finesse-detailing

How To Achieve Guaranteed Results When Using A Recruitment Firm To Hire

admin@servicequik.com (ZING Admin) — Wed, 31 Jul 2024 07:37:01 GMT

Have you ever partnered with a recruiting agency for your hiring needs?

How was your experience?

Judging by what I see on LinkedIn and other social networks, there seems to be a wide range of thoughts about us (recruiters that is).

When it comes to hiring, there truly is no stronger tool in your arsenal than a strong partnership with a quality recruitment firm. (This goes for Job Seekers as well when working with recruiters.)

This is true for 2 reasons:

First, Networking is key to business and the right recruitment agency will open the doors and provide your company access to a network of some of the strongest talent.
What are the interview steps?
How much do you want the recruiter to do prior to presenting a candidate?
How much info do you want them sharing with the candidate prior to submission?
What information do you want to know within every submission?
How much should the recruiter be involved in coordinating the interviews and are they involved in the process after submission?

Confirm all details and make sure BOTH parties are on the same page

Make sure the position (responsibilities & details) and desired candidate profile is 100% clear and understood by both parties. When it comes to desired candidate, make sure the recruiter knows how flexible you are with backgrounds and if there is anything that would automatically remove a candidate from consideration.

Communicate. Communicate. Communicate.

Be extremely open, honest and transparent with feedback. Communication is not a one time thing. It needs to happen often and be given quickly after interviews. If the hiring manager isn’t doing something right, let them know. If demands are not being met, do not be hesitant to let the recruiter know where they need to improve. The key to a successful partnership falls on the ability of the two parties to communicate well with each other.

To ensure successful communication, establish the best way to communicate with each other beforehand. Some prefer emails, others like phone calls, and some like to text. Figure out what works best for both parties to make it easier to connect during the business day.

When I hear companies say, “We have worked with recruitment firms in the past and have had little success”, it usually falls back on dismissing one of the above steps.

Recruiting needs to be a true partnership to deliver consistent results. That said, a good recruitment firm will take the bull by the horns and walk you through a process that sets the stage for success.

Identify the right firm.

Set the expectations.

Confirm the details.

Communicate.

Get Hires.

Make Money.

Get promoted.

Shake and bake.

For help with your recruitment processes or if you are looking to add sales talent to your team, reach out to us. We’re here (and happy) to help.

More Articles About Successful Recruiting Strategy:

Good Things Take Time

admin@servicequik.com (ZING Admin) — Wed, 31 Jul 2024 07:37:01 GMT

Some thoughts when it comes to recruiting:

Don’t Rush.

Never Settle.

Good Things Take Time.

When it comes to hiring sales people, be patient. The odds of finding the right person immediately or after your first crack at it, is very slim. Take your time, interview multiple candidates and get a feel for different personalities and skill sets. After you have evaluated a handful of people, make a decision that will best fit your organization.

The same can be said to candidates for a job search. Don't settle on opportunities just because someone made you an offer. Explore your options and make sure you choose the best fit opportunity for you.

If you choose to use a recruitment firm to help with hiring, here is some advice to help build a successful partnership that delivers results:

Make sure you communicate the position details clearly.
Have a conversation about who the ideal candidate is. Share your thoughts and pick the recruiters brain for his. At the end, you both should be in agreement as to what is being sought after.
Set appropriate timelines. Nothing happens overnight. Depending on the level of experience required for the role, it could take weeks or months to identify the best fit candidate.
Like anything else in this world, you need to pay for quality & excellence. The truth of the matter is that if you pay peanuts , you get monkeys . Most recruiters work contingently and are rewarded after they are successful in their search. If you expect them to give you their full focus on the search and deliver high quality candidates in a short time frame, expect to pay fair value.

Here is a video that demonstrates this last point:

This video demonstrates the difference between taking your job and getting the job done right, versus rushing the job with time constraints. The same results can be seen in any service oriented profession...especially recruiting!

More Articles About Successful Recruiting Strategy:

For more information about recruiting strategy, pleas e reach out to us. We're here to help!

The Other Little Black Book

admin@servicequik.com (ZING Admin) — Wed, 31 Jul 2024 07:37:01 GMT

There you are.

Interviewing for the sales job of your dreams.

It’s going great!

You're telling the manager all about your performance: hitting quota, exceeding quota, where you ranked, Rookie of the Year, all the great stuff.

The conversation is flowing, you're hitting it off.

Then BAM!

The hiring manager asks, “Do you have any proof of performance?”

“Proof? Isn't my resume enough? What other proof do you want? I just have what's listed on my resume and what I told you.”

Suddenly, that great interview isn’t going so great.

What if you had proof of performance? A nice little black brag book filled with your biggest professional accomplishments showing clearly the success you've had in previous roles.

What if you had that brag book prepared when you went to ask your manager for a raise? Or if you had it when you were training the new person on the team?

They can be very helpful in many situations.

So, let’s talk about The Brag Book.

What is it? Why is it important? How should it look?

The Brag Book is an organized collection of accomplishments, awards, stack rankings, notes of appreciation from a client, etc.

It is the highlight reel of your sales career.

Brag books are the proof in the pudding. Ideally, you should start this as early in your sales career as possible. I’m not saying keep every little detail, but keep anything note worthy.

If your company has stack rankings, this is a great place to start. Maybe they do a weekly/monthly top performer, employee of the month, or president's club. Print out emails from clients when they express their appreciation or if your boss calls out your hard work overachieving numbers via email.

Get the picture?

If it’s about your performance, keep it! The goal here is to be able to show that you have done a great job performing in a performance-driven role!

Next, how should it look?

This can be open for interpretation, but here is what I recommend:

Buy a nice black binder and start organizing it chronologically.
Make sure it is neat and divided. You don’t want to have to search through it for the most important pieces.
Use page protectors to keep things in good condition.
Don't over do it. Make sure you add your accomplishments, but don't turn this into a novel.

Why it’s important?

This goes back to the proof in the pudding. This shows employers that not only can you talk the talk, but you can also walk the walk. It’s easy to walk in and say I’m a top performer, I always exceed goals, and I’m great with clients. But think about how much more excited they will be if they can look and see all of that on paper!

It always surprises me when I speak to people that tell me all the great things that they’ve done in their career, but don’t have one piece of evidence.

Brag Books are so important. And not enough people have them.

If you are interviewing for a competitive position, this could be the difference between you getting the position over another candidate!