States. * He has been a leading producer at Movement with 750+ placements since 2009 with the most placements in the firm's history (Personal billings of $1.3M in 2023, $1.1M in 2022, and averaged $750K+ in billings throughout his career) * He manages high-volume accounts with a team of 60 headhunters * He has helped mentor aspiring headhunters into the business. * He has completed over 2500 placements throughout his career. * Member of Pinnacle Society since 2023. * David holds an MBA from Franciscan University. David has been married to his lovely wife for 32 years and has 5 grown children (ages 17 to 31) He is an avid hockey player and resides with his family in Clarkston, MI. David on LinkedIn David on Facebook David on X (Twitter) @jdavidbradley David on YouTube Movement Search website link People and Resources Mentioned Pinnacle Society website link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn, Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
5/10/24 • 59:49
In the evolving recruitment landscape where LinkedIn and ChatGPT dominate the conversation, one tool stands resilient: the humble phone call. Is cold calling still a critical part of your recruitment and selling process? Can you be a successful modern recruiter while making zero cold calls? I am thrilled to be joined by a veteran and successful recruiter, Danny Cahill. You will enjoy his insights based on his decades-long expertise in recruitment approach with a spotlight on the importance of using the phone for cold calls. Danny started his recruiting career right out of college at Hobson Associates. He became its rookie of the year and went on to become a top producer and the general manager by the age of 26. At 27, he bought the company and built it into one of the country's largest search firms. Danny was the educational chairperson of the Pinnacle Society, 75 of the highest achievers in the industry. Episode Outline and Highlights [02:12] “Phone: Friend or Foe?” – insights on Danny’s talk at the last Pinnacle Society Summit. [09:50] Recalling the good old cold calling days. [13:08] Approaching the current landscape of a 5% call response rate. [22:09] Why must modern recruiters understand and maximize the phone's power? [32:33] “The phone call is a birthday card.” - Danny explains why effort toward candidates and clients can be a strong differentiator. [39:35] Can you be a successful recruiter nowadays without making phone calls? [45:39] Flipping the order – why the phone should come before email. [52:40] Thoughts and insights on AI. How Veteran Recruiters Should Approach the Current Industry Landscape I have known Danny for decades - he is a legendary recruiter and you can just imagine my delight when I had the chance to meet him in person at a Pinnacle Society conference last year. We discussed the talk he gave about using old-school cold-calling. Danny believes that using the phone is a critical skill for recruiters, especially before the advent of the internet. We recalled how exciting it was to not know in detail who you would be talking to, how skillful you should be when carrying conversations, and of course, going through gatekeepers before reaching your actual target. But the landscape now changed. On average, you will only reach 5% of your prospects by phone. Danny believes that although it should be a combination of tools and platforms, making phone calls is more relevant than ever, as it can be a differentiator. This is how Danny puts it: “If this helps you with your identity crisis, the thing that made you great is going to be more important than ever because you're not someone who just makes phone calls. The phone is your conduit to who you are, which is a storyteller, a persuader, an enabler of aspiration. We sell dreams. That's what we do. And companies are going to always use us. If you have a level of contact and subject matter expertise so that I feel like you can get candidates I can't get in a faster way.” Flipping the Order – Why the Phone Should Come Before Email On Hobson Associates’ website, you will see the line “We’re Always Available to You. By Phone. Online. Or in person.” This is aligned with how Danny wants the order in which their recruiters would reach out to prospects via phone before mail. I tried to pick Danny’s brain for this approach, and he explained the logic. “Yeah, well, because I think the phone has some real advantages and it is direct. You know, people often say, well, email is faster. Oh, no, it's not. I see email exchanges all the time between clients.” Danny also emphasized that the phone has some power to engage with prospects. “The power of the pause; the power of someone sighing. The thing about text, is that young people like text, because text can be filtered, text can be edited, right? You can wait and you can make a draft of it. Whereas with the phone, you can't skim a phone call. Right. You're on it. You're on the hot seat.” Can You Be a Successful Recruiter With Zero Cold Calls? We have members of our coaching group who are not really into making cold calls. We see recruiters who are making consistent placements without making a single cold call. With the power of LinkedIn, Social Media platforms, & AI, you can do a lot of business development that can translate to end-to-end sourcing and placements. The question is, can you be a successful recruiter without making cold calls? Danny shared a fact from SourceWhale: 60% of meetings come from the phone call. It may not be the primary way of reaching prospects anymore, but possessing the skill of doing cold calls is a critical part of becoming a successful recruiter. But of course, Danny pointed out that there are so many ways of doing business. Those who can make it work without the need to do cold calls should keep doing what they are doing. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Danny Cahill Bio and Contact Info Danny Cahill started at Hobson Associates right out of college. He became its Rookie of the Year, top producer, and general manager by the age of 26. At 27 he bought the company and built it into one of the country's largest search firms specializing in Software Sales, Bio-Tech Sales, and Industrial Sales talent. He is the only industry “guru” that runs a search firm every day. He does what you do. He was the Educational Chairperson of the Pinnacle Society, 75 of the highest achievers in the industry, and he still personally mentors many members. He also owns and runs AccordingToDanny.com, an online training and mentoring company dedicated to enhancing the skills and jumpstarting the spirits of recruiters worldwide. His keynote presentations have made him one of the most sought-after speakers in the country. He was elected to the NAPS Hall of Fame in 2006 and also received the Dave Knutson Lifetime Achievement Award. HireAbility overwhelmingly voted him the industry’s most popular speaker. AccordingToDanny.com was awarded “Best-In-Class” for Training Excellence from MRINetwork. In his other life, as a playwright, he has had works produced off-Broadway and won both the Maxwell Anderson and the CAB Theatre Award for playwrights. He has written for CBS Television, Muscle and Fitness Magazine, as well as numerous magazines. He received his Master’s Degree in Literature from Wesleyan University and believes salespeople enjoy the world's only job security. Danny’s book, “Harper’s Rules”, a business novel/parable, which of course features a headhunter, won the 2011 Axiom Award for Best Business Parable. His screenplay, “Breakpoint” was optioned by Dialogue Pictures, and his new memoir, "Aging Disgracefully" is available now in bookstores and on Kindle. Danny on LinkedIn Hobson Associates website link Harper’s Rules by Danny Cahill How to Quit Golf (and Get Your Life Back) by Danny Cahill People and Resources Mentioned Pinnacle Society website link Alex Elliott on LinkedIn Nate Zimmerman on LinkedIn Related Podcast You Might Enjoy TRR#181 The 4 Core Sales Processes that Drive an Effective Client Acquisition Strategy, with Alex Elliott TRR#202 Top Private Equity Recruiter Reveals How He Built a $1,000,000 Practice, with Nate Zimmerman Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn, Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
5/3/24 • 58:16
Building a scalable recruitment business that operates seamlessly even without recruiters' direct involvement should not be just a dream—but a tangible goal. Balraj's achievement with Envision Education serves as a testament to what can be accomplished through strategic planning and execution. Today’s episode explores how recruiters can build high-performing teams and a scalable business with a special guest, Balraj Guraya. As the founder and director of Envision Education, Balraj has not only grown the company into a high-performing team of 23 individuals but also strategically positioned himself to focus solely on scaling the business by replacing himself in the hands-on role in 2022 Tune in to gain valuable insights from Balraj's unique approach and what's working and not in building a scalable business that can thrive even when the founder isn't in the driver's seat. Episode Outline And Highlights [01:46] Why Balraj got into recruitment and started Envision Education [05:20] How Balraj began his business and how things worked in the first year [08:07] The biggest challenges Balraj encountered before building a team [12:04] The key milestones of growing a team from 2 to 23 people [15:06] How to structure the interview process and get the right people onboard [22:37] Ways to structure your team and create an excellent candidate journey [20:45] Steps to building a recruitment business that runs without you [33:20] What contributes to creating a high-energy environment [44:23] How to hire right and create a smooth transition into your culture [48:28] The key to building successful business partnerships with Rec2Rec [55:42] What candidate's journey is all about, and how it works [59:11] How to design, roll out, and improve processes for scale [01:02:04] Tip to conquer staff turnover and self-doubt as a business owner How to Become a Manager and a Leader and Build Confidence in Your Effectiveness During our discussion, Balraj and I discussed his recruitment strategies at Envision Education. Founded in 2014, Envision Education addresses staffing shortages in Primary, Secondary, and Special Schools across London and the home counties. Balraj's vision has led Envision Education to become a high-performing team of 23 individuals. His journey includes transitioning from a hands-on role as a builder in 2022 to focus on scaling the business. Balraj shares six key principles for recruiters aspiring to become effective managers and leaders in their business. Self-motivation: As a recruiter, Balraj shares that you have to be very self-motivated and have the drive, energy, and focus to grow your business in the beginning to build a strong foundation for growth and expansion. Be consistent: Balraj emphasizes maintaining a steady workflow and understanding that success takes time and effort. It’s not going to be an overnight achievement. So be consistent, produce the right quality and quantity of activity, and stay motivated. Willingness to make mistakes: Recruitment takes work. It takes resilience, courage, and a willingness to put yourself out there, try uncomfortable things, make mistakes, and embrace them as learning opportunities. Get the right people on board: Balraj emphasizes the pivotal role of team composition in driving success. He explains the importance of recruiting people who align with the company's values and attributes and possess the necessary skills to contribute meaningfully to the team's objectives. Having the right people on board is a game changer. It’s the difference between success and failure. Structure your team: Structuring allows individuals to maximize their strengths and enhance overall performance. According to Balraj, structuring your team will help the team keep up and improve your turnover. Coaching and development. Balraj highlights the importance of ongoing coaching and development in building a great team. Rather than solely focusing on placements, he emphasizes sharing knowledge and nurturing talent within the organization. Ultimately, running a business transcends mere profitability; it represents a journey of personal development and collective growth—the continuous evolution of oneself and the team. Steps to Building a Recruitment Business That Runs Without You Balraj shares invaluable insights into transitioning a recruitment business from a one-person 360 operation to a structured departmental setup, effectively replacing oneself in key roles. The key to this evolution lies in making strategic and sometimes costly decisions, recognizing that letting go of control is essential for scalability. Central to this process is: Finding some key people you can trust: Find people you can trust, people who treat your business as more than just a job and are excited about helping your business succeed. They are the backbone of your business, embodying a commitment to its success beyond personal gain. Have some high performers who you are consistently billing. Nurturing a cadre of high performers is critical for sustaining momentum and driving growth. These individuals excel in their roles and embody the energy and drive necessary to propel the business forward, even in the absence of its founder. Design a structured, clear career ladder: According to Balraj, this is one of the best things you can do within your business as a recruiter. Designing and implementing a structured career ladder from the outset provides clarity and direction for employees within the organization. The framework creates professional development and instills a sense of purpose and belonging among the team. Create a high-energy environment: Creating a vibrant, high-energy environment is key to enhancing engagement and cohesion within the team. Balraj emphasizes the need for regular team briefs and goal-setting sessions to align everyone with the company's vision and objectives. Appreciation: Show appreciation not just to the sales team making the placements but to everyone, including the compliance team and the resource team. They are important in the work they do. Appreciation for all reinforces the value of every team member's contribution. Work on what is most important: Balraj's "4 Ds" approach—Do, Defer, Delegate, Delete—provides a framework for delegating tasks and freeing up time to focus on strategic initiatives. Investing in the sales team and expanding recruitment consultant roles are essential steps before relinquishing direct involvement in day-to-day operations. Develop processes: designing and implementing processes is indispensable for scalability. Balraj advocates for hiring or partnering with individuals possessing complementary operations skills to ensure the efficient execution of tasks and the seamless functioning of the business. Scaling a recruitment business beyond the founder's requires strategic planning, delegation, talent cultivation, and process optimization. Embracing these principles paves the way for scale, sustainable growth, and long-term success. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software, combined with world-class training, enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Balraj Guraya Bio and Contact Info Balraj is the founder and director of Envision Education, a recruitment firm he established in 2014 to address staffing shortages in schools across London and the home counties particularly within special needs education. Barlaj has grown Envision education to a high performing team of 23 people and was able to replace himself as a builder in 2022 so he can concentrate on scaling the business. Balraj on LinkedIn Envision Education Website link Resources and People Mentioned Ravi Tangri on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
4/19/24 • 75:23
Every successful recruiter will tell you success is born out of the grind, not the glory. Mastering the grind is the key to unlocking growth. Whether building a robust network, honing communication, or leveraging technology, recruiters must navigate the ups and downs with resilience and determination. Today’s episode explores how recruiters can embrace the grind and build successful businesses with a special guest, Matt Ballema. Matt is the founder of Pioneer Search Group. With a track record of consistently surpassing the million-dollar revenue mark for the past three years, Matt brings over two decades of executive search experience. He specializes in material handling automation space and has placed professionals at all levels, from general manager, president, and COO to sales reps and engineers all over North America. Tune in to gain insights on elevating your firm to unprecedented success. Matt's insights will inspire and enlighten you whether you're a seasoned recruiter seeking to optimize your operations or an aspiring entrepreneur looking to carve a niche in the industry. Episode Outline And Highlights [02:19] How Matt got into the executive search business space [04:13] When Matt started the Pioneer Search Group [10:40] The difference between burning out and embracing the grid [18:34] What it means to work hard and be consistent as a recruiter [20:03] Three important metrics to track in a recruitment business [25:24] Key tools to adapt to stay with the times and leverage technology [35:07] How to stay relevant as an executive recruiter in the digital environment [39:10] How to create an in-house team structure for building your database [42:58] The rainmaker model and how it works in a recruitment firm [48:23] Leveling up your team and scaling back direct workload Vs retiring [50:58] How recruiters make people multimillionaires, changed lives and family trees [54:47] How recruiters can harness fear as motivation rather than a detour [01:02:04] The mindset of successful recruiter and thinking of the long game How Recruiters Can Navigate the Grind and Scale Their Recruitment Firm During our discussion, Matt and I discussed his recruitment strategies at Pioneer Search Group, which has been instrumental in building and scaling the firm. Pioneer Search Group specializes in executive search within material handling, power generation, and oil and gas industries across North America, placing top talent in various roles, from sales and sales management to director and VP/C positions. Matt outlined six essential steps crucial for recruiters looking to establish or expand their executive search firm: Entrepreneurship grind: Matt emphasizes the importance of embracing the search business grind mentality, regardless of the revenue goal. Whether it's a million dollars or $250,000,. It doesn’t matter; you must be willing to grind and embrace the grind to achieve. Alignment: Before embarking on becoming an executive recruiter or starting a search firm, Matt highlighted the necessity of ensuring alignment with one's partner, as the pursuit can be very demanding. Hard work and consistency: Hard work and consistency are the hallmarks of a successful recruiter. Recruitment is an activity-based business, and Matt encourages recruiters to focus on data analytics, planning, and tracking metrics. Build your database: According to Matt, as a recruiter, diligently working on and growing your database is the foundation for turning leads into lead generation, both on the candidate and client sides. Stay relevant: From a marketing perspective, Matt advised recruiters to brand and package their services effectively, leverage team efforts, technology, and persistence to maximize engagement and seize opportunities. Turn fear into motivation: In the placement world, there are many things that recruiters have no control over, but setting fear aside and going for it will keep you achieving your goals. As a recruiter, having the courage to chart your own course is essential for success in the industry. Building and growing a recruitment firm requires persistence, hard work, and a grind mentality. With the right work ethic and mindset, achieving success in the field is feasible and inevitable. How To Stay with the Times and Leverage the Technology Matt shares that mastering market efficiency is paramount for any search firm, describing it as thrilling and daunting. He reflects on his own journey, explaining that until 2016, he operated without a database, relying instead on a platform called Highrise, primarily effective for realtor and sales roles. Though functional, it proved inefficient and costly to maintain. Matt underscores the urgency for small search firms to streamline their operations, as larger ones have the money and resources to innovate in this area faster. He stresses the importance of market mastery, cautioning that failure to adapt risks will result in missing out on business opportunities. In addition, Matt highlights the challenge of navigating through the overwhelming digital landscape, where everyone vies for attention on platforms like LinkedIn. He emphasizes the need for recruiters to remain relevant amidst the noise to stand out. According to Matt, the true differentiator in the recruitment industry is hard work—specifically, the relentless pursuit of connecting with candidates, persuading them, and ultimately closing deals. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training, enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Matt Ballema Bio and Contact Info Matt is the founder of the Pioneer Search Group, an executive search firm specializing in sourcing top talent in the Material Handling, Power Generation/Oil and Gas Industries across North America. For the last three years, Matt has built over a million dollars a year. Matt specializes in material handling automation space. His own background is in material handling equipment sales, an industry he knows and is passionate about. Matt has been in the executive search business for over 20 years. He has placed professionals at all levels, from general manager, president, COO, and VP to regional sales, manager, sales rep, and engineers all over North America. Matt Ballema on LinkedIn Resources and People Mentioned ZoomInfo PC Recruiter Outlook Hinterview Related Podcast You Might Enjoy TRR #133 How this Top Producing Recruiter is Putting Health, Fitness, and Family First TRR #46 How to Run a Million-Dollar Recruiting Firm From Your RV Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
4/11/24 • 64:01
Scaling a recruitment firm to 10x growth in a challenging market demands a strategic approach focused on innovation, adaptability, and talent development. All of which Tom has mastered and has been able to 10x his firm's growth over the past decade. Tom scaled Fraser Dove International from 5 employees to a workforce of 50 employees spread across two offices in the UK, one in Switzerland, and another in the US. In this episode, we discuss strategies for success and capitalizing on new opportunities in the recruitment industry with a special guest, Thomas Dove. As the co-founder and CEO of Fraser Dove International, a leading global search firm and talent consultancy specializing in Life Sciences, Tom brings a wealth of experience to the table. He started his recruitment career in the early 2000s in a large, corporate, multinational environment and transitioned into the global executive search world before starting his own recruitment firm. Tune in to gain invaluable insights from Tom on achieving exponential growth and staying ahead of the curve in an ever-changing market. Whether leveraging innovation, promoting adaptability, or investing in talent development, Tom provides valuable perspectives to help recruitment firms thrive amidst evolving challenges and emerging opportunities. Episode Outline And Highlights [02:38] How Tom got into the recruiting space [04:52] What it takes to start and 10x a recruitment firm [09:42] How to refine your roles in a partnership for scale [11:50] How to unpack your job and hire people with the potential to grow [20:33] Ways recruiters can stop being the bottleneck in their businesses [24:38] Tips on how to drive high-performance standards hands-off [26:42] How recruiters can create processes and pathways for excellence [34:15] How to play to people's strength in a challenging market [37:10] Practical steps to becoming a great recruiter in a tough market [41:27] How to generate your production at a high level while developing others [49:11] The 360 business development for turning candidates into client [52:28] What OKRs are and how to use them within a recruiting business [01:04:04] How to develop a unique language and integrate it into a business culture How Recruiters Can Unpack Their Job and Find More Opportunities During our conversation, Tom and I discussed Fraser Dove's remarkable growth, expanding globally by 10x over the past decade. Tom describes how refining his and his partners' roles and constantly reevaluating their jobs has been pivotal in unlocking new opportunities and perspectives. He emphasized the importance of periodically stepping back, assessing tasks, and delegating effectively. For Tom, recognizing when he's overwhelmed with tasks outside his core focus signifies an opportunity to recalibrate priorities, leading to the discovery of fresh avenues for growth and innovation. Tom also shed light on their thought process and hiring approach at Fraser Dove. Over the past decade, they've reviewed and refined job descriptions a notable 15 times, two times a year, when onboarding new leaders. They adopt a dual hiring strategy, defining immediate roles while envisioning how these positions will evolve over the following 12 to 24 months. This forward-thinking technique ensures alignment between organizational needs and individual aspirations, fostering a dynamic and adaptable workforce. As a scaling company, Fraser Dove understands the importance of articulating its mission and vision to potential hires, positioning itself as an employer of choice within the competitive executive search landscape. Tom underscored the importance of communicating career trajectories and growth opportunities to prospective employees, as this distinguishes recruiters as visionary employers. This approach attracts top-tier talent and serves as a guiding principle for recruiters and leaders within the organization, aligning efforts toward a shared vision of the future. How Recruiters Can Stop Being The Bottleneck In Their Business Recruiters who attempt to maintain complete control over every aspect of their operations often stunt growth rather than enhance it. Tom admits to possessing a hands-off control-freak mentality, recognizing that true success lies in effective delegation and empowering others to excel without micromanagement. By letting go of responsibilities and entrusting capable individuals, recruiters open doors to success. In the episode, Tom shares 7 practices for recruiters to avoid being the bottleneck in their business; Create Value: The cornerstone of any successful business lies in delivering value to customers. To achieve this, it's imperative to provide individuals with the autonomy and space to innovate. By creating an environment where people have the freedom to unleash their potential, remarkable outcomes can be achieved. Be Inspired by Others: While shouldering more responsibilities may seem like the path to inspiration, true enlightenment often comes from letting go of control and allowing others to shine. By embracing delegation, recruiters open themselves up to new perspectives and innovative approaches. Get the Right People: Building a high-performing team starts with strategic recruitment. Through thorough discovery briefings, asking pertinent questions, and establishing clear search metrics, recruiters can attract individuals who align with their vision and values. Best Practice Mindset: Establishing organizational processes creates a culture of excellence. By ensuring everyone from the oldest to the rest of the tribe buy-in to doing things correctly, recruiters can elevate their performance and drive sustained success. Retain Your Best-Oriented People: According to Tom, retaining the best people helps build organizational intelligence because the knowledge doesn’t leak away. It creates a reservoir of talent and knowledge about the best practices that can be passed down to later generations. Balance: Success in the recruitment industry demands proficiency in various recruitment aspects. While mastery may not come instantly, recruiters must continually strive to develop their skills. They can carve a career path to success by identifying strengths and focusing efforts accordingly. Develop Others Around You: Tom shares that true leadership involves nurturing talent and fostering growth in others. Recruiting recruiters can cultivate a continuous improvement and achievement culture by leading by example, providing guidance, and inspiring those around you. In essence, success in recruitment is not about shouldering every task alone but rather about empowering others and creating avenues for excellence to thrive. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training, enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Thomas Dove Bio and Contact Info Tom is one of the co-founders and CEO at Fraser Dove International, a global search firm and talent consultancy in Life Sciences. Tom started his recruitment career in the early 2000s in a large, corporate, multinational environment, which was an excellent place to learn the fundamentals. He transitioned into the global executive search world, helping scale a business to build a 10-office network in Europe, the Americas, and Asia before starting his own entrepreneurial journey in 2013 with Fraser Dove International. Tom scaled Fraser Dove with no outside investment to 45 employees with 2 offices in the UK, 1 in Switzerland, and 1 in the US. Tom Dove on LinkedIn Fraser Dove Website link Resources and People Mentioned Joe Curtis on LinkedIn Talent EcoSystem at Fraser Dove Mike Dickson on LinkedIn Rocket Fuel by Gino Wickman Related Podcast You Might Enjoy TRR #185 How to Scale Your Recruitment Business While Becoming the Employer of Choice Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
3/29/24 • 68:27
Growing a recruitment business to 7 or 8-figure portfolio companies might be much simpler than you think. Few firm owners achieve this, but Aaron Opalewski stands as an example of this entrepreneurial success. He co-founded his first staffing company at just 24 and has nurtured his second venture into a portfolio of seven staffing companies across various industries. Remarkably, three companies consistently make 8-figure revenues, while one of them, Spark Packaging, hit 7-figures within its first year. In this episode, we discuss invaluable insights on how recruiters can fortify their businesses for growth with a special guest, Aaron Opalewski. Aaron is the CEO and founder of Spark Talent Acquisition, a company he launched in 2013 at the age of 29. He is also a partner in two other companies outside of staffing and holds investments in the food and beverage industry. Join us as we explore strategies for structuring businesses, optimizing operations, boosting gross profit, delegating tasks, nurturing client relationships, and building successful partnerships. Tune in for a wealth of wisdom and actionable advice from Aaron's journey of entrepreneurial triumph. Episode Outline And Highlights [02:38] How Aaron got into the recruiting space [03:59] What it takes to start and launch a staffing company [08:00] The keys to a successful business partnership [09:54] How delegation and promotion have helped Spark Talent excel [15:18] How to structure a recruiting company for lifetime customer value [24:33] Tips on how to nurture clients and maintain good relationships [30:10] How the contract and direct side of a recruiting business works [32:35] Why GP is the most important metric for growth [38:06] How to identify target companies for merger and acquisition [41:27] How to get alignments and nurture clients on social media [44:57] How mergers work in improving GP to over the million dollars range [48:25] Growth loops and profit strategy to level up business operations [57:15] What is the difference between recurring and contract revenue flow How Recruiters Can Structure Their Firms for Lifetime Value During our conversation, Aaron and I discussed Spark Talent and how he has steered it into a thriving portfolio comprising seven staffing companies across different sectors over the past decade. Aaron shares that everyone assumes the role of recruiters within his business. As the founder, he personally interviews prospective team members, positioning himself as the primary recruiter across all his ventures. He emphasized the importance of this role, asserting that as a business owner, one must take charge of internal recruitment, honing recruitment skills as diligently as serving clients. Aaron firmly believes that sourcing and nurturing the right talent through extensive training, coaching, and support makes success almost inevitable. He stressed that while failures may occur in other aspects, assembling the right team and fostering their growth ensures a solid foundation for success. Discussing the organizational structure, Aaron outlined the various roles within their teams and business setup, which include recruiters, account managers, business developers, internal and external apps teams, and portfolio managers overseeing the seven companies. Aaron underscored that recruiting forms the cornerstone of their operations, extending to every area of their business, even extending to the front-end relationship with business development personnel. However, in the early stages, Aaron recalled a time when salespeople juggled multiple roles, from accounting to business development and recruitment. However, he acknowledged that this approach diluted the customer experience and diminished lifetime value, prompting them to restructure and specialize roles for optimal efficiency and client customers' lifetime value. Nurturing Client and Building Longterm Relationships Aaron shares the importance of nurturing clients and building long-term relationships. He explains how customers' value has changed over time. In 2018, they were actively building with 80 to 90 clients every week, focusing heavily on business development. By 2019, they had signed over a hundred new service agreements, but their active clients remained the same. In 2020, their active clients started to decrease, making Aaron realize they needed to do a better job to improve. To address this, Aaron explains that they had to shut down new business development from March 2020 to the end of 2022 to concentrate on building their client base. It wasn't until 2023 that they resumed the new business development lever, raising their active service agreements to over 50%. However, Aaron acknowledged they still have much work to improve further. Aaron then shared strategies for building and nurturing clients: Mindset Shift: Aaron emphasized the need to shift from a mindset of easily finding new clients if things don't work out with current ones. He believes this mindset can harm client relationships and should be addressed through cultural values within the team. Training for Maintaining Relationships: According to Aaron, maintaining good customer relationships is often overlooked and never discussed enough. Recruiters should make training an ongoing development to remind their teams of the things they have learned and what they need to tweak Focus on Value: Aaron highlighted the significance of consistently delivering value to clients. He encouraged recruiters to always find ways to deliver value, fulfill their promises, go above and beyond, and exceed client expectations. Role Clarification: Running a recruiting business is a lot of work, and ensuring roles are well-defined can help recruiters avoid diluting the value they offer clients. Having clear roles and responsibilities helps improve services, strengthen client relationships, and scale the roles effectively. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training, enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Aaron Opalewski Bio and Contact Info Aaron is a true entrepreneur; he cofounded his first stuffing company at just 24. He is now the CEO and founder of Spark Talent Acquisition, a company launched in 2013 at the age of 29. Since then, the business has grown to a portfolio of seven staffing companies in diverse industries. Three of the stuffing companies he built consistently generated 8-figure revenues, and one of the Spark Packaging companies achieved 7-figures in its first year. Aaron's entrepreneurial spirit does not stop there; he is also a partner in two other companies outside of staffing and holds investments in the food and beverage industry. Aaron on LinkedIn Aaron on Instagram Aaron on Twitter Spark Talent Website link Spark Companies website link Resources and People Mentioned Mike Williams on LinkedIn Spark Packaging Manan Shah TRR #210 3 Key Steps to Boost Your Recruitment Team’s Performance Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
3/22/24 • 60:59
Do you need help building lasting relationships with candidates after placement? Scaling a recruitment business and manually nurturing relationships can be overwhelming, leaving little room for other essential tasks. But what if there is a way to automate this process? To answer this question, we discuss how recruiters can automate their recruiting process, workflow, and campaigns with a special guest, Manan Shah. Manan is a Co-founder at Recruiterflow. He has scaled Recruiterflow to a 50-person team working remotely while staying profitable from day one. Manan has a long history of building software businesses and a wealth of knowledge on recruitment technology, artificial intelligence (AI), and automation. Tune in and get invaluable recruiting and sales tactics, philosophies, and tools for building teams and relationships for scale. This is an opportunity to revolutionize your recruiting process, build relationships with a large pool of top candidates, and create a funnel of repeat customers. Episode Outline And Highlights [02:27] How Manan transitioned from engineering to running software companies [09:59] 3 strategies for building teams for scale and lasting growth [12:21] Five values and attitudes to interview for when hiring [18:40] How to scale a recruitment agency with non-sales people [21:45] 3 steps to help your sales team develop the skills to be successful [27:03] How to optimize your workflow and process with automation [28:33] Two critical tools for recruiters to drive sales and relationships [32:30] How to automate your candidate nurture campaign sequence [41:57] Two tactics every recruiting business should leverage to deliver value upfront [45:58] How to build a consistent MPC process for your recruitment business [52:11] How recruiter can make it easier to build market maps [55:34] Three key metrics recruiters need to track to increase their revenue 5 Essential Strategies for Building High-Performing Recruitment Teams Manan and I discussed his secrets to success at Recruiterflow, and he shared five essentials for building teams in a growing recruitment business. Keep a close eye on your resources: Manan emphasized the importance of managing resources closely, especially in the early stages when resources are limited. As a recruiter, you have to consider your resources when making decisions. Hire for attitude rather than altitude: The right people can learn a lot on a job, but if they don’t have that inherent curiosity and empathy for the customers and their colleagues, they can’t grow with the company and become great contributors. Growth environment: Manan stressed the importance of creating an environment where employees can learn, grow, innovate, and make mistakes freely, emphasizing the symbiotic relationship between individual and company growth. It’s a journey that is rewarding for them and the company as well. Hire experimental, high initiative, and high agency people: Manan advocated hiring individuals with a proactive and decisive mindset, capable of taking ownership of problems and finding solutions across teams. Additionally, he highlighted the importance of recruiting individuals who actively seek feedback, as it’s a vital component of continuous improvement. Lastly, Manan highlighted the importance of cultivating a culture where individuals can disagree constructively but remain fully committed to executing decisions once they're made, ensuring unified progress towards common goals. These strategies serve as a roadmap for recruiters seeking to build resilient and agile teams capable of thriving in a rapidly evolving industry landscape. The Power of Nurturing Candidate Relationships Manan highlights two primary motivations that drive hiring managers to enlist the help of recruitment agencies. Firstly, time is often a critical factor. Many hiring managers face the urgent need to fill roles swiftly, sometimes within weeks or months, while the internal hiring process could take considerably longer—up to two months. Secondly, recruitment agencies offer access to valuable relationships. Recruitment agencies provide a distinct advantage in a landscape where job information is readily available, and individuals can easily connect on platforms like LinkedIn. They possess a vantage view of the industry and collaborate with diverse clients, enabling them to offer candidates various opportunities across different companies and positions. This breadth of choice enriches the candidate experience, fostering stronger relationships, which, in turn, presents an invaluable resource for clients who struggle to cultivate such connections independently. Manan also shares the importance of nurturing candidate relationships beyond the initial placement. He observes a common oversight among recruiters who must maintain contact with candidates once they secure a position. However, this represents a missed opportunity. Cultivating candidate relationships extends far beyond the immediate placement, offering substantial potential for scalability. As candidates progress in their careers and are promoted to decision-making roles or become hiring managers, the recruiter can benefit from additional revenue streams without requiring extensive new business development efforts. This emphasis on relationship-building creates a cycle of repeat customers, illustrating how continuous engagement with candidates can yield long-term dividends for recruitment agencies. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Manan Shah Bio and Contact Info Manan is the Co-founder of Recruiterflow, an ATS and CRM built specifically for recruiting and executive search businesses. He has scaled Recruiterflow to a 50-person team working remotely while staying profitable from day one. Manan has a long history of building software businesses, starting his first in 2013, which he successfully scaled and exited at 26. He has a wealth of knowledge about recruitment technology, artificial intelligence (AI), and automation. Manan on LinkedIn Manan on Facebook Manan on Twitter Recruiterflow website link Resources and People Mentioned LinkedIn Sales Navigator Alex Beaty Alexis Alvarez Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
3/15/24 • 59:51
Are you a solo recruiter curious about achieving extraordinary billing figures with just a handful of daily conversations? Meet Craig, a solo recruiter who's been smashing records. For the last 3 consecutive years, he’s billed over $1.25m as a solo recruiter, reaching a career milestone of $1.5m in 2023, which was a down year for many recruiters. In today’s episode, we explore how solo recruiters can level up their recruitment game with conversations even when times are tough with a returning guest, Craig Picken. Craig is the co-founder and Managing Partner for Northstar Group, a boutique executive search firm based in Wilmington, NC. Tune in and get invaluable insights from Craig's unique approach that challenges the norms and redefines what's possible for solo recruiters in today's competitive landscape. His ability to navigate the complexities of talent acquisition is truly remarkable. Whether you're a seasoned recruiter or just starting out in the industry, this episode offers actionable tips to enhance your recruitment conversations and propel your career to new heights. Episode Outline And Highlights [03:47] The conversations that contributed to Mike’s 1.5m billing record [06:37] What qualifies the right conversations and people [10:03] Two tools for tracking recruitment conversation [14:42] How to ring the phone and create “spontaneous conversations.” [20:11] How to position yourself for the long game and value “not transactions.” [27:53] Non-negotiables for success when partnering with a client [34:50] How to avoid burnout: Solo recruiters' physical and mental self-care tips [42:14] What solo recruiters can do to level up to $3-400k recruiters [48:35] Craig’s philosophy of content creation and tactics for writing [54:54] How podcasting can drive conversations and position you as an expert [57:26] Strategies to building a 10K people email list for your podcast [58:44] How to do outbound calls and the volume of calls to puts out there [01:01:08] What solo recruiters need to do today to be successful tomorrow 5 Steps to Level Up Your Recruitment Business Craig and I discussed his recruitment strategies at Northstar Group company, a boutique executive search firm based in Wilmington, NC, that focuses on recruiting senior-level leadership, sales, and operations executives for some of the most prominent companies in the aviation and aerospace industry. Craig’s clients include well-known aircraft OEMs, aircraft operators, leasing / financial organizations, and Maintenance / Repair / Overhaul (MRO) providers. With a track record spanning over a decade, Craig has personally concluded hundreds of successful executive-level searches across a variety of disciplines. Craig outlined five essential steps for recruiters looking to elevate their game: Invest in Yourself: Craig emphasized the importance of self-investment, urging recruiters to spend some money, go to conferences, engage in level-up conversations, and continuously seek opportunities for personal and professional growth. Follow the Right People: Recognizing the challenges of talent acquisition, Craig advised recruiters to connect with industry leaders to enhance their credibility and reputation as go-to experts. Following the right people will help you become a destination of choice. Know who you are working with: Success in recruitment, according to Craig, hinges on understanding your clients, delivering value, nurturing relationships, and adopting a long-term perspective. Choose Your Battles Wisely: Drawing from his experience and insights from the Naval Top Gun program, Craig shares a valuable lesson: “If you can’t win the fight, don’t fight. Go away and come back. Live to fight another day,” which is a great philosophy in recruiting. Differentiate yourself: Craig encouraged solo recruiters to carve out their unique identity and differentiate themselves from the competition. Whether through thought leadership on platforms like LinkedIn or showcasing their authentic self, it can significantly impact their success in the field. Ultimately, leveling up in recruitment involves positioning yourself as a trusted industry expert, promoting your voice, and leading by example. Positioning Yourself In The Market Craig shares the importance of positioning oneself in the market not merely as a transactional recruiter but as an invaluable resource, an expert dedicated to adding tangible value. By prioritizing value over closing deals, recruiters can elevate their status in the client's eyes. Rather than seeking short-term gains, they should aim to build lasting relationships grounded in trust and mutual benefit. According to Craig, the last thing he wants to be in his life is transactional, which is here today and gone tomorrow. Positioning yourself in the market is about relationships and being with your clients every step of the way. It’s about maintaining a client-centric approach throughout the entire engagement process, being present, reliable, and supportive at every stage, regardless of the challenges or obstacles. This commitment to the long game ensures that clients and prospective clients feel supported and understood, strengthening the bond and attracting more business. In addition, Craig advocates for prioritizing integrity over immediate financial gain. When recruiters focus on delivering exceptional results, monetary rewards will naturally follow. Don’t succumb to desperation or compromise on your principles for money; this can lead to dissatisfaction and ultimately damage the client relationship. Be willing to walk away from situations that don't align with your values to ensure you can pursue mutually beneficial partnerships built on trust and respect. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Craig Picken Bio and Contact Info Craig is the Co-founder and Managing Partner for Northstar Group, a boutique executive search firm based in Wilmington, NC. Craig is focused on recruiting senior-level leadership, sales, and operations executives for some of the most prominent companies in the aviation and aerospace industry. Clients include well-known aircraft OEM’s, aircraft operators, leasing / financial organizations, and Maintenance / Repair / Overhaul (MRO) providers. Since 2009 he has personally concluded several hundred executive-level searches in a variety of disciplines. Craig on LinkedIn Craig on Twitter @craigpicken Craig on Facebook Northstar Group website JDRF website Resources and People Mentioned LinkedIn Sales Navigator Clockwork Recruiting Related Podcast You Might Enjoy TRR #22 Craig Picken’s Journey From Naval Aviator to Big Billing Solo Recruiter Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
3/8/24 • 64:03
Are you looking for innovative ways to elevate your recruitment firm's brand and solidify its presence in the industry? Podcasting might be the game-changer you haven’t tapped into yet. In today's episode, we explore the powerful impact podcasting can have as a branding tool in the competitive recruitment industry. Our guest, Mike Richards, CEO & Founder of The Treasury Recruitment Company and host of the successful Treasury Career Corner podcast, shares his journey and provides a blueprint for podcasting to strengthen your brand's reach, authority, and engagement. Tune in for actionable tips, inspiring success stories, and strategic insights on effectively utilizing podcasting to highlight your recruitment brand and deepen your connection with your audience. Whether you’re new to podcasting or looking to refine your approach, this episode is packed with valuable takeaways to help your recruitment firm stand out. Episode Outline And Highlights [01:51] Mike’s background and what he does in the finance recruiting [02:56] How Mike got into the recruitment space [04:31] Mike's highs and lows as a founder in the treasury recruiting space since 2002 [07:20] 3 Lessons Mike has learned from over 20 years of building a resilient business [09:40] Measures Mike has in place to ensure he doesn’t put his business at risk by overspending when he is doing well. [11:26] Mike’s settlement period and how he makes sure he gets paid without ruffling too many feathers [15:03] Policies to encourage prompt payment within the guaranteed period [17:55] How much Mike has implemented from Profits First book [20:28] When Mike started the Global Salary Survey, they systemized it and how it works [24:45] How Mike uses Global Salary Survey for marketing purposes [28:48] How data empowers the provision of market insights and intelligence to your clients [29:43] What inspired Mike to launch his podcast and the keys to his success [34:29] Mike's podcast strategy and how his podcast has spanned off to other opportunities [43:42] How Mike manages the cashflow issues and the cost of running his podcast events [47:28] What Mike is doing in marketing that is working well for his company [49:33] Mike's techniques for leveraging social media for his business [53:46] Marketing engine: Getting in front of people who are interested in your offer Drivers of Success For Your Recruitment Business Mike and I discussed his recruitment company, Treasury Recruitment Company, which is a truly global treasury recruitment firm established in 2002. It specializes in global treasury recruitment and supports both permanent and interim assignments, giving its clients greater flexibility and choice. The company boasts a track record of successfully placing candidates at all levels, from corporate treasury to analysts and directors and across various sectors from multinationals to consultancies. During our discussion, Mike shares three invaluable lessons gleaned from over two decades in the recruitment industry, each contributing to the resilience and success of his business. Firstly, he emphasized the importance of prudent cash flow management. Mike highlighted the tendency of many recruitment firms to overlook the economics of their spending when they are doing well, leading to potential pitfalls such as imprudent trips, expansion, or investments. Secondly, he underscored the necessity of closely looking at and monitoring your finances, income, and expenses and ensuring the fuel gauges are topped up for smooth operations. Lastly, Mike stressed the interconnectedness of these lessons, emphasizing that financial health is the lifeblood of any business and that careful attention to cash flow, income, and expenditure is fundamental to long-term success. The Role of Podcasting in Recruitment Branding Using podcasting to grow your recruitment business revolves around sharing compelling stories, providing an avenue for expression, and maintaining consistency. Mike shares that when they started the Treasury Career Corner Podcast, their audience was modest, with their episodes gaining about 30, 40, or 60 downloads. Despite initial skepticism about the investment, Mike highlights the value of engaging even a small audience, equating it to the opportunity of speaking directly to a handful of attentive individuals about your recruitment services. Over time, their podcast's reach grew significantly, now averaging 400 to 500 downloads per episode and boasting a total of 135,000 downloads. Mike believes that the importance of his podcast goes beyond just the statistics. The podcast has opened up opportunities for him, such as invitations to national conferences where he could make meaningful connections and meet fascinating guests. The stories shared on his podcast have helped establish him as an authority in his industry. We all begin somewhere, and initially, according to Mike, attracting 10 or 20 highly engaged prospects is pivotal. While quantity holds importance, prioritizing quality is paramount. It's not about attracting a considerable number of people but rather connecting with individuals who are genuinely interested and attentive to what you offer. Building a community of interested prospects is far more valuable than having 10,000 cold prospects. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Mike Richards Bio and Contact Info Mike Richards is the CEO & Founder of the Treasury Recruitment Company. Established in 2002, The Treasury Recruitment Company are the only truly Global Treasury Recruitment firm in the world. They recruit at all levels within Corporate Treasury from Treasury Analyst to Treasury Director for multinational corporates, consultancies and a range of financial institutions. Mike regularly speaks at Treasury Recruitment conferences such as the EuroFinance International Treasurers Conference, the Windy City Summit – Chicago and AFP USA Treasurers Conference about; the power of personal branding how to attract, manage and retain treasury talent the latest trends happening within the global treasury recruitment market. In addition Mike also hosts the popular podcast www.TreasuryCareerCorner.com where he interviews treasury professionals about their careers. Mike on LinkedIn Mike on Twitter Mike on Facebook Mike on Youtube The Treasury Career Corner Podcast link Global Treasury Salary Survey link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
3/1/24 • 56:19
Are you a small executive search firm striving to stand out among large competitors in the industry? Fear not, for opportunities abound for those who dare to innovate and differentiate. While larger firms may wield extensive resources and brand recognition, small firms possess agility, adaptability, and personalized services that can be leveraged as competitive advantages in the ever-evolving recruitment landscape. I am excited to share this episode with special guest, Bob Kondal, a top-performing headhunter in Private Equity and Private Credit. This episode is packed with behind-the-scenes stories from twenty years of experience in recruitment that you don’t want to miss! Bob and I touched upon relevant topics such as winning clients as a small firm, storytelling in business, prepping for client meetings, MPC marketing, diversity, and how we achieves a 100% offer to job accepted ratio - that’s right, zero turn-downs. Episode Outline And Highlights [02:36] Rocky start – Bob’s first recruiting job at Huxley Associates; how he progressed from being on the verge of quitting to becoming the top biller [08:42] Bob’s journey from recruiting to equity trading to starting his own search firm [10:50] Challenges and successes: Bob’s milestones as a solo search firm owner [14:27] How to shift client’s misconception that working with the bigger search firms will yield better results [19:30] How to use superior performance metrics as a selling point [23:07] Storytelling in business: How to pitch against larger firms and win [30:01] Prepping for a client meeting [33:18] Memorizing teams: Bob shares why and how he memorized teams [40:06] Execution: Bob's process that allows him to achieve zero job turn-downs [44:55] Opportunistic introduction: How often Bob uses MPC marketing to spark conversation with potential clients [50:29] The trend toward Diversity in private equity and private capital recruitment [51:32] Discussion on “Thinking Fast and Slow” [1:00:09] Investing in your copywriting skills and Bob’s book recommendation [1:01:34] Why Bob practices Brazilian Jiu-jitsu and how it applies to the world of recruitment 4 Ways to Stand Out From the Competition and Win New Business as a Small Firm Bob goes to great lengths to stand out from the competition. He believes that so many recruiters are looking for a quick fee, with little regard for the long-term results, and do not spend enough time understanding candidates or the employer they are representing. He describes 4 different strategies he uses to stand out and stay at the top of our game. The power of storytelling: Bob attributes their high interview acceptance rates and minimal drop-offs to the clarity of their approach. Instead of simply sending job listings, he advocates engaging candidates through a 30-45 minute discussion about their career. Getting market research and execution right: You only need two things in search: research and execution to help you as an organization achieve zero turn-downs and maintain a competitive edge. This enhances attention to detail, which not only wins business but also cultivates stronger client relationships and satisfaction. Prepping for client meetings: One of Bob's key insights around client meetings is how extensively he prepares. In addition, he runs the meeting quite differently to other recruiters, for example asking about their investment philosophy. Memorizing teams: Bob explains that the client, as a search headhunter, wants to know if you, as a recruiter, know their market inside out. During Covid, Bob set himself a challenge to memorize whole teams, including where they went to university, what they studied and what grade they achieved. Like me, you will admire Bob's refreshing, proactive, responsive, and highly professional approaches and how he delivers service to his clients. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Bob Kondal Bio and Contact Info Bob has 25 years recruiting experience. He started his career with Huxley Associate in SThree. At the time Huxley were the most profitable company in SThree. Bob was the all-time top producer at Huxley in 2001. He's focused on Executive Search in Private Equity and Private Credit for the past 18 years and runs his own firm, Melrose Partners. He was also an equity investor in the City and was a regular commentator on CNBC. His peers from his previous employer are European and Global Heads at Heidrick & Struggles, Russell Reynolds, Spencer Stuart etc. Bob on LinkedIn Melrose Partners website link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter If you’ve been enjoying the podcast, please take two minutes to leave a review. Your review is greatly appreciated because it helps us attract a bigger audience and help more recruiters.
2/26/24 • 70:52
Mike is a firm believer that you can win clients through LinkedIn. You will hear an amazing story about how Mike received an inbound enquiry from a VP of HR at a billion-dollar company because of a story he posted on LinkedIn. That senior executive became a client, and gave Mike a lot of repeat business, which might never have happened without that LinkedIn post. Mike also shared how consistent posting helps build a “continued relationship” with potential leads that you may have a cold called before. Here are things that you will find insightful in this section of the episode: Why consistent posting can win your clients in the long run. Overcoming fear and imposter syndrome when posting LinkedIn content. How to generate ideas for your LinkedIn content. ----------------------- Follow Mike Williams on LinkedIn: Carnegie Partners website link ------------------------- Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach If you have been enjoying the podcast, please take a moment to leave a review. Your feedback is much appreciated as it helps us reach a wider audience and assist more recruiters. Here is the link to leave a review: https://lovethepodcast.com/theresilientrecruiter
2/19/24 • 03:01
Effective employer branding is not just about attracting candidates but also about retaining existing employees. A positive work environment and reputation increase employee satisfaction and reduced turnover. As a recruiter, how can you partner with your client companies to achieve employer branding objectives? To answer this question, I am delighted to have a very special guest, Bryan Adams, CEO and founder of Ph.Creative, an award-winning employer branding agency with offices in Liverpool, London, San Diego, and Auckland. Bryan shares insights and strategies on creating an effective storytelling framework to apply this branding philosophy: repel the many and compel the few. Bryan helps his clients define their essence as a company, both in its uniqueness and what it stands for, and then crafts and aligns those aspirations with the people his clients are looking to attract. They’ve worked with famous brands such as Apple and Nike. He is also a two-time best-selling author. His latest book is Give & Get:Repel the Many and Compel the Few with Impact, Purpose, and Belonging. He has written for the Harvard Business Review, Inc.com, the Entrepreneur magazine, and has been featured in Forbes. Episode Outline and Highlights [02:22] How Bryan launched his branding agency. [05:45] DIscussion on employer branding and the philosophy of attracting the right people. [13:01] Roadmap in helping your client attract the right people. [18:02] What are the components of a good employer brand? [27:41] Bryan gives us key stories from his book, Give & Get Employer Branding. [30:36] What mistakes do companies make concerning employer branding? [37:31] How can recruiters partner with their client companies in achieving the objectives of employer branding? [43:00] Book recommendations and references on storytelling. [48:10] Employer branding case studies on small to medium-sized businesses. Repel the Many and Compel the Few - A Guide on Employer Branding Recruiters are ambassadors of their clients. Understanding the employer brand of the company they represent is crucial to attracting the right candidates. Effective employer branding is critical for attracting, engaging, and retaining top talent. It goes beyond just salary and benefits; it encompasses the company's values, culture, work environment, opportunities for growth, and overall employee experience. Contrary to the notion that the correct branding should attract as many candidates as possible, Bryan believes that doing it right should only compel a few, well-screened candidates. He said: “And it's interesting still in a recent survey, 70% of employer brand leaders still cite an increase in volume of applicants and traffic to their career site as a success metric when delivering an employer brand. I've never met a TA leader, a talent attraction leader who just wants more applicants, more noise, more admin, and more work to get to the people who are ideally matched.” Bryan shared case studies of corporations and small-medium businesses they worked with and how the right employer branding worked well to find the right people. Bryan pretty much defined the right approach to branding when he said “The idea is, if you're confident and clear enough to know your culture and what it takes to drive the organization forward, and you also can answer some fundamental questions of not just why people join, but why they stay, then you can craft a give and get proposition which is a two-way value exchange of not just what you stand to get as an employer but actually what you're willing to give in return candidates and employees alike can make very informed career decisions as to whether it's an ideal match.” How to Strategize a Good Employer Brand Bryan shared the mistakes companies make when envisioning and strategizing their employer brand. He also shared vital pointers and elements to consider in designing and marketing effective talent branding. It leads to creating a communication framework, which should include the following: Research - the goal is to look for something authentic enough for employees to try on and recognize their personal experience in the messaging that you will put out. Ask the right questions - organizations need to ask the right questions and get the right information to create a messaging that makes sense for them while compelling a segment of the talent audience that they are targeting. Messaging - Bryan described it clearly: get a 360 view and design the messaging to touch a very tangible bridge between the reality of today and the aspiration of tomorrow. Brand Essence - just like Nike’s “Just Do It” campaign, a clear brand essence needs to start a conversation where people can look at the sentiment of what you are saying and be intrigued or make an interpretation that can create an affinity with the audience. Bryan also discussed the importance of storytelling. He mentioned that this is part of what makes their company successful and also shared books and references that you can look into if you plan to begin engaging in this skill. How Can Recruiters Promote Their Client’s Employer Brand? How can recruiters partner with their client companies in achieving the objectives of employer branding? I was interested in picking Bryan’s brains on this question and he was able to give insightful advice which is to focus on creating a compelling story structure. “The formula is this: empathy, curiosity, surprise, insight, and action,” Bryan said. This approach to creating a story structure he shared is interesting as it is backed up by psychology. This is how he explained it: “Empathy is an emotional immediate connection to the organization, what they're trying to do, and the purpose and vision of the organization. Curiosity is something that differentiates you from everybody else and gets people to lean in. So there's an emotional connection and now we're leaning in. Surprise is here's three things that you didn't know. You weren't expecting this. So what we're doing is we're playing with, we're opening the right side of the mind now, the right side of the brain, such that you're now ready to receive facts and information, insights and specific that you can deliver about the role. So we've talked about the company, maybe there's curiosity about the team and the specific objectives in that team, then insight around the specific role, and then we make a call to action. Usually, the call to action ties everything together from a purpose perspective. And if you walk through that formula, it's incredibly powerful if you have a proposition that's compelling and true that plays on all of the strengths that we've talked about.” Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Bryan Adams Bio and Contact Info Bryan is the CEO and founder of Ph.Creative, recognized as one of the leading employer brand agencies in the world with clients such as Apple, American Airlines, and Entain. Bryan is also a bestselling author, podcaster, creative strategist, and specialist speaker. Bryan has interviewed over 50 of the world's greatest storytellers including Seth Godin, Gary Vaynerchuk, and Robert McKee to strengthen knowledge and fuel a passion for what it means to effectively move people with language. He is considered a prominent employer brand thought leader and his creative, unconventional, and even controversial methodologies are said to regularly change the way people think about employer branding and EVP. Bryan on LinkedIn Ph.Creative website link People and Resources Mentioned Give & Get Employer Branding: Repel the Many and Compel the Few with Impact, Purpose and Belonging, by Bryan Adams The Hero’s Journey by Joseph Campbell Winning the Story Wars: Why Those Who Tell (and Live) the Best Stories Will Rule the Future, by Jonah Sachs Guerilla Marketing: Easy and Inexpensive Strategies for Making Big Profits from Your Small Business, by Jay Levinson Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter
2/2/24 • 57:02
Are you familiar with the term “ 4.0 Leaders”? If you are, then you understand the value of hiring such leaders in whichever niche you serve, especially in this age of the industrial revolution through artificial intelligence. I am excited to share this episode as we have a returning guest, the Rogue Recruiter, David Perry. We recorded this episode on his birthday. And you know that it will be an episode packed with exceptional expertise and behind-the-scenes stories from 35 years in executive recruitment. David and I touched upon relevant topics such as building strategic, long-term client relationships and the art of placing the right candidates within a company's culture. We also covered how their project, workinsight.io, can change the current hiring landscape. Lastly, David shared his insight on what recruitment will look like and why hiring 4.0 leaders is a critical role of recruiters. Episode Outline and Highlights [02:09] Pool Table Analogy - David reveals the strategy in his 35-year career in executive recruitment. [08:02] Pointers on pre-closing deals and establishing long-term client relationships. [19:22] “Executive Recruiting for Dummies” - Why David writes the questions and runs the candidate interview with their clients. [26:06] Educating your clients on the cost of a bad hire while quantifying your added value to their organization. [29:00] Be inspired and don’t give up: David shares his story about his early struggles in his recruitment career. [32:24] What is Workinsight.io and how can it be a game changer as a matching platform for candidates and employers? [52:18] Teaser on David’s new book - “Revolutions Need Leaders” [1:00:05] David shares why they send a 27-page proposal to their clients. [1:07:00] Book recommendations from David and why he never stops learning from others. Strategize Your Recruitment Like a Pool Master Before we recorded this episode, he had recently closed around 750K in fees. I wanted to get his insights on how he can consistently deliver in the industry for 35 years. If you are familiar with the game of pool or billiards, you will relate to David’s analogy about his strategies that keep him at the top of his game. He describes his approach, “You play pool, right? Most people and most recruiters are usually good for sinking a shot. Maybe a second one, okay, rarely a third one, yep. Rarely can someone clean the table. So this is how we think about search. We get a lot of inquiries to do work for companies… That's like playing pool. Before we do a deal we want to look down the table and go, okay, what's the next ball, what's the next ball, what's the next ball? And oftentimes we won't take a search because we can't see the next one.“ David elaborated on the following techniques: Focusing on client relationships, investing time to understand their culture and what fits in their organization. Doing so can make placing three people with one company easier than three people with three different companies. How to pre-close a deal through an intake call with the client via Zoom call that will lead to a face-to-face discussion. Running the interview questions to the candidates, with the clients on the side. Like me, you will admire David’s tenure and expertise and how he delivers his service to his clients. Democratizing the Job Search Process David and I discussed their exciting website project: workinsight.io. Work Insight is a recruiting platform designed to be candidate-centric by allowing them to have a level of anonymity. The approach is inspired by dating sites, like Bumble or Tinder. The goal of the platform is to democratize recruitment - “This is designed to help people get the right role. That's why it's free. It's free for recruiters to use and post. It's free for job hunters to come and find jobs and post credentials. So we're trying to democratize the hiring that way. This way, smaller companies who've got a great idea can find people and do it themselves At the same time.” There are at least two job search frustrations that the platform can solve: Shortening the job search process: In the US, Davide mentioned that the average job search time is 38 weeks. Workinsight.io can enable a continuous opportunity flow, which will force employers to “be smarter and fairer with the candidates that they have, because now, all of a sudden, the whole market is fluid.” Solving the “hired for skill, fired for fit” dilemma: As David mentioned, “We've known for four decades hired for skill, fired for fit. If we know this doesn't work and we know that the turnover rate stays at a steady 24%, why don't we fix that?” The platform has an upcoming feature that matches candidates to companies based on cultural fit, aiming to address the high turnover rates caused by mismatches in company culture. This service is available for English-speaking individuals across various roles, industries, and locations. Having a Glimpse to the Future of Recruiting I was also fortunate to get a teaser of David’s new book “Revolutions Need Leaders” which addresses these revolutionary changes in recruitment and provides insight into the High Definition of Recruiting (HDR) methodology. David touched upon the impact of leaders like Sam Altman, whose leadership inspired loyalty and action from employees at OpenAI, exemplifying the power of what we term "4.0 leaders." These leaders focus on team success rather than individual achievements and are not easily found through traditional recruitment methods. We discuss strategies for identifying and engaging these elusive candidates, including using LinkedIn effectively for signaling and vetting prospects. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained David Perry Bio and Contact Info David is a seasoned search professional and has completed more than 1500 projects and negotiated more than $400 million in salaries. He is a bestselling author and his books have been translated into French, Hungarian, Vietnamese, and Chinese. David is a student of leadership and its effect on organizations ranging from private equity ventures to global technology corporations. David has built an extensive personal network of leading CEOs as well as up-and-coming future executives, permitting him to find the most qualified candidates to grow a company and increase stakeholder value. PMI’s Inside-Out Approach™ methodology allows clients to rapidly assess critical human qualities, track record, and leadership experience. David is frequently quoted on trends and issues regarding executive search, recruiting, and HR in leading business publications including Daily Commercial News, The Wall Street Journal, Canadian Business, EETimes, BOMA Monthly, and HR Today, and appears regularly as an executive search and labor market analyst for CBC News World and CTV Television. As HR Policy Advisor of the Canadian Advanced Technology Alliance (CATA), David has developed an extensive knowledge of leadership, innovation, and technology – like SMART Buildings. This ever-evolving expertise keeps him at the pulse of the most innovative and successful leaders. David recently served two terms on the board of Women in Communications and Technology. David is the past Chair of the Canadian Technology Human Resources Board and a board member of the Software Human Resource Council. He was chair/vice chair of South Hull Elementary School for fourteen years. David graduated from McGill University in 1982 with a Bachelor of Arts degree in economics and industrial relations. As well, David is also a Commissioned Officer in the Canadian Reserve, where he graduated top in his class and was awarded the Sword of Honor by Brigadier General JB Dabros. He recently received the Queen Elizabeth II Diamond Jubilee Medal. David on LinkedIn David on X (Twitter) @RougeRecruter Perry-Marterl International website link People and Resources Mentioned Read the First Chapter of “Revolutions Need Leaders” Workinsight IO website link Executive Recruiting For Dummies - a book by David Perry and Mark Haluska The Win Without Pitching Manifesto Related Podcast You Might Enjoy TRR#26 Canada Day Special: How the Rogue Recruiter Closed 1100 Searches, with David Perry Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter
1/26/24 • 71:06
In the fast-paced world of recruitment, you’re under constant pressure to deliver results for your clients and achieve sales targets. So what’s the secret to maintaining peak performance without burning out? In this episode of The Resilient Recruiter, our special guest, Scott Eastin, provides a fresh perspective on achieving sustainable, long-lasting success in recruitment. Drawing from his own successful career, having navigating many ups and downs, Scott emphasizes the pivotal relationship between prioritizing health and recruitment success. Scott is the Director of Eastin IT Security. Over the last 13 years established himself as a leading Microsoft Security consultant. He’s worked with major organizations such as Coca-Cola, American Express as well as state and local governments. For the last 5 years, he’s built an IT consulting and staffing firm winning high-value, long-term projects that generate recurring revenue. In this episode, Scott unpacks his remarkable transition from being a software developer to becoming a successful recruiter. He divulges his four cornerstone strategies for business development. Most importantly, emphasizes why prioritizing physical health is a non-negotiable component in maintaining his overall productivity. Episode Outline and Highlights [02:25] Scott’s journey from being a software developer to a successful recruiter. [10:14] Insights on challenges when transitioning to a career in recruiting. [14:47] Sharing a story of how embracing an idea that was not done became a game-changer. [24:00] Scott’s Top 4 Business Development strategies [30:35] Hosting networking events - an effective way to engage with your community. [36:15] Comparison of consulting practice versus permanent direct hire models in the tech space. [44:36] Managing cash flow challenges in a consulting and IT staffing business. [54:40] Mindfulness, health and well-being. The Advantages of a Consulting Business in the IT Space Is it easier to manage an IT consulting business model versus a permanent direct hire practice? For Scott, having a consulting business model works well for him for the following reasons: Trusted Independent Contractors - He has already established a network of reliable independent contractors, which makes it easy to take in projects from his clients. Long-term Contracts - Because of quality service delivery, he can secure long-term contracts that assure him six-digit revenues at the beginning of the year. If you are running an executive search firm or permanent hire practice, you might want to consider exploring the option of a consulting or contract service as an additional revenue stream. Scott believes that this is a great time for such a business model: “Quite frankly, if you look at the statistics that are coming out now, more and more people are interested in contracting and independent consulting work. I know I was reading an article from the staffing industry where I think they said literally 38% of the U.S. workforce has done some type of gig work.” Of course, there are also challenges in this type of business model, such as cash flow management - sometimes you would have to pay your contractors before the client even pays you. Scott shared how he solves this. He also elaborated on his approach to business development. The 4 Cornerstones of Scott’s Business Development Strategy Scott describes himself as a “reluctant salesman.” Before becoming a recruitment business owner, he had this preconceived notion about salespeople: “Selling is somewhat, maybe a dirty word for some people in the technical industry.” Part of his journey is getting over that mindset. Scott’s primary principle regarding selling and business development is “Great service, great people, and great value.” He shared four key pointers about this topic and elaborated on how this helps him to get continued repeat businesses: Referrals - Scott’s mantra of great service, great people, and great value is the foundation of providing excellent services consistently. This leads to referrals and repeat businesses across his market and industry. LinkedIn Visibility - Scott consistently posts content and videos on LinkedIn. BDR - Scott hired an experienced Business Development Representative part-time on a contract basis to make cold calls and set up sales appointments for him. Hosting meet-up events - this is something that Scott picked up from one of our guests in a previous episode, Steven Li, and he is thankful that he applied this approach. Mindfulness, Health, and Well-Being Being a one-man shop is not easy and can be stressful. Scott shared how he manages stress by prioritizing his health and consistently implementing healthy habits. “I learned my lesson over the years where when I did not take my fitness or health very seriously, I was not at my best.” Scott does P90X training, distance running, and regular functional gym sessions. As a recruiter or business owner, prioritizing health is not only essential for your well-being, but it also contributes to a more productive, positive, and sustainable work environment. Scott shared, “I'm just so much stronger, so much fitter. And so it's one of those where it's very cliche to say health is your first wealth, but you know, no matter how much success you've got, if you don't have your health, it's not worth anything.” Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Scott Eastin Bio and Contact Info Scott Eastin was a leading Microsoft security consultant for the last thirteen years. Scott has worked with major organizations including Coca-Cola, American Express, and numerous other global firms as well as state and local governments. Over the last five years, Scott has moved away from development and now spends most of his day helping the Microsoft business partner community find top-tier independent Azure consultants. Scott’s network of Azure security consultants spans North America along with world-class talent from Central Europe. Scott resides in Decatur, GA with his wife, two dogs, and two teenagers who he hopes will move out once they graduate. Scott on LinkedIn Eastin IT Security website link People and Resources Mentioned Steven Li on LinkedIn Plamen Ivanoff on LinkedIn Related Podcast You Might Enjoy TRR#175 How to Build Trust and Relationships at Scale by Hosting Meet-up Events, with Steven Li TRR#43 How to Transition From Contingency CV Supplier to Consultative Retained Recruiter, with Plamen Ivanoff Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter
1/12/24 • 59:42
The recruitment process is inherently human-centric, involving evaluating soft skills, cultural fit, and personal interactions. While AI can streamline specific tasks, it may struggle to assess these qualitative aspects effectively. As a recruitment business owner, how do you marry automation and artificial intelligence with a personal human touch? My special guest, Christina Stroud, shares her insights and perspective about this subject. She has a unique approach to engaging with her clients and candidates while leveraging automation with a personalized human touch. Christina is the founder and CEO of Group928. She’s a seasoned Human Resources professional with over 30 years of experience specializing in start-ups, acquisitions, and exits in private equity environments. The company has grown by 400% in just three short years from $125,000 in the first year to over $500,000 in 2023. This showcases her ability to build a client base from scratch, and design and implement sales and marketing strategies while continuing to exceed her client’s expectations. Episode Outline and Highlights [01:57] Chrstina’s Transition from an HR professional to a recruitment business owner. Insights on how her HR experience played a role in her current success. [07:49] Nobody said it was easy - overcoming a challenging first year of entrepreneurial leap. [12:41] Growing the company to 400% - discussing two critical success factors. [18:18] The importance of stepping out of your comfort zone [28:13] Leveraging AI & automation while applying a personal touch. [40:33] Launching her podcast and engaging with thought leaders. [48:01] The most significant challenges that Christina had to navigate [58:49] What is next for Christina and Group 928? An Entrepreneurial Leap is No Walk in the Park, But Undeniably Achievable For many reasons, shifting from a recruiter to a business owner can be difficult. The risk and uncertainty, working long hours, and lack of security and benefits can deter many from the entrepreneurship journey. Overcoming these roadblocks is achievable - and Christina proved it is. This is how she described the first year of her entrepreneurial journey: “It was hard. I, you know, that first year, it was hard for me emotionally. I had never stepped away from a regular paycheck. And so to go into owning my own business, not having a steady income or a check that gets directly deposited every other Friday was very nerve-wracking for me… It hurt my ego a little bit when I went two months without getting, uh, a paycheck, but then once I got my company started, uh, I was glad that I did and it made sense, but that transition, uh, is very hard for a lot of people and it was also hard because I had never done any type of sales or marketing or bringing in new clients.” It was not a walk in the park, but Christina’s mindset and belief system helped her figure things out and pull things together. She revealed two critical factors that significantly contributed to her success. Christina’s Two Critical Success Factors In three years, Christina grew her company by 400% from $125,000 in the first year to over $500,000 in 2023. This is an astonishing achievement, as companies usually plateau after reaching their first six digits. Christian shared two critical success factors: Getting out of her comfort zone: “I had to take every little thing that needed to be done as a challenge. I did all the work myself. I was, you know, doing sourcing and interviewing and all the emails and communication. And that taught me a lot of new skills and things that I had to try and push myself to do that I hadn't done in a very, very long time”. Christina shared how she had to learn technology and AI, start her podcast, and other new skills. Leveraging automation for sales and marketing - this was also not easy for Christina because technology is also not her cup of tea. “Those people who know me know I have a technology dark cloud that follows me. It is a struggle wherever I go for whatever reason. And so to think that I would be using this as one of my main tools to try and find clients and at least start that initial relationship was very daunting.” Many can relate to the subject of automation and AI as it is a hot topic when it comes to balancing it with personalization and ingraining a human touch. Christina shares her best practices. Utilizing AI and Automation with a Personalized Approach Christina’s approach to personalization is her unique value proposition. She shared her process: Research “And so when I went into my own business, I knew that's what I had specific target companies that I knew I wanted to work with. I had researched them. I had figured out where they were location-wise, and what the size of the company was. I started researching the CEOs and the head of HR and make sure they had the type of career and background of people that would be interested in working with recruiters whom they had a relationship with” Personalized Communication “My communications were very personal. It wasn't, hey, here's what we do, here's what we can offer you, here's how I'm gonna change your life. It was a lot more of, here's what my other clients are seeing. You know, here's what I know about the market if it makes sense for us to have those conversations help you in the future, that would be great” Going above and beyond “We've also done gifts. So we went kind of old school. Remember at Christmas you used to get lots of plates of cookies and treats and stuff from vendors or at least I know HR folks do. I used to have a desk full of boxes of things from folks who wanted to work with our company. So now as a recruiter, I do that as well, but I don't do it at Christmas time.” Leveraging AI and automation is indeed an effective way to market and engage with clients if infused with a personal human touch. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Christina Stroud and Contact Info Christina is the Owner and Co-Founder of Group928. She started her career at BMW Manufacturing where she progressed through multiple leadership positions across the Human Resources organization throughout her 14-year tenure with the company. The scope of her BMW experience spans US and International operations and includes positions in Recruiting, HR Operations, Change Management, and work as an HR Business Partner. Christina’s first exposure to a start-up business was with Venture Capital-backed Proterra, a high-growth green-industry manufacturer of vehicle power and charging solutions. At Proterra, Christina built and led the HR team and hired and developed the company's Executive team. From Proterra, Christina joined Day & Zimmerman, a $2.4 billion family-owned global construction company. While there she led an HR function responsible for four business units and instilled focus on making people strategy a competitive business advantage. Christina was recruited to Private Equity-owned Multi-Pack Solutions, a contract packaging company for medical devices, as head of the national Human Resources function. In 2017 Christina joined the 35-person executive recruiting firm Westport Intl as a Managing Director, the last position she held before co-founding Group928. Christina holds a bachelor's degree in Financial Management from the College of Business & Behavioral Science at Clemson University and a master's degree in Human Resources from Clemson University. She lives with her family just outside of Greenville, SC. Christina on LinkedIn Group 928 website link Manufacturing 365 podcast link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter
12/29/23 • 61:44
With over a million dollars billed consecutively for the last two years, and career billings surpassing $6.6 million, Nate Zimmerman is a Senior Partner and Executive Recruiter at High Country Private Equity Search, based in Denver. In this episode, Nate shares his journey from breaking into recruitment by cold-calling the firm owner to becoming the youngest Partner in the firm’s history. He breaks down the key milestones along the way from hitting $400K, to breaking 7-figures, to building a team. Nate has distinguished himself in the competitive world of recruiting with his relentless focus on putting the relationship before the transaction. You’ll discover the work ethic, strategy, and mindset required to reach $1M in annual billings. Episode Outline and Highlights [01:44] How Nate’s recruitment career began with a cold call. [09:15] Why Nate chose to specialize in Private Equity Executive Search. [10:33] Putting in the work early and laying the groundwork for future success. [15:06] Nate’s journey to becoming the youngest partner at High Country Private Equity Search. [22:20] Discussion on Nate’s approach to MPC Marketing. [26:33] Billing a million dollars for the first time. [35:54] Nate’s recruitment philosophy: “relationship before transaction.” [41:33] How Nate developed market mastery in his chosen niche [49:51] Juggling multiple priorities as a billing manager [55:24] Overcoming setbacks - what Nate learned from missing his billing goal in 2023. Laying the Groundwork for Future Success Nate’s success can be attributed to his work ethic and belief in investing time and effort to develop his skills. “Knowing the underlying fundamentals, that is what I focused on initially,” explained Nate. “How to recruit people, how to interview people, how to take a job order, how to get a job order. Those things you got to put in the time and effort.” A major differentiator that Nate shared is how he makes the most of his time - “On the weekends, spend two to three hours, Saturday and Sunday, every weekend during the first couple of years into this industry doing that really basic research. It's contributing long-term to your market mastery. Every hour that you are spending… it's all going to pay dividends.” He shared his typical day looking at job boards. He emphasized the importance of quality , leading to talk about his MPC and targeted marketing strategies. He also elaborated on his thought process and what is going on in his mind as he achieve his milestones. The important takeaways from this part of our conversation are the value of discipline, consistency, and having a clear vision to align your habits and processes in achieving your goals. Billing A Million Dollars for the First Time One of Nate’s significant milestones is when he billed a million dollars for the first time. I had to probe for what he did differently on top of his discipline in planning, allotting extra time to research, conducting weekly internal training, and so on. He successfully laid down his groundwork for success and meeting the seven-digit billing is an astonishing achievement. Here is what Nate had to say: “You always have to figure out, okay, who's going to be my honeypot next year? And if it's the same client as your best client multiple years in a row, I can assure you that's not going to continue, right? The fees stop coming. So that was a big thing. And frankly, a lot of that did come through referrals. I was very fortunate, but I've gotten to a point now where I'm realizing that, hey, that luck, that it's not forever. So you're gonna have to go out and make that luck next year. Go get that next big client. Don't wait for one of your clients that you're doing such a great job for. You deserve those referrals, but that doesn't mean they're gonna come.” Deep-diving on this topic further, Nate also shared several important key factors to help recruiters and recruitment business owners meet their billing goals: Focusing on relationships first before doing transactions. Nate shared why he puts effort into meeting his clients face-to-face. Finding the best candidates and “living inside their heads”. For Nate, it means “to understand, their motivations, their family, you know, where they wanna be in five years. That's always the most important question. I tell candidates, look, you know, it's my job to give you an option and then it's your job to decide.” Critical Learnings from 2023 It may sound like Nate has the Midas touch, where he turns everything he touches into gold. On the contrary, it was never a walk in the park. Nate even shared why they are currently at an inflection point this year because of a setback in terms of expected versus actual revenue. So I wanted to hear the learnings from his perspective that he is willing to share for the benefit of our listeners. Nate shared that even if the market is unpredictable and can be difficult, we should focus on the things we can control. He mentioned a few action items that they will implement, such as leveraging technology, doing roadshows, and setting up email campaigns. I admire Nate’s resilience this is a recurring topic in our coaching calls. Focusing on things you can control and influence is one of the many ways to make your recruitment business recession and future-proof. Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Nate Zimmerman Bio and Contact Info Nate specializes in finding ultra-high-performing talent for private equity firms, real estate investment firms, asset managers, and family offices. Nate believes it’s fundamentally valuable, regardless of the search, to focus always on the relationship before the transaction. First and foremost, his mission is to deliver excellence to his clients and candidates and purposefully build long-term relationships that produce value for years. Nate on LinkedIn High Country Search Group website link People and Resources Mentioned Pinnacle Society website link Atomic Habits by James Clear Interseller Related Podcast You Might Enjoy TRR#59 How to Build a Multi-Million Dollar Team of Recruitment Rockstars, with Monte Merz Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter
12/22/23 • 62:34
This episode is not only special but also exceptional! We will not only be hearing from one or two guests, but you will also hear a panel interview featuring three special guests. Join me in this conversation with Joe Rice, Annie Colabella, and Matt Walsh. If these names ring a bell, it's because all three have graced our podcast as guests before and are esteemed members of the Pinnacle Society. You will hear our discussions that will reveal the DNA of a million-dollar biller and key strategies that have contributed to their success, emphasizing the significance of delegation, consistency, and surrounding oneself with high-performing individuals. Episode Outline and Highlights [03:10] Panelists introduction. [09:15] The DNA of a Million-Dollar Biller. [23:13] Practices and activities that will level up your team’s performance. [35:00] Investing in marketing while growing your business. [43:10] Andrea’s advice on how to increase your billings over time. [49:06] Why do you do what you do? - the WHYs of top billers. [55:30] Best practices on business development. The DNA of a Million-Dollar Biller Our panelists are Pinnacle Society members because they are industry leaders. Each of them was invited to this podcast and they did not fail to share their thought processes that made them million-dollar billers. In the webinar, they discussed crucial success factors that many aspiring recruiters and owners of recruitment businesses can glean valuable insights from. I asked them this question: What are two or three specific things you would attribute your success to that enable you to consistently produce at that level? Matt shared key elements: the power of delegation and strategies in growing his team. He invested in his marketing and hired marketing persons early on in the growth of his boutique firm. The other thing is he was able to set up his business so that the billers are only focused on the things that are revenue generating while a lot of the administration - the sourcing, and the scheduling of interviews is done for them. Joe also revealed what makes him and his team great: accountability, resilience, the right mindset, and always looking for ways to improve. He told the story of how they were humbled in 2020 and why it is important to keep on going. Joe believes that leveraging technology can be a game-changer in maximizing productivity and revenue. He also shared the tech stack they are using in their business process. Annie on the other hand, revealed that knowing when to say no is critical to business success. “Saying no to opportunities and walking away from searches when you know that they're impossible to fill or the client is just being unreasonable in terms of what they're looking for, or if they're just searches where you're up against multiple agencies.” She then shared innovative approaches to creative fee structures to give more options to their clients. Overall, you will find that their solution-oriented mindset is what makes them successful. Business Development Best Practices In this webinar, a lot of viewers were throwing questions related to business development and what specific tactics each of the panelists was using. It does make sense to ask that question, after all, business development strategies contribute greatly to client engagement and revenue. Our panelists generously shared what they do. For Annie, old-school MPC (most placeable candidate) marketing has been a reliable strategy. On top of cold calls and emails, they embed video instructions for the candidates. What differentiates them is how they present their MPCs to the market. This is how Annie puts it, “Basically, in the industry that I'm in, there are new fund launches and funds that are raising assets and just, you know, mindfully tracking them, knowing that they may have new headcount due to new assets under management. “ Matt elaborated on their “three-bucket” strategy: using inbound leads, MPC marketing, and leveraging references. On the references part, Matt said something that I am sure will resonate with most recruiters and business owners: “I feel like recruiters so often like, oh, I don't want to do references and that's just such a time waste and they should be doing the references. But there is so much gold there. I mean, think about it. You are talking to the person who reports to the person you're trying to place like it's gold. Were they good, or were they better? Who else do you know? And then so references and BD through recruiting are the ones in the middle for the now, it's so cool and that's one of the strategies we're using I love it Fantastic BD through recruiting.” Joe then shares their “two-purpose approach.” To summarize, Joe defines it this way: “The two-purpose approach is when you are reaching out to a candidate to recruit them for a job, but they also hire candidates that you might be able to place, and so we might say, Mark, I'm reaching out to you for two reasons.” Which of these three do you think would work best for your recruitment business? Why Do You Do What You Do? - the WHYs of top billers. Understanding the WHY behind the success of our guests is important because it provides valuable insights into the principles, motivations, and strategies that contribute to their achievements. So I wanted to know why they do what they do. For Matt, it is about impacting people’s lives. “When you talk about it, in changing lives which we're doing for me, it's not just changing a candidate's life by getting them a new job, or changing a client's life by getting them an amazing executive team so now they can focus on their kids. It's also our internal employees. We've had folks that they're running their firm.” For Annie, it is her passion to love what she does. “I feel like just having a passion for being an executive recruitment and the matchmaking that we do has always been something I'm so grateful that I found very early on in my career. I am very good at what I do. I love being able to go to work every day knowing that I am doing something that I'm very skilled at, as well as impacting the people around me.” I also admire Joe’s answer to the question: “I think I've learned to be grateful for this business and for everything that I've been blessed with... For me, it goes into the parable of the talent. We've all been given a set of talents and I believe that we're called to maximize those talents for good. “ Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Andrea (Annie) Colabella Bio and Contact Info Annie is a Johns Hopkins alumnus with bachelor’s and master’s degrees. She has been recruiting since 2005, initially across all industries, and over the past decade with a focus on the investment management space. Her excellence in the industry is highlighted through her admittance into The Pinnacle Society, an influential group of industry-leading recruiters. She started her firebrand agency, Cardea Group, in 2009 focused on assisting private equity firms, hedge funds, venture capital funds, family offices, and traditional asset managers in staffing their non-investment functions. Andrea is also an active board member of several not-for-profits. Annie on LinkedIn The Cardea Group website link Joe Rice Bio and Contact Info Joe is a Managing Partner and Founder of Joseph David International (JDI), twice recognized by Forbes as one of the best executive recruiting firms in America. He is also a partner in MogulRecruiter, a technology platform that provides recruiting, booking, and talent solutions for service leaders. His recruiting career started in 2005 with Snelling Hospitality with a specialty in executive search, consulting, talent acquisition, and organizational leadership. Joe on LinkedIn Joseph David International (JDI) website link Matt Walsh Bio and Contact Info Matt Walsh is the CEO, and Founder of Blue Signal, a multimillion-dollar, award-winning, Phoenix-based Recruitment Agency specializing in IT, IoT, Telecom, Wireless, Supply Chain, Food Production, Manufacturing, Healthcare, Accounting and finance, HR, and Emerging Tech. Matt has over 15 years of experience in recruitment. Matt was born and raised in a small farm community in Illinois. He received his bachelor’s degree from Illinois State University and landed a job at Management Recruiters International in Chicago. At MRI, he won several awards. Matt left MRI in 2010 to consult and started Blue Signal in 2012. Matt on LinkedIn Blue Signal website link People and Resources Mentioned Danny Cahill on LinkedIn Allan Fisher on LinkedIn Pinnacle Society We-Connect Interseller SourceWhale Related Podcast You Might Enjoy TRR#76 Recruitment Marketing: How to Amplify Your Sales with Effective Marketing, with Matt Walsh TRR#65 How to Build (or Rebuild) Your Recruitment Firm to 7-Figures From Scratch, with Joe Rice TRR#167 3 Simple Steps to Increase Your Billings from 6 to 7-Figures, with Andrea Colabella TRR#166 How to Bill $1,000,000 For Ten Years Straight and Grow a Successful Team, with Allan Fisher Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter
12/14/23 • 63:39
This episode celebrates the 200th episode of the Resilient Recruits Podcast with special guest, founder of Recruitment Coach, Mark Whitby. Mark is the founder of Recruitment Coach and one of the world's leading coaches for the global recruitment industry. Since 2001, he has trained over 10,000 recruiters in 34 countries. He's helped countless recruiters double or triple their billings in just 6-12 months, and business owners grow their companies 10x. Mark shares his journey into recruitment, starting with a failed business venture that led him to discover his passion for sales. He then talks about his first job in recruitment and the hunger and drive that propelled him to success. Mark also reflects on the past four years of the podcast and the valuable insights he has gained from interviewing over 100 successful recruitment professionals. Having worked closely with hundreds of recruiting, staffing, and search firms, Mark has unique insight into how the top-producing recruiters and fastest-growing companies operate. Episode Outline and Highlights [02:20] What led Mark to pursue a career in recruitment? [06:20] How hiring a professional coach impacted Mark’s performance. [14:01] The value of training when scaling your recruitment business - hear training solutions for growing teams. [17:44] Mark transitioned from a recruiter to a recruitment coach. [19:41] What has changed in the recruitment industry in the 22 years Mark has been coaching? [25:24] Key challenges and lessons that Mark experienced over the years. [38:17] Celebrating 200 episodes - What motivated Mark to start the Resilient Recruiter podcast? [44:47] What is Mark most proud of in his entrepreneurial career? Hiring a Professional Coach Became a Game Changer Mark told the story of how he started his own business at the young age of 19. Without any prior experience, it ended up failing but it also led him to discover his love for sales which eventually directed him to become a recruiter. His experience in his first recruitment job made him realize a critical challenge in the recruitment industry at that time: “So the first company I joined there was no training. It was like, or very little. There was a little bit of shadowing of people and like, but pretty much you just like you're in the bullpen and you had to sink or swim and just figure it out by looking at what other people were doing and copying them. But unfortunately, a lot of the people around me weren't very good or didn't know what they were doing either.” Mark was then headhunted to join a larger recruitment firm of around 200 recruiters. Even though Mark was meeting his target and was in the middle of the leaderboard, he felt that he could still do way more. Mark hired a brilliant coach and this was a game-changer for Mark. “He helped me double my billings in about 90 days and my manager was like what the heck is going on? So that was such a transformative experience that it kind of planted the seed later for me to decide to become a coach myself.” Mark's dual role as a recruiter and coachee laid the groundwork for discovering the secret sauce for aiding recruiters and business owners. For those venturing into recruitment business ownership, Mark's narrative is valuable in recognizing the pivotal role of training and coaching in the growth and scaling of your business. Reflections on the Evolving Landscape of the Recruitment Industry Across Mark’s 22-Year Coaching Tenure Mark also shared how the landscape of recruitment has changed over the last couple of decades that he has been recruiting. He remembers the day their key focus was cold calling, networking, and getting referrals. He also recalled his learnings when he lost 80% of his revenue overnight during the 2008-09 recession. Mark emphasized how embracing digital marketing became a pivotal move, leading to increased success post-recession. This also transitioned his key focus areas for training. As Mark said, “Originally when I was training people, it was how to self-retain, search, how to do business development, how to negotiate, you know how to close offers, all that kind of stuff right. And suddenly people could see what I was doing with marketing, with branding, with email marketing, and they're like, hey, could you help us to do that, because that looks like the way forward, right?” This recollection underscores the importance of adapting to changing circumstances and highlights the importance of continuous learning and development. Key Challenges and Lessons Learned Mark also discussed the key challenges and lessons he had to go through over the years. He outlined several critical topics that resonate well with a lot of the listeners. Here are some takeaways: The value of seeking mentors and role models. The importance of digital marketing for solo recruiters and entrepreneurs. Realizing that you cannot do everything by yourself - hire a team of virtual assistants. Overcome the fear of hiring a full-time employee or partner to complement. Appreciating the concept of “One plus one equals three.” Mark then recalled how he started this podcast four years ago. Leanne and Mark discussed how this has impacted their clients and other recruiters who have ventured out to start their recruitment firms. What are Mark’s proudest coaching moments throughout the years? “So what I'm most proud of is the results that our clients obtain. It's kind of comparable to, for our listeners, when you make a placement and you really have that impact and you change someone's life for the better both the candidate, of course, in a better opportunity, but then the client company also benefits from that talent that you've brought to them. So the equivalent for us is when we're working with a client and they achieve incredible results whether it's shifting to retained search, whether it's launching a podcast, whether it's hiring a virtual assistant, and then that being such a life-changing thing, game-changing, to free up all that time and be able to accelerate your billing. So I live for those success stories. When, at the beginning of every coaching call, we start out with wins and everyone needs to share a win, something they've made progress on, something they've achieved since we last saw them. That's my favorite part of the week is hearing those wins from our members.” Our Sponsor This podcast is proudly sponsored by i-intro i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Subscribe to The Resilient Recruiter
12/8/23 • 49:04
