Recruitment Success: Key Factors and Strategies for Effective Hiring

Enjoying success in the recruitment profession is challenging, to say the least. Enjoying continued success for years or even decades is even more difficult. However, if a search consultant can focus on the factors and strategies most important to effective recruiting, then overall recruiting success is within their grasp.

But again, it is a challenge. Recruitment Success is, after all, a sales profession, persuasive or not. Anything and everything can go wrong. And if you’ve been in the profession for some time, you’ve probably seen it all go wrong. (Or it seems so).

So what can you do as a professional recruiter and executive search consultant? I’m glad you asked! This is because we will rely on the extensive experience of Barb Bruno, CPC / CTS of Good as Gold Training to help provide the answers.

Recruitment and success in the position

According to Barb, what recruiters really should avoid is playing the “blame game.” Since there are so many variables in the recruiting profession, including people at both ends of the sale, it can be tempting to play this game. So the next time you hear yourself complaining, really listen to what you are saying.

“You could blame others, clients, candidates, coworkers, even the economy, for your lack of hiring success,” Barb said. “This can greatly limit what you can accomplish.”

According to Barb, the level of job success you experience in the profession is heavily influenced by three main factors. These effective hiring factors are your attitude, expectations, and goals.

Effective hiring starts with what you can control

Everything comes from the right attitude. Specifically, you must make a decision about the position that you adopt on a daily basis.

“You can’t control the economy, the clients, the candidates or the co-workers, but you can control how he reacts or if he reacts,” Barb said. “It’s so powerful when you realize that you have 100% control over how you choose to respond.”

The bottom line is that the success of a person’s employment in the profession is determined by the following:

• 10% on what happens to them
• 90% on how they react to what happens to them.

“In our profession, often the best decision is not to respond,” Barb said. “It is not easy to be motivated and motivated every day, and your behavior and expectations have a direct impact on your results.”

Here are three stark facts about Recruitment Success and your situation:

1. You are responsible for your own Recruitment Success, not your owner or manager.
2. You control your own behavior, not your candidates, clients, or co-workers.
3. No one can influence your position, unless you give them permission.

Employing successes and expectations

According to Barb, most people who work in the recruitment and placement profession are average. However, no one wants to be average. It’s just kind of. . . Happen or occur. However, if you hope to be successful, you actually increase your chances of success.

“If you think you can or can’t do something, you’re right,” Barb said.

Not only that, but these expectations will also emerge as you interact with candidates and clients. that’s good.

“The talent you’re trying to represent would be felt if you had passion and confidence,” Barb said. “This is especially evident when you try to get them to submit your resume or resume, rather than sending it to other recruiters or using their services to identify top talent.”

Barb urges recruits not only to expect success, but to do whatever it takes to enjoy hiring success. This means tracking your activities and doing more of what works and less of what doesn’t. Like many coaches in the profession, he adheres to the Pareto Principle or the 80/20 Rule.

“20% of what you do will give you 80% of your results,” Barb said. “If you constantly increase the actions that represent 20% of your efforts, you will improve your level of success.”

Successful recruitment and goal setting

If you want to be a top-notch producer in the profession, you must set goals. Then you need to make a plan to achieve those goals. According to Barb, inconsistent production is usually caused by one of three things:

1. Don’t expect it to be a consistent staple product (which we’ve already covered).
2. Inconsistent work habits
3. Lack of focus on results-oriented activity (Pareto principle)

The bottom line is that if you expect to be a top-tier product, planning is non-negotiable. The consequences of not planning are often painfully obvious. They include fewer placements, inability to consistently meet and exceed goals, and lower earnings.

“How many recruits plan 100% of their outgoing calls before leaving work?” Barb said. “Without a plan, urgent things often overwhelm the important things. We have people on both sides of our sales, which makes outages almost certain.”

Planning an effective recruitment and selection process

That’s why a commitment to setting goals and executing the plan is essential. To help with this commitment to the cause, Barb recommends the following three steps:

1. Document ten (10) non-negotiable goals in all areas of your life.
2. Track each goal with five (5) dated action items.
3. Post the goals where you can see them as you work.

“You can and will achieve a higher level of success for your reasons, not because your owner or manager wants to achieve a record quarter or year,” Barb said.

However, this does not mean that setting up your career goals will not include your manager’s opinion. Of course he will. They want you to be a first-class producer as much as you want to be a first-class producer, so it won’t be hard to get accepted. According to Barb, if your production is inconsistent and you’re not getting the results you want, splitting your day may be the answer.

As a result, when you meet with your hiring manager to discuss your goals, also do the following:

• Target clients and candidates who represent your best business.
• Break goals into daily goals.
• Commit to achieving your goals.
• Attach your goal to your WIIFM (what’s the point of it for me?).
• Adjust your activity level to get the necessary daily results.

This way, you will not only hold yourself accountable for achieving your goals, but your hiring manager will also do the same. This also helps ensure the success of your hiring process.

The Need for Effective Recruitment Without the “Blame Game”

Back to the blame game. It can be easy to develop the habit of blaming others for your lack of hiring success. But, as we noted, that can become a vicious cycle that challenges you in multiple ways.

According to Barb, the job of a professional recruiter or executive search consultant is simple. It is presenting the talent that your clients will hire and offering job opportunities that your candidates will accept. If you focus on this job with the right behavior, have the right expectations, set goals, and are committed to achieving them, there is no need to play the “blame game.”

With this in mind, Barb suggests asking the following four questions when something goes wrong with your hiring schedule:

• What could I have done differently?
• How can I prevent this from happening again in the future?
• Should I stay away from this client or candidate?
• What new habit will I be working on in the next 21 days?

“As of today, keep in mind that blaming others limits your employment success and income,” he said. “Instead, keep in mind that every situation you encounter is an opportunity to learn and grow.”

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