Afleveringen

  • If you want to accelerate your recruitment agency growth, there are two key challenges you absolutely must solve. First, how to attract and recruit the right people. Secondly, how to develop your people into great billers. Consistently achieving both of these objectives will translate into better talent retention and faster business growth. Of course, that’s easier said than done. How do you actually do it?

    In this episode, my special guest, Simon Kouttis, gives a masterclass on how to hire, train and develop recruitment consultants. He reveals how they are able to take trainee recruiters and get them billing £500,000 in six months!

    Simon is an Executive Director and Partner in SOAP, a London-based executive search firm on a mission to revolutionize the cybersecurity recruitment industry. Simon also is a co-host of his own podcast, called Hunters and Unicorns.

    Episode Outline and Highlights

    [1:55] How SOAP is revolutionizing recruitment and what their differentiating factor looks like. [6:45] Allowing strategic conversations to take place with internal talent acquisition teams of your clients. [12:16] Simon talks about the SOAP Sales Playbook. [20:33] How to come up with culture and values that are not just lip service. [30:00] How SOAP empowers their employees: practical approach on rewards and compensation. [34:22] The value of training and development and how it works at SOAP. [38:49] Learn about SOAP’s call-listening activity and how it adds to their culture of learning. [42:17] SOAP’s approach to internal recruitment - hiring based on attributes instead of experience. [47:22] Simon shares about his podcast, Hunters + Unicorns

    The SOAP Sales Playbook

    One of the differentiating factors for Simon’s firm is their commitment to continuous learning and development. To help their staff to reach their full potential, they came up with the SOAP Sales Playbook. For Simon, it is one of the most transformational things that they have come up in the recruitment business. “We are seeing recruiters that could barely bill doing five hundred thousand in a half a year.”

    Simon shared that there are four playbooks on which the foundation is focused on how to influence the most high performing passive candidates in the market. If this idea appeals to you or if you are in the process of creating a developmental methodology for your organization, you will enjoy Simon’s detailed explanation.

    Culture and Values - Not Just Lip Service

    Promoting culture and company values is critical for a growing business. For some recruitment companies, however, it can only be lip service. Culture may only be by default instead of by design. For Simon, from a values perspective, they spend three days when people join their business talking about values. Simon explains, “The reason for that is because everything we do as a business, every decision we ever make, comes from those values. Who we hire, who we fire, what process we are going to build, what strategies we are going to execute, everything comes with reference to those values.”

    In line with this, Simon shared how their values affect their internal hiring process.

    Investing Heavily in Training and Development

    As mentioned earlier, SOAP invests heavily in training and development of their employees. This is one of the key topics Simon and I discussed. I clearly remember when I started back in 1997, there was really no structured training plan in place. For successful recruitment business owners that I had the privilege of having as guests in this podcast, a common factor is how they value continuous learning for them and their team. SImon is no exception. This is how he puts it: “Learning and development is not something you do at the beginning. It is something that you do every single day every week.”

    You will hear Simon reveal their methodology and approach in development, as well as how it has positively impacted their growth as a company.

    What Would You Look for When Hiring Internally?

    Let’s be honest, as ironic as it may sound, effective recruiters are not always as effective when hiring internally compared to hiring for their clients. This is indeed a known challenge to those who have been around for a long time in this industry. So I had to ask Simon, when hiring internally, what are they looking for? SOAP does not only bank on recruitment experience when looking for clients. He discussed different methodologies they apply as well as their hiring process. What do they look for potential candidates? Here are the takeaways:

    The desire to learn Coachability Character and Resilience Experience / tenure and performance based on previous role, not necessarily recruitment

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Simon Kouttis Bio and Contact Info

    From: https://huntersandunicorns.com/your-host/

    Having graduated with a degree in mathematics, Simon’s early career included property development and owning a hospitality business, before entering the world of executive search. With a decade of experience, Simon is now a Founding Executive Partner at SOAP where he leads the sales enablement function. He has developed industry-leading best practices that include the Trinity Search Methodology, the Candidate Spectrum of Motivations and is the author of the SOAP sales playbook built on MEDDIC. Simon straddles the technical and sales recruitment functions, in order to drive engagement on the largest and most complex global recruitment campaigns. Simon is passionate about recruitment strategy, which has led to a focus on working with talent acquisition in order to identify the bottlenecks that can suffocate the effectiveness of attracting the highest calibre individuals.

    Simon kindles his creative spark through his love of art and music. He is a golf addict, although his first love is Liverpool football club. He is a father to boy-girl twins that keep him away from many of his hobbies.

    Simon on LinkedIn SOAP website link Simon’s podcast, Hunters + Unicorns website link SOAP on YouTube SOAP on Instagram

    People and Resources Mentioned

    Leanne Sara Jones Hunt on LinkedIn Traction, 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 Related Podcast You Might Enjoy TRR#66 How to Grow Your Recruitment Business by Hiring Top Recruiters, with Leanne Sara Jones Hunt

    Subscribe to The Resilient Recruiter

  • As agency recruiters, we are often required to collaborate with multiple stakeholders including hiring managers, HR and Talent Acquisition. This can be incredibly challenging and frustrating - especially when there’s a lack of cooperation or a breakdown in communication.

    To facilitate an efficient and successful recruitment process, we must find a way to engage all the stakeholders. So how could you collaborate effectively with your client’s HR, Talent Acquisition and hiring managers? My special guest, Katrina Collier, will answer this question.

    Katrina Collier is on a mission to end the collaboration chaos existing between HR, recruiters & hiring managers, to better recruitment and the candidate experience. She is the author of The Robot-Proof Recruiter, a global keynote speaker, and host of The Hiring Partner Perspective (Unedited) podcast.

    Episode Outline and Highlights

    [1:40] Quick snapshot of Katrina’s background. [5:20] Underlying challenges contributing to lack of collaboration between HR, Talent Acquisition & agency recruiters. [9:36] MIndset shift - how to get recruiters to think of themselves as Partners instead of just being ‘servants’. [13:40] What to expect when establishing partnership with hiring managers. [17:20] The human factor in building trust and attracting talents. [21:00] How to be more empathetic. [27:10] Getting people to respond and improving your response rate. [42:16] “Get off LinkedIn!” - other channels to utilize when looking for candidates. [49:30] What should be the structure of a good recruiting email? [53:44] Re-engineering your business plans because of the pandemic? Katrina shares her experience. [56:39] Hope for Justice - hear about Katrina’s advocacy in supporting this charity.

    Challenges When Collaborating for Recruiters and Hiring Managers

    From Katrina’s point of view, what are the underlying challenges that can affect collaboration among these stakeholders? Two points were shared:

    Recruiters need a mindset shift in terms of partnership. HR tends to be in competition with Talent Acquisition.

    How can the above challenges be neutralized? Hear Katrina’s pragmatic advice.

    Mindset Shift to Partnership and Collaboration

    Equal and mutually respectful collaboration is the ideal scenario for recruiters and hiring managers. Recruiters need to think of themselves as equal partners in the recruitment process, instead of just focusing on a “customer service” type of mindset. Here is what Katrina said, “Get out of your head and into your heart.” It always goes back to the human factor - we are dealing with humans. Human skills are now more relevant than ever! In this episode, you will hear why.

    Building and Gaining Trust From Candidates

    As we are dealing with human beings, we need human skills to connect with candidates. So what’s the best way to build and gain trust as recruiters? Katrina mentioned important factors such as:

    Empathy and compassion Being fearless Providing certainty and clarity Patience

    Improving Your Response Rate When Contacting Candidates

    In line with the above, patience is indeed needed when we seem to be getting minimal response from potential clients and candidates. How do we get people to respond? Katrina emphasized the importance of considering your own profile and brand. Do you look like someone who is worth connecting with and speaking to, someone who could add value and provide expert insight? She also mentioned that although LinkedIn is the mainstream platform when searching for candidates, you should leave LinkedIn. I am sure it was an overemphasis, but to Katrina’s point, there are other platforms we can consider when engaging with talents. On top of that, she also gave pointers on how to rethink your approach in engaging your candidates.

    Hope for Justice

    Katrina also shared a charity organization that she fully supports, Hope for Justice. She shared how this non-profit organization impacted her life and how it impacts others. If you wish to know more about Hope for Justice, please visit their website in the links below.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Katrina Collier Bio and Contact Info

    Katrina Collier is the owner of Katrina Collier Limited . She is the author of The Robot-Proof Recruiter, a well-loved global keynote speaker, and host of The Hiring Partner Perspective (Unedited) podcast. Enticed by a newspaper advert in 2003, she started her career in recruitment. She spent 5.5 years in an agency and then 18 months in-house. She started teaching social recruiting and sourcing. Tweeting, blogging and, later, The #SocialRecruiting Show led to unexpected notoriety. This opened up opportunities to work with companies and recruiters all around the world, and even to deliver talks on 5 continents.

    She is also an Ambassador for Hope for Justice charity, and you’ll find her on LinkedIn and on Instagram & Twitter @KatrinaMCollier.

    Katrina Collier Limited website link Katrina on LinkedIn Katrina on Instagram Katrina on Twitter @KatrinaMCollier

    People and Resources Mentioned

    Hope for Justice website link Playing Big by Tara Mohr Wayne Daley on LinkedIn Mark Lundgren on LinkedIn How to Get a Meeting with Anyone by Stu Heinecke 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

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  • Imagine if instead of placing one person at a time, you were able to recruit a whole team and enjoy correspondingly bigger deal values.

    I always thought team moves were rare opportunities that you might come across once in a blue moon - if you’re lucky. That was until I met my special guest Harlan Friedman. Harlan has developed a process for “lift outs” and has moved teams multiple times in his career. Through experience, he understands the nuances of how to put these complex deals together. Sometimes instead of recruiting an intact team, Harlan creates a “dream team” and places them together at a client company.

    In this episode, you’ll hear Harlans’ tips and advice on how to strategically move teams. Plus, be inspired when you hear Harlan’s remarkable story of how he joined the search industry at age 55 with $300,000 in debt. Listen to how he turned his finances around within 18 months by becoming a consistent top producer before eventually building his own search firm.

    Episode Outline and Highlights

    [1:40] It is never too late! Hear Harlan’s remarkable story and how he joined the recruitment industry at age 55. [8:39] Differentiating factor and secret to Harlan’s success. [11:10] Best practices: reaching hard to reach clients using targeted emails and opportunistic hiring. [19:07] The effectiveness of addressing your candidate or client’s biggest concerns. [23:50] The key to being a good recruiter: don’t try to sell anybody anything. [27:40] How Harlan works in a very disciplined way. [32:19] Why take calls from individuals that you may not be able to place? [35:00] Team moves versus individual hires - how to recruit teams or even create them. [46:56] Harlan’s proudest accomplishment in the last 10 years.

    Fascinating Story of How Harlan Started His Recruitment Career

    One fascinating story about Harlan is he actually started in the search business in 2011, he was in debt and 55 years old. Harlan had enjoyed a very successful career as a public finance banker. However, when the real-estate market crashed, his high six-figure income turned zero overnight. Unfortunately, his wife lost her job around the same time and as the months went by with no job offers, they ended up $300,000 in debt.

    Harlan’s fortunes changed when he responded to an ad in Craig’s list and persuaded the owner of a small search firm to give him a chance. With no background in recruiting, Harlan became rookie of the year and the top biller in an office of about 8-10 full time recruiters, enabling him to pay off his debts in 18 months.

    The Key Success Factor

    How did Harlan do it? What made him very successful in the recruitment business even if he has no prior experience? This is how he puts it, “I think the number one answer is I am very coachable.” He shared the story of how he was inspired by a shoe salesman becoming a top salesperson of the company (you need to hear this one from Harlan). He also mentioned how discipline plays a key role in his daily routine.

    Selling by Not Selling - “Don’t Sell Anybody Anything”

    Another remarkable takeaway from our conversation is Harlan’s perspective on reaching out to clients. He focuses on what their concerns are -- not on how he will get the deal. “I don’t try to sell anybody anything. That’s the key to being a good recruiter, don’t sell. Because if they think you are selling, you have nothing.”

    Harlan revealed how he came up with his own system as he adapted to the industry. Below are some key pointers:

    Not presenting the offer unless you know it’s going to be accepted. Being extremely disciplined everyday when he steps into his office. Write a blog once a week - he creates a blog which is like a journal of what he learned the previous week and sends it to everyone in his database.

    Successful Team Moves

    As a recruiter or a business owner, how often have you successfully completed a project on which you moved a whole team instead of just one candidate? This is not something we encounter very often, and when it does happen, it tends to be opportunistic rather than strategic. In Harlan’s case, he’s developed a repeatable process for “lift outs” and he actively looks for these types of situations. According to Harlan, “The key to working with teams is a hundred percent mindset.”

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Harlan Friedman Bio and Contact Info

    Harlan is the Founder & Principal of H. Friedman Search - responsible for all recruiting of Municipal Finance Bankers, Advisors & Bond Counsel. Harlan’s recruiting efforts result in sole sourcing of both candidates and companies within the area of banking, finance & law. He oversees all recruiting nationwide representing both Regional and Super Regional Investment Banking firms and Regional and National Law Firms. He is tasked with the responsibility for overseeing and managing all aspects of client and candidate relationships from initial interview to transition. He has been instrumental in sourcing, presenting, negotiating and closing candidates.

    Harlan earned Rookie of the Year, his first complete year in the business as well as becoming a 2012 - 2018 President's Club member. Over his tenure at both Armstrong Financial Group & Novum Group which is eight years in the industry he has recruited over 85 individuals and teams throughout the United States. In 2018, Harlan was admitted into the Pinnacle Society, an elite organization for Top Recruiters in North America. He credits his in-depth knowledge of Public Finance and the Legal arena for his success. As he is fond of saying, when you know the industry inside and out, senior people welcome the opportunity to have high-level conversations with you.

    Harlan on LinkedIn Harlan on Facebook H. Friedman Search website link

    People and Resources Mentioned

    John Schlegel on LinkedIn Paul Taaffe on LinkedIn Michelle Parchman on LinkedIn 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 Related Podcast You Might Enjoy TRR#65 Recruiting Success: How to Bill $700k+ While Achieving Work-Life Balance, With John Schlegel TRR#21 The Former CFO Turned Finance Recruiter Who Billed €4M Last Year, with Paul Taaffe How to Bill Half a Million and Work Less Than 15 Hours a Week, with Michelle Parchman

    Subscribe to The Resilient Recruiter

  • Exploring new markets can be really exciting especially if you’re considering international expansion. But as much as opening offices in a new territory can present big potential for growth, it can also present an enormous amount of challenges. That is what my special guest, Rob Green, will be sharing in this episode. Rob has built recruitment teams across Europe, Asia, North America, Australia, and Africa. Despite some significant successes, it was never a walk in the park. In this interview, Rob shared both the mistakes and learnings he gained.

    Rob has almost two decades of experience in the recruitment industry, recruiting lawyers in 40 countries. He launched his career in London with Badenoch & Clark. Since then he has worked and lived in various locations around the globe. In 2014, he took over the Hong Kong branch of his company, rebranded it as GRM Search and won 15 industry awards over 8 years working with the most coveted legal firms, multinational companies and financial institutions in the world.

    Episode Outline and Highlights

    [1:49] How Rob and I were first introduced to each other. [4:29] Rob’s colorful recruiting journey in 18 years. [20:30] Challenges and resilience in recruitment during a recession. [27:11] Ego is the Enemy - what ego cost Rob and the valuable learning he had. [29:00] Rob reveals the story behind his biggest challenge by far. [35:49] In hindsight, what would Rob have done differently? [38:07] When growing your business, how fast is ‘too fast’? [46:53] The value of getting help. [50:00] Rob’s venture in South Africa - achievements and main learnings.

    Overcoming His Biggest Challenge

    Rob humbly shared his biggest challenge which took place in 2016 when he started in Hong Kong. Growing to 25 people with expensive offices, high salaries, and high commissions, the business was not sustainable. When local market conditions worsened, he had to scale down the business or go bust. Within six painful weeks, he had drastically cut his overheads which sent a shock through the HK legal recruitment market. Behind the scenes, he was going through a very tough time because of personal problems which magnified the issues he was having with his business. Rob recalled, “I had grown the business too fast. We had a number of offices that just weren’t profitable. I was trying in many cases to buy my way out of trouble by starting new desks, starting new offices… We just grew too rapidly with the wrong people and the wrong structure.”

    I certainly admire Rob’s unselfishness in sharing his story. In our conversation, you will hear what steps he took to stabilize his operation in HK while expanding successfully to South Africa.

    Key Learnings From Mistakes

    This podcast is called The Resilient Recruiter for a reason, and indeed Rob personifies that quality. He has built teams and offices in Cayman, Hong Kong, Melbourne, Johannesburg and Cape Town, which were all successes. He also expanded to Brisbane, Singapore and Tokyo which he considers as “massive failures''. Rob is happy to talk about the things that he did right as well as sharing the mistakes he made. Here are the takeaways of what he shared:

    Having the right people Having the right compensation plan Having a sound structure Understanding the culture of your market, building the market and creating the demand Try to put aside your ego

    The Value of Getting Help

    One of Rob’s key success factors is getting guidance from others. This is how he put it, “This is for all business owners for recruitment - get help!” Rob believes that you can learn a lot from fellow business owners as well as professional coaches. The key is to have a growth mindset, be receptive to feedback, open to new ideas and focused on constant improvement. As the expression goes, “you don’t know what you don’t know.”

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Rob Green Bio and Contact Info

    With almost two decades’ experience in the recruitment industry, Rob has recruited lawyers in 40 countries, working with firms and companies from the biggest in DLA Piper, Bank of America, Facebook, Alibaba, and such like, to small one-person law firms, looking to double in size. Rob launched his career with leading financial services agency, Badenoch & Clark, in London. Following his relocation to the Cayman Islands in 2005, he joined one of the Caribbean's top recruitment companies, CML, to establish the region’s leading legal recruitment provider. In 2009, Rob became a partner in the business and moved to Hong Kong to grow the business and become one of the top consultancies in Asia. He took full ownership of the Hong Kong branch and rebranded as GRM Search in 2013, winning 15 industry awards in 8 years and working with some of the most coveted legal firms, MNCs, and financial institutions in the world. Enticed by the link between Africa and Asia, Rob opened GRM Search’s first office in South Africa in Johannesburg during 2014. He moved with his family to settle in Cape Town and spearhead the growth of the business into the African continent in 2017. GRM has had notable successes in Asia, Africa and Australia, with some failures along the way to keep him humble. Rob regularly shares his views on the legal job market with industry publications, business radio shows, HR seminars, and law graduates at HKU, Stellenbosch University, and UWC. He is renowned for his global outlook, experience, legal market knowledge, and down-to-earth approach. In his spare time, Rob is the proud founder and chairman of South Africa’s first soccer programme for special needs children (GPS Vikings FC) and a part time boxing ring announcer as well as a doting father and husband.

    Rob on LinkedIn Rob on Instagram GRM Search website link GRM Intelligence website link GRM Group on YouTube

    People and Resources Mentioned

    Rob’s podcast - Welcome to My House Joel Slenning on LinkedIn Greg Savage on LinkedIn James Caan 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 Related Podcast You Might Enjoy TRR#53 How to Scale Your Staffing & Recruiting Firm to $16,000,000, With Joel Slenning TRR#81 James Caan on the 10 Characteristics of Highly Successful Recruitment Entrepreneurs TRR#64The Recruiter Roadmap to Recovery: How to Thrive in a Post-Pandemic World, with Greg Savage

    Subscribe to The Resilient Recruiter

  • For a lot of recruitment business owners, going to the next level and scaling their business can present unexpected challenges. But no matter how difficult you’re finding it to grow your recruitment business, I hope today’s episode will inspire you to never give up!

    My special guest, Edward Chamberlain, shared that by far his biggest challenge was scaling the business. In this episode, he shared how he was able to overcome a lot of obstacles you may also be facing now and build a really successful recruitment business from scratch, with no external investment.

    Ed is a serial entrepreneur and founder of Altus Partners, a market leader in Private Equity search with a team of 30 people. Ed also co-founded C&C search with his sister Lucy, an HR and business support recruiting firm. Both of these firms generate multi-million pounds in revenue. Previously, Ed was a founding member of Investigo (a Virgin fast-track business), which grew from a team of 4 to over 250 people, before its sale. He recently launched Stryve, an ATS that can help SMEs grow their businesses faster.

    Episode Outline and Highlights

    [1:52] A serial entrepreneur: Ed reveals how he started Altus Partners. [3:41] What is the ‘hybrid search’ model? [7:57] What is the map and track approach? [10:08] Enhancing your selection process with the Hogan Psychometric Evaluation. [12:16] Ed’s biggest challenge and lessons learned. [22:28] What a robust People Plan looks like. [24:28] Two keys to replicating your effectiveness as a recruiter to your whole team. [27:51] Why Ed believes that retained recruiting is the best approach in favor of the client. [33:17] Good business books recommended by Ed. [37:10] Ed’s advice to recruitment business owners who want to scale their business. [45:47] Recruiting and building a community of like-minded people . [51:49] Training as a key pillar of the business during the pandemic. [56:54] What motivated Ed to create their own ATS (Applicant Tracking System).

    Innovative Tools to Add Rigor to the Process

    As we talked about best practices, one thing I noticed is how Ed is constantly innovating and striving to add rigor to the recruiting process on behalf of the client. Ed breaks down his unique search methodology and highlights a few of the key elements:

    The Hybrid Search model The Map and Track approach Creating an Applicant Tracking System (ATS) The Hogan Psychometric evaluation tool

    You will definitely enjoy learning about how Edward’s focus on constant improvement has helped with client acquisition and scaling his businesses.

    The Challenge of Scaling A Business

    Ed is definitely a serial entrepreneur, but you might be surprised that one of the biggest challenges he had to overcome was scaling his business. He was very open about sharing his failures and learnings. You may be able to relate to some of these challenges. You will hear Ed’s advice on how to create a robust People Plan, replicating your effectiveness as a recruiter to your team, and why the retained approach works best for you and the client.

    Ed’s Advice If You Want to Scale

    So if there was one key piece of advice he would give to a business owner who wants to scale, what would that be? Ed said, “If you are going to start a recruitment firm, generally speaking you are going to be a salesperson or recruiter before that. Inherently what goes hand in hand in that is individuals that don’t like planning and often don’t like the administration piece. The bit of advice I would give to anyone is to make sure to go back and do that. Put it together, put your finances together, put a really good business plan.”

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Edward Chamberlain Bio and Contact Info

    Ed is a serial entrepreneur and the founder of Altus Partners and has built an enviable track-record, over many years within Private Equity search. He has placed from Partner to Analyst level with a range of high-profile funds to emerging managers. His guiding principles of honesty and integrity have enabled him to build long-standing, trusted relationships with key figures in the Private Equity industry.

    Ed graduated with a BA Hons in Architecture before starting his career in Search in 2002. He was a founding member of Investigo (a Virgin fast-track business), which grew from a team of 4 to over 250 people, before its sale. He helped establish another search firm in 2006 (rather this name isn't mentioned ;) One Search) – before identifying a gap in the market and setting up Altus Partners in 2009.

    Altus Partners has become a market leader in Private Equity Search and continues to thrive today, placing c-suite professionals into Private Equity Backed Companies and also Investment Professionals into the funds themselves.

    Further to this he co-founded C&C Search with his sister in 2014, which places HR and Support Staff Professionals and has a training academy (launched to counter the pandemic), which has seen over 5,000 people enroll in their courses and has won corporate training contracts with the likes of Sony, Warner Brothers, Amazon and Campbell Soup.

    More latterly, and out of a desire to see small and growing companies recruit better, he launched an ATS - Stryve. He raised seed funding of £500k in March 2021 and launches the Beta product this month!

    Ed on LinkedIn Altus Partners website link Altus Partners on Twitter @Altus_Partners Stryve website link

    People and Resources Mentioned

    Joel Slenning on LinkedIn The Five Dysfunctions of a Team by Patrick Lencion Work Rules! by Laszlo Bock The 7 Habits of Highly Effective People by Stephen Covey The Personal MBA by Josh Kaufman Key Person of Influence by Daniel Priestley 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 Related Podcast You Might Enjoy TRR#53 How to Scale Your Staffing & Recruiting Firm to $16,000,000, With Joel Slenning

    Subscribe to The Resilient Recruiter

  • If you want your clients to work with you on a retained basis, you need a strong value proposition and an effective sales process.

    In this episode, my special guest, Chris Schoettelkotte, gives a masterclass on selling retained search, including how he developed his unique value proposition. He shares how he transitioned his firm from contingent search to a retained business model. Chris and I discussed in detail why retained search is usually a better solution for the client and how to explain the benefits. You’ll even hear us deliver an impromptu training session on how to pitch exclusivity.

    Chris is the President and Founder of Manhattan Resources, an executive search firm based in Houston. Chris has been incredibly successful in the search business and he’s consistently one of the top recruiters in the United States. In his best year, Chris collected $2.3M dollars in placement fees -- that’s personal production not including his team’s billings. In this interview, you’ll discover what it takes to perform at the highest level in our industry.

    Episode Outline and Highlights

    [2:40] From a career as a corporate executive to starting an executive search firm -- how and why Chris got into the business. [7:39] Developing a powerful Value Proposition -- how Manhattan Resources differentiates their service from other search firms. [13:30] The secret to converting 95% of Manhattan Resources’ clients into repeat customers. [23:25] Why Chris isn’t concerned about the risk of flying to meet a potential client and then not getting the business. [26:10] Transitioning contingent clients to retained search, how did Chris do it? [31:41] Why the contingent model can actually work against the client due to compromised quality. [39:26] Best practices for pre-qualifying a client. [45:31] Chris’s recent example of dealing with a challenging client and why he had to be really transparent in giving feedback. [51:23] Two things that all recruiters need to understand. [55:06] What does it take to be truly excellent in the recruitment business? [1:00:41] At this stage in Chris’ career, what motivates him to keep doing what he does?

    How Manhattan Partners Convert 95% of Their Clients Into Repeat Customers

    On top of being ranked as one of Houston’s top search firms for 18 straight years, another outstanding feat of Manhattan Resources is having a minimum 95% of clients becoming repeat customers. What is their secret? Chris shared, “It is all about investing in long term relationships.”

    For Chris, this means having the proper value proposition for your clients and candidates as well as going above and beyond what is expected. He shared how his approach works for most of his clients - jumping on a flight and visiting every potential client to get to know them. “There is not a time where the client said, ‘Hey you’re in Houston, I’m in New Jersey, and we want to hire you, you don’t need to come.’ Yes we do. So we are going to get on a plane, we are going to fly to New Jersey, we are going to get a hotel, we are going to spend a couple of days in your office, I want to interview all the stakeholders involved in this position… At the end of this before I get back on a plane I am going to go to whoever the primary stakeholder is… I’m going to say, this is what I know...”

    Isn’t it risky to invest time and money up front? What if the deal doesn’t materialize? Chris admitted this can sometimes happen, and shared a couple of actual experiences. But this is immaterial compared to the relationship built and the long term benefits produced.

    How to Sell Exclusivity

    Manhattan Resources started out as a contingent search firm because, in Chris’s words, he simply didn’t know any better at the time. However, they quickly evolved into a retained executive search business. Chris explains how and why they switched to the retained model not just because it’s more profitable, but also because it benefits the client as well. In this part of our conversation, you will hear verbiage that you can use to sell the true benefit of retained search. Chris indeed shared how he was able to convert his contingent clients into embracing the retained approach.

    The Two Things All Recruiters Must Understand

    Another golden nugget of wisdom shared is the two things all recruiters must understand:

    Everytime you place somebody, that’s a relationship that you should never, ever let go. When you complete a search, all those people you didn’t place, you should follow up with them, thank them, and continue to build a relationship with them.

    Chris further elaborated on the second point, which is actually a brilliant approach in establishing a potential business relationship in the future.

    What Does it Take to be Successful in Recruitment?

    Chris’ longevity and accomplishments in the recruitment industry gives him credibility to give advice on what it takes to be successful in this business. He mentioned insightful advice and here are some takeaways:

    Mental agility Approaching recruitment as a profession Building your brand of excellence

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Chris Schoettelkotte Bio and Contact Info

    Chris Schoettelkotte founded Manhattan Resources in 1999 after serving in various leadership positions with Union Pacific, Olsten Corporation and Corporate Express. His background in business strategy, integration, high performance team development and business turnarounds in both corporate and private equity environments uniquely prepared Chris to look at Executive Search differently. Chris determined from the beginning that the value proposition in the search industry wasn’t strong enough or aligned properly with the needs of the client. Building and refining a robust and transparent search process that enables our client’s to make strategic hiring decisions confidently has always been his primary focus.

    Chris believes that helping our clients build high performance teams is our mission. We do this by working with our clients to understand our client’s business and the specific needs of the team. We work with our clients to fill the intellectual capital needs of the team while carefully keeping in mind the individual cultures of our client companies. Chris has his B.A. in Business from Western Illinois University and his MBA in International Business from the University of Houston Bauer College of Business. Chris enjoys coaching Boys Varsity Basketball in Houston, Texas where he resides with his wife Anna and their four children.

    Chris on LinkedIn Manhattan Resources website link Manhattan Resources on Facebook Manhattan Resources on Instagram Manhattan Resources on Twitter @MR_ExecSearch

    People and Resources Mentioned

    Jordan Rayboy on LinkedIn 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 Related Podcast You Might Enjoy TRR#46 How to Run a Million Dollar Recruiting Firm From Your RV, with Jordan Rayboy

    Subscribe to The Resilient Recruiter

  • If you enjoy listening to the Resilient Recruiter podcast, I have a special treat for you. In this episode, I am collaborating with fellow podcaster, Hishem Azzouz, host of the Recruitment Mentors podcast. Between us, Hishem and I have interviewed hundreds of recruitment business owners. We decided to compare notes and discuss the key factors that the most successful recruitment companies share in common. We both came up with five things, so you are about to hear the top ten success factors for growing your business.

    Episode Outline and Highlights

    [4:06] Willingness to seek help. [6:56] Niche market specialization. [12:33] Don’t romanticize what worked in the past. [18:33] The ability to attract and retain top recruiters. [22:35] Investing just as much into keeping people as hiring people. [26:22] Serious commitment to talent development and career progression within your organization. [30:17] Having a compelling vision for your company. [34:20] Developing your culture. [39:43] Humility. [43:18] Investing in marketing.

    The Top Ten Success Factors for Growing Your Recruitment Business

    Willingness to seek help.

    Hishem stated, “A common hindsight learning that I hear sometimes from recruitment business leaders that have gone on to do really well, when I ask them things like ‘What would you do differently’ or ‘If you could speak to your younger self, what would you say?’, a real common answer is they would have asked for help more quickly.”

    Niche market specialization.

    The vast majority of the firm owners I’ve interviewed or worked with who have been the most successful are specialists in a particular field. Hear the reasons why focusing on a particular niche is building your marketplace rather than limiting it.

    Don’t romanticize what worked in the past.

    Being open-minded to trying new things, learning, and getting out of your comfort zone are qualities that make a successful recruitment leader. Successful leaders do not romanticize what worked for them 10 or 15 years ago. They are always thinking, learning, and trying to understand what more they could be doing.

    The ability to attract and retain top recruiters.

    Internal recruitment strategy is critical. The companies that scale are really good at recruiting recruiters. In contrast, the companies that remain small may not be able to figure that important piece out.

    Investing just as much into keeping people as hiring people.

    Investing heavily in talent development is an important key to scaling your business. Having a mindset of nurturing current employees is a successful recruiter leader’s way of thinking.

    Serious commitment to talent development and career progression within your organization.

    Complementary with the above previous points mentioned, having a serious commitment to establishing a career ladder within your organization is key to growing your business. Hishem added, “I’ve been interviewing people in their first year in recruitment, second year in recruitment, and they are all people who have graduated in the last two years. I just ask them a direct question like, ‘what type of company are you excited to work for?’ The number one thing is progression.

    Having a compelling vision for the company.

    Genuinely, most scaling recruitment agencies that you may know in the market are guaranteed to have clarity on what they want and where they are going. This inspires confidence in your existing team members and attracts great people to join your company.

    Developing your culture.

    The question is have you designed your culture? Or do you just have a culture by default? The most important defining feature of the culture comes down to the values.

    Humility.

    “For me personally in my own experience, most recruitment business leaders I speak to have humility in abundance,” explained Hishem. This enables leaders to have an open mind to learn and grow.

    Investing in marketing.

    Recruiting is a sales business, and like my friend Greg Savage says, your sixth, or seventh hire should be a full-time marketing person. Visibility as a thought leader and someone who adds value to your industry is ultimately good for business. Investing in marketing is significant to achieve this goal.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Hishem Azzouz Bio and Contact Info

    An underperforming recruiter that turned his fortunes 180 degrees in six months using the power of personal branding and the launch of the Recruitment Mentors podcast. Over 100 episodes, and 20,000 monthly listeners later he founded Azzouz Branding to help recruiters leverage personal branding & social selling. He helped 200+ agencies and consultants build their brands. Recruitment Mentors is the brainchild of Hishem Azzouz.

    Hishem on LinkedIn Recruitment Mentors podcast link Recruitment Mentors website link

    People and Resources Mentioned

    Michael Young on LinkedIn James Caan on LinkedIn James Fernandes on LinkedIn Ego Is the Enemy by Ryan Holiday Greg Savage 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 Related Podcast You Might Enjoy TRR#81 James Caan on the 10 Characteristics of Highly Successful Recruitment Entrepreneurs TRR#64 The Recruiter Roadmap to Recovery: How to Thrive in a Post-Pandemic World, with Greg Savage

    Subscribe to The Resilient Recruiter

  • When you started in your recruitment career, how long did you visualize yourself doing this for? Many recruiters get into this profession because of the earning potential but don’t necessarily see recruiting as a long-term career. There’s no question that recruitment is challenging. The failure rate among rookie recruiters is high and many experienced recruiters suffer from burnout. Is it possible to make recruitment a rewarding career for the long term?

    My special guest, Michael Goldman, is an example of someone who has enjoyed longevity and sustained success in recruitment. Michael started his recruitment career in 1980 and founded his own firm, Strategic Associates, in 1988. Michael has built an excellent reputation as an executive recruiter in manufacturing and supply chain nationwide, in both contingency and retained basis. He is a Founding Member and former President of the Pinnacle Society. Having run a successful desk for over 40 years, and being consistently a top producer, he also speaks on, and enjoys teaching, recruiting tactics and strategies to recruiters globally. In this episode, Michael shares his passion, learning, and what makes his recruitment career a fulfilling and rewarding path.

    Episode Outline and Highlights

    [4:22] Michael’s story on how he got into recruiting in the 80’s. [7:54] The 3 keys to long term success and fulfilment as a recruiter [10:42] Understanding the value you bring to clients and candidates. [17:48] How to become a "career conciliere" rather than just a "resume traffic cop" [26:22] The power question to ask your client to engage them. [29:01] Trying to convert a contingent client to a retainer: what are the best selling points? [40:00] In his 40 years in the industry, what is the biggest challenge that Michael has faced? [44:28] Michael reveals a quote he cut out of a newspaper years ago that drives him to this day. [48:13] Michael's recruitment solo practice.

    The 3 Keys to Long Term Success and Fulfilment as a Recruiter

    Successfully running his desk as a consistent top biller for 40 years, I wanted to ask Michael on what can young recruiters learn from a seasoned veteran like him. He responded, “understand what it means to bring value.” MIchael is passionate about helping recruiters develop themselves as "counseling" rather than "transactional" recruiters. He has helped a lot of recruiters, candidates, and clients as well as changed people’s lives with this clear mission of bringing value. He further expanded on what this means and outlined three keys:

    Understanding the purpose of your business Understanding what value you could bring Understanding how to influence people rather than “sell, sell, sell.”

    What It Means to Add Value

    What does it mean to add value as a recruiter? Michael explained, “Providing expertise, a counsel to help guide people not just on where they want to get to from point A to point Z. But how to put tools and tactics and strategies together to get to that point. We are not about just transactionally being traffic cops and sending out resumes and setting up interviews. The better among us, the most self-fulfilled among us are ones that can tap into what will help motivate people for success. It is not just on the candidate’s side it is on the client’s side too.”

    I absolutely agree with this mindset. Recruiting is indeed not about being too transactional as engaging with your stakeholders and motivating them. I believe this approach is the secret to Michael’s longevity in this industry.

    Why Michael Does Things that Scare Him

    Michael shared a fantastic quote from the Founder of Southwest Airlines: “I love to do things that scare me because without fear there is no courage.” He cut this quote out of a newspaper years ago and it’s wisdom drives him to this day. This philosophy has helped Michael face challenges, adapt to changes and always stay out of his comfort zone. Do you have a favourite motivational quote you can share? Let me know in the comments below!

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Michael Goldman Bio and Contact Info

    Since 1980, both in his native New York and Austin, Texas, Michael Goldman has cultivated a respected reputation for achievement in nationwide manufacturing/supply chain executive recruitment on both a contingency and retained basis. In 1988, he founded Strategic Associates with the purpose of creating a highly specialized firm encompassing talent in the areas of supply chain, procurement, quality/regulatory affairs and operations (plant and corporate). Clients span industries from medical devices to consumer packaged goods to industrial to high technology products–from perishable goods to durable–from food products to computers and personal communication devices to biomedical technology to capital equipment. They are from Fortune 500 and 50 to mid-sized privately-held firms.

    Michael is an original Founding Member of the Pinnacle Society and, from 1991 to 1995, served two consecutive terms as its second president. He was awarded the Honorary Lifetime Membership in recognition of both his accomplishments in recruiting and service to Pinnacle. In addition, he has earned his CPC through the National Association of Personnel Services.

    Along with continuously maintaining his consistent success as a “desk-running” recruiter for over 40 years (and currently), Michael also speaks on and teaches domestically and internationally advanced and basic recruiting tactics and strategies. He has been requested to provide grass-roots recruitment seminars and speaking engagements to American state and national organizations as well as international audiences. To date he has personally educated recruitment professionals in the US, Ireland, England and South Africa. In addition, he has conducted webinars for state recruiting organizations and Pinnacle Society meetings and Pinnacle Panel events.

    Michael on LinkedIn Michael’s website link

    People and Resources Mentioned

    John Schlegel on LinkedIn James Caan on LinkedIn Jeff Herzog on LinkedIn Danny Cahill on LinkedIn Paul Hickey on LinkedIn The E-Myth by Michael Gerber Joel Slenning on LinkedIn 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 Related Podcast You Might Enjoy TRR#65 Recruiting Success: How to Bill $700k+ While Achieving Work-Life Balance, With John Schlegel TRR#53 How to Scale Your Staffing & Recruiting Firm to $16,000,000, With Joel Slenning TRR#71 How to Build a Successful Executive Search Business While Running Your Own Desk, with Jeff Herzog TRR#81 James Caan on the 10 Characteristics of Highly Successful Recruitment Entrepreneurs

    Subscribe to The Resilient Recruiter

  • Starting a recruitment business isn’t easy. Scaling a recruitment business is even harder, as evidenced by the fact that 73% of recruitment companies never grow beyond 10 employees. Selling a recruitment business is rare indeed -- according to BDO there are only 20-40 M&A deals done per year in the UK recruitment sector.

    Accomplishing all of this in 7 years while still in your 30’s is practically unheard of. Yet that’s exactly what my special guest, Karla Reffold, has achieved. I had so much fun interviewing Karla about her entrepreneurial journey as a young, female founder. She shared the challenges she faced and the crazy ups and downs she experienced. You’ll hear what she learned from having founded, scaled and sold her recruitment business in the tech space -- traditionally a male-dominated sector.

    Karla founded the international recruitment business, BeecherMadden in 2010 before overseeing the acquisition by Nicoll Curtin. In 2020 she joined Orpheus Cyber as COO. Karla is also an experienced speaker on cyber security and was included in SC Magazine’s Top 50 Women in Security in 2019.

    Episode Outline and Highlights

    [1:57] Karla talks about how she launched, scaled, and sold her recruitment business at a young age. [6:01] When should you expand? Karla’s trigger for making your next hire. [11:10] How Karla established a foundation for growth during the first 12 months. [15:40] Hear how the “Green Flag System” helped Karla’s business to consistently grow. [19:00] Best practices to be successful in winning business. [26:08] Hiring based on values, developing your company values and assessing talent against them. [28:00] Resilience when things don’t go your way - Karla shared the key challenges she encountered while growing her startup recruitment business. [32:40] Karla reveals why she decided to expand to the US and what she learned from opening an office in New York. [46:30] When is the right time to exit and sell your business? [54:22] Challenges of being a young female founder in the tech space.

    Increase Your Success in Winning Businesses

    A critical part of Karla’s success as a founder is how she consistently wins businesses which immensely contributed to her company’s growth. What are the keys to increasing your success in winning clients? Karla shared at least three.

    Invest in marketing and branding. BeecherMadden created a salary survey which they leveraged to get publicity and appointments with key prospects. She also set up internship programs to create a strong social media presence, which in turn launched marketing careers for her interns. Speaking engagements. Karla would speak at every industry event she could, persuading event organizers to give her an opportunity. Her expertise in tech enabled her to share meaningful insights and these speaking engagements helped to make the BeecherMadden brand dominant in the cyber security market. People. As a team, they really focused on business development and Karla gives credit to the hard work her team put in. Confidence. Something that really stood out to me was Karla’s confidence, which she explained is something she’s always had. Her upbringing played an important part in her envisioning success and knowing that she can do anything she puts her mind into.

    What if Things Don’t Go Your Way?

    As a young founder, things wobbled a bit when she was expanding quickly. In fact, she believed that one of her learnings as a business owner is that growing too quickly can create a lot of problems. Another huge challenge is stepping back from the day to day management, which she attempted to do after her second child was born. Karla told me the story of hiring a Managing Director to run the business while she was on maternity leave, which turned out to be a disaster. Listen to how she was able to get things back on track after this major setback. Hear her other stories as well as her key learnings on never underestimating her value. If you are a business owner or someone who is just starting, you may find this one truly relevant.

    Careers Beyond Recruitment - Becoming a Senior Executive in the Tech Space

    Karla is now a COO at Orpheus, a leading cyber threat intelligence and cyber risk rating company and is respected in her industry. Unfortunately, that respect wasn’t always there. What were the challenges she faced as a young woman in tech? Karla recalled, “I was in my 20’s when I started... I remember people would literally say things like, “you’re very young aren’t you?” Fortunately, Karla believes the industry has changed for the better and the tech space is gradually becoming more diverse.

    In 2020, Karla transitioned from the recruitment industry to cyber security, which brings a new set of challenges. One question she now gets asked is “Wow, how does a recruiter become a COO?” Her response: “I founded a 7-figure business and sold it for a really decent multiple - that’s how.”

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Karla Reffold Bio and Contact Info

    An experienced business owner and leader, Karla is passionate about values-led leadership and people development. Karla founded the international recruitment business, BeecherMadden in 2010 before overseeing the acquisition by Nicoll Curtin. In 2020 she joined Orpheus Cyber as COO. Orpheus is a threat intelligence company with a SAAS platform that helps organisations manage their own risk, and that of their third parties, with an easy-to-understand cyber risk score.

    Karla is an industry awards judge, the host of industry interviews on the Cyber Talks media platform and the Zero Hour Podcast. She is also an experienced speaker, on the topic of cyber security and women in technology. Karla was included in SC Magazine’s Top 50 Women in Security in 2019. She was a finalist at the Women of the Future awards in 2016, for Entrepreneur of the Year and a finalist in The Future Ladies Awards for Mentor of the Year in 2019.

    Karla’s website link Karla on LinkedIn Karla on Instagram Karla on Twitter @karla_reffold Orpheus Cyber website link

    People and Resources Mentioned

    Leanne Sarah Jones Hunt on LinkedIn Mindset: The New Psychology of Success by Carol Dweck 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 Related Podcast You Might Enjoy TRR#66 How to Grow Your Recruitment Business by Hiring Top Recruiters, with Leanne Sara Jones Hunt

    Subscribe to The Resilient Recruiter

  • One of the common factors that fast-growing recruitment companies share is that they invest in their people. To attract great recruiters, maximize their performance and retain them as pillars upon which you can build your business, you need a solid career development program in place including excellent training and development.

    What does a world-class talent development program look like? I can’t think of anyone better qualified to answer that question than my special guest, Ann Swain. Ann is the Global CEO of APSCo, an international trade body representing the recruitment sector with operations in the UK, Germany, Singapore, and Australia. Ann has over 30 years’ recruitment experience, and co-authored the best-selling Professional Recruiter’s Handbook.

    Episode Outline and Highlights

    [1:10] An easy and inexpensive way to way to begin training your new recruiters. [7:57] Brief introduction to APSCo (Association of Professional Staffing Companies). [11:45] Talent development and making recruitment a real profession. [18:34] What does a world-class talent development program look like? [26:45] What can we do in the recruitment sector to create pathways for more women to the top? [31:49] Culture by design - what should business owners consider when designing the culture of their workplace? [35:08] Trends, opportunities and challenges for recruiters post-COVID. [46:06] Planning to expand internationally? Factors to consider.

    What Does A World-Class Talent Development Program Look Like?

    Ann is passionate about talent development and making the recruitment sector into the profession it deserves to be. The two are interrelated, and should be brought together in order to maximize your team’s performance and attract great people. With over 30 years’ career in recruitment and global talent development, what does a world-class career and talent development program look like for Ann? She laid out the following pointers:

    Training shouldn’t stop once someone completes their induction / onboarding. It should be a career long program. Utilize both internal and external resources when creating a development program. It should be organized and have flexibility, avoiding a cookie-cutter approach. Should be a mix of online training and face to face delivery. Be creative - don’t focus purely on skills development. “The recruitment market should start looking at personal development rather than just skills-based training.” The benefits of a mentoring program.

    To conclude, Ann said, “I think from a development program, it goes beyond training, it goes to mentoring, it goes to personal development across the board in things that are not only about recruitment and skill sets necessary, but as an individual - how you can grow throughout your career.”

    Creating Pathways to Greater Diversity

    Working my way through Recruiter Magazine’s Hot 100 List, I noticed that there are only around six women on the list of Founders and CEOs, which I thought as an industry we could do better. I took this chance to ask Ann, as someone who made it to the C-suite, what she believes we can do to create pathways for more women to the top. She shared a very interesting insight.

    Ann said, “I’ve been involved in ‘Women in Recruitment’ for a very long period of time and we have done research every year, to see whether that figure has changed. It hasn’t changed enough and there are definitely things we can do.” One of the things they found is that “we lose women from the recruitment market, not all of them but a big percentage.” And what could be the reason? Cultural fit. Listen to how Ann further elaborated this aspect and how we can do better as a sector in terms of gender balance and diversity.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Ann Swain Bio and Contact Info

    Ann Swain is the Global CEO of APSCo, an international trade body representing the professional recruitment sector with operations in the UK, Germany, Singapore and Australia. Ann has over 30 years’ recruitment experience and is co-author of the best-selling Professional Recruiter’s Handbook. In 2009, she was honoured to receive a fellowship from the NSPCC and in 2014 she joined the Executive Committee of Women in Recruitment. In 2018, Ann received the prestigious Leadership Award from the Trader Association Forum and features in Staffing Industry Analysts Global Power List of the most influential women in professional recruitment.

    An acknowledged thought leader, Ann features regularly in the national, HR, business and recruitment media and is a popular platform speaker at conferences around the world.

    Ann on LinkedIn Ann on Twitter @AnnAPSCo APSCo website link APSCo on Facebook APSCo on Instagram

    People and Resources Mentioned

    The Professional Recruiter's Handbook: Delivering Excellence in Recruitment Practice Plamen Ivanoff on LinkedIn Jane Newell Brown on LinkedIn Women in Recruitment website link Women in Recruitment 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 Related Podcast You Might Enjoy TRR#43 How to Transition From Contingency CV Supplier to Consultative Retained Recruiter, with Plamen Ivanoff

    Subscribe to The Resilient Recruiter

  • Is it really possible to work less and make more? It seems counter-intuitive and the majority of big billers I know advocate the “hustle and grind” approach. But what if you could work smarter rather than harder?

    My special guest, Michelle Parchman, has been doing this for years - billing half a million dollars per annum by working 2 to 3 hours a day. Like me, you will find her thought process revolutionary! Listening to our conversation may move you to revisit your way of working, your values and how you define success.

    Michelle is originally a CPA and began her public accounting career in auditing with Anderson in Dallas. After 17 years in Big Four public accounting plus seven years with the largest executive search firm in San Antonio, she founded Parchman and Parchman Executive Search in 2009, specializing in accounting, finance, tax, legal and C-level searches. Parchman and Parchman was named by Forbes as one of America’s best recruiting firms and Michelle has been described as one of San Antonio’s Most Inspiring and Influential Women. She is also a Board Director for the Pinnacle Society, the premier consortium of 80 leading recruiters in North America.

    Episode Outline and Highlights

    [2:37] Transition from accounting to executive search - Michelle shares her story. [9:50] Putting processes and systems in place to make things happen - what to learn from Indy Race’s refuelling methods. [12:00] How to accomplish billing half a million and work in less than 15 hours a week - four solid takeaways. [16:54] Why is Michelle working only two to three hours a day? Hear her revolutionary insight. [22:01] Best practices on planning and prioritization - when to do it, how to do it, and thought process. [30:09] Network power and why your network can be your bank account. [34:22] Advice on becoming super efficient. [43:31] How to become a master in a balanced life. [51:00] Why Michelle works exclusively with clients.

    From Public Accounting to Executive Search

    Michelle revealed her journey and transition from being a public accountant for 17 years to becoming an owner of an executive search business. If you are just starting your career as a recruiter, you will definitely relate to her story. It was not all rainbows and butterflies, as she also relayed how it was challenging for her at the outset. The recruitment firm she initially worked for did not fully fit with her way of working, which led her to create systems and processes. “It was very challenging in the first six months, I didn’t think that I was going to like it, I didn’t think I was going to succeed, but once I was able to kind of roll up my sleeves and lay out processes like ‘this is how we are going to strategize to get new clients’… It was great!”

    With her current success, what were really her daily thoughts during the painstaking first six months? “I think I typically persevere and I want to succeed and I am motivated. I’m just not willing to not let this work.” Indeed, an inspiring story for our new recruiters out there, or anyone facing adversity and overwhelm.

    Bill Half Million and Work Less Than 15 Hours a Week

    Is it possible to hit half a million dollars in billings by working only 15 hours a week? “It is 100 percent possible, and I have been doing it for years and years,” Michelle confirmed. The foundation is her thought process. She evaluates and prioritizes all her work activities based on ROI (return on investment). “It is because I look at everything as ROI. So every single thing I do, I think in my head, what is the return on my investment? For me it’s time. Time and then money. I try to make sure that everything I do is going to take me the least amount of time and give me the highest amount of money.”

    Some of my key takeaways of our conversation:

    Thinking about the ROI - not just for money but for your time. “Working closest to the money.” Coming up with the ten most important things to do each day - ranked . Know your values (what’s most important to you) and prioritize accordingly.

    The Power of Network

    Another key factor for success that Michelle revealed in our conversation was her network. She said, “I just feel blessed in the sense that I know really smart people.” Her network is based on two foundational principles - relationship building and ethics. Ethics plays a major role when selecting her network. Also knowing that the people she surrounds herself with are so trusted and credentialed, it makes her job really easy when she gets referrals because she knows that they would only refer her people who also have the same level of ethics and professionalism.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Michelle Parchman Bio and Contact Info

    Michelle is a Certified Public Accountant and Certified Personnel Consultant. She graduated with distinction from Oklahoma University with a BBA, concentration in accounting. Michelle began her public accounting career in auditing with Andersen in Dallas. During her 17-year successful tenure with Andersen, Michelle worked in Audit, Tax, Business Development, and Recruiting.

    Michelle has received numerous awards and recognition:

    Inspiring Woman – San Antonio’s Most Successful Women Forbes recognition for America’s Best Recruiting Firm (selected by Peers and HR). Top Permanent Placement Firm in San Antonio, San Antonio Business Journal, 2011, and every year thereafter. Ranked as Top 25 Texas Recruiter, Texas Association of Personnel Consultants, 2004, and every year beyond, until the Association ceased. Ranked as the #10 Recruiter in Texas, multiple years Rookie of the Year, Texas Association of Personnel Consultants, 2004 #1 Recruiter, San Antonio Association of Personnel Consultants, 2004 and every year beyond, until the Association ceased. Rookie of the Year, San Antonio Association of Personnel Consultants Consultant of the Year, largest search firm in San Antonio, (every year employed)

    In 2009, Michelle founded Parchman + Parchman, Executive Search Experts, a highly specialized, niche recruiting firm specializing in Accounting, Finance, Tax, Legal, and C-Level searches. The primary function of the firm is to locate and present the best-qualified talent the current market has to offer. Michelle brings more than 20 years collective experience in the recruitment and placement of qualified professionals. Michelle is also Current Board of Director for The Pinnacle Society, the premier Consortium of 80 Industry-Leading Recruiters in North America.

    Michelle on LinkedIn Parchman + Parchman Executive Search website link

    People and Resources Mentioned

    John Schlegel on LinkedIn 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 Related Podcast You Might Enjoy TR#65 Recruiting Success: How to Bill $700k+ While Achieving Work-Life Balance, With John Schlegel

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  • Business acquisitions can be a hassle and can present a lot of challenges - especially when it comes to the integration of management, culture, and way of working. My special guest, Ross Eades, believes that as challenging as it may be, strategic acquisitions can effectively lead your business to phenomenal growth! Hear his experience and approach on how he built recruitment powerhouse businesses and how he kept his current organization’s business growing despite the pandemic.

    Ross is the CEO of RED Commerce, a global leader in placing SAP professionals with 250 employees and six locations around the world. Prior to joining RED Commerce in 2018, Ross was the CEO of Horton Group International - a global executive search and leadership firm with 50 offices in 32 countries. Ross has a phenomenal track record as a CEO within the recruiting and staffing industry.

    Episode Outline and Highlights

    Ross shares his journey of building up InterQuest Group PLC - his challenges and key learnings. Increasing the business by 10x in 5 years - four key success factors for such a phenomenal growth rate. Moving to Horton International - Ross’s enormous undertakings and significant contributions. Strategic planning in growing your business - hear Ross’s key takeaways on the planning process and collaboration. What attracted Ross to join RED and how he steered the organization through the pandemic. Post-pandemic adjustments - what are the learnings that organizations should keep even after things go back to ‘normal’. What are secrets to attracting and retaining good people for your recruitment business?

    Increasing the Business by Ten Times in Five Years

    One of Ross’s amazing feats when he was with InterQuest was growing the business from 10M to 100M USD in five years. So I had to ask him, what were the key success factors that enabled him to achieve that phenomenal growth rate? Ross responded, “I put a lot of it down to the focus of the teams we had and the businesses we bought in. The idea was to have a selection of specialist teams.” This ‘specialist approach’ contributed highly to the growth and success of InterQuest.

    Ross also added his thoughts and practices in growing a business through acquisitions. Mainly in three areas:

    Management Due Diligence Pre-Acquisition Post-Acquisition

    He also elaborated on the benefits and value of growing through strategic acquisitions. It is not easy to integrate new businesses, so best-practices and learnings from personal experiences to overcome difficulties were shared. Best to hear all these pieces of gems from Ross himself.

    Steering Through the Pandemic

    Ross eventually joined RED SAP Solutions. One of his notable accomplishments as CEO is steering the organization to success during the pandemic. The company is still doing an amazing job during the crisis and continues to grow. Were there any things they would have done differently? Ross answered, “I have not given it that much thought to be honest. There isn’t anything… I can’t identify anything that we haven’t done that if I had our time again last year we would have done. I think we were very quick to put the right things in place and to try and protect the business and as many people’s job as we possibly can.”

    So now things that are ‘normalizing’, what learnings or changes could organizations adapt to retain post-pandemic? I asked this question to Ross for RED, and his answer was definitely insightful. Hear his thoughts on a hybrid model of working in the office and remotely.

    Retaining Amazing Talents

    A key factor when growing your recruitment business is attracting and retaining great talent. This is definitely a challenge, ironically, to the recruitment industry. So if you ask Ross of the secrets in attracting and retaining talent, he mentioned these key factors:

    Brand Market Career development path Your own growth

    In this episode, you’ll hear Ross explain these points in detail.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: www.recruitmentcoach.com/retained

    Ross Eades Bio and Contact Info

    Ross Eades is the Chief Executive Officer of RED Commerce and holds a seat on the RED Board of Directors. Ross joined RED in May 2018, with a wealth of recruitment experience in international blue-chip organisations. He has a successful track record spanning 24 years (as a CEO), creating growth, both organically and via strategic acquisitions, within the technology sector. Prior to assuming the Chief Executive Officer role at RED, Ross held the post of Chief Executive Officer of Horton Group International – a global executive search and leadership firm, with 50 offices in 32 countries.

    Ross spent several years building Modis Professional Services Group International into a £300m turnover, 800+ staff, European professional services organisation, with key brands Modis and Badenoch & Clark. Ross has taken a private business through an IPO to successful flotation and listing on the London Stock Exchange, as well as achieving a significant trade sale at a premium price.

    Previous successes include five years developing InterQuest Group plc from £10m to £100m+ in revenues, achieving all analyst profit expectations and four years completing the turnaround of UK staffing organization, Kellan Group plc.

    Ross on LinkedIn RED SAP Solutions website link RED SAP Solutions on Twitter @REDSAPSolutions RED SAP Solutions on Facebook RED SAP Solutions on Instagram RED SAP Solutions on Youtube

    People and Resources Mentioned

    Romney Rawes info 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

  • Want to accelerate growth and increase your recruitment business profits? According to Nathan Callaghan, it’s about hiring the right people and creating a culture where they can thrive.

    Nathan is Managing Director at Futureheads Recruitment - an award winning recruitment company based in London with a team of 30. They have been awarded Great Place to Work multiple times as well as listed on the London Stock Exchange’s 1000 companies to inspire Britain several years in a row.

    I asked Nathan about the factors that contributed to Futureheads being ranked by Recruiter Magazine as one of their Hot 100 companies, based on GP/employee. Some of the success factors he shared include niche market specialization, clear company values, a culture of collaboration and a career path that allows people to play to their strengths.

    Episode Outline and Highlights

    [2:20] Two pointers to keep in mind to thrive while specializing in your niche. [4:55] Managing the client journey - Nathan shares how they make it easy to engage with clients. [10:39] Getting the balance in giving your team freedom of creativity while upholding company standards. [14:50] Key lessons in 2020 that shaped Futureheads decision making in 2021. [22:55] The non-negotiable values that were upheld during the challenging times of the pandemic. [35:00] Great approach to capture massive opportunities in the current market while establishing a career path for your team. [45:30] How to assign your team to their area of focus to establish fluidity and coherence. [52:08] Attributes that are more important than experience - what to look for when hiring.

    The Benefit of Being Niche Market Specialists

    I asked Nathan about their approach to niche specialization. Futureheads has a deep and genuine commitment to being experts who focus on a handful of digital specializations rather than “tackling a bit of everything.”

    I am a big believer of niche specialization so it was interesting hearing Nathan lay out how and why they do it this way. Nathan shared insights on how to increase your success while specializing in your niche:

    You must balance the rigour of good recruitment practice alongside genuine interest in the space. As you scale, it is really important to put a strong client management process around that niche focus.

    Is the 360 Model Outdated? Futureheads Wants their Recruitment Consultants to Play to their Strengths

    One positive impact of the pandemic for Futureheads was redesigning their business model and adopting a more collaborative approach. Nathan explained that the management team started questioning, “why are we asking people to conform to the 360 model?”

    He elaborated: “If we want our people to really thrive and reach their peak performance, let’s stop pushing people to do things where the enjoyment and engagement isn’t there. Let’s create career paths where they can play to their strengths and focus on the component of the job that makes sense to them, whether that’s client acquisition, process management, candidate engagement. Giving people control back is really working for us.”

    According to Nathan, some people can perform well as 360 degree Consultants, but the majority of people truly excel at either the client side or candidate side, not both. He believes they’ll get the most out of people and have a happier, more engaged team if everyone plays to their strengths. At futureheads, Consultants can choose whether they want to focus on client acquisition, candidate generation or process management. The Consultants then partner with each other and collaborate to complete projects and make placements.

    Interestingly the job titles and career paths are the same for both sides of the desk, so Consultants who are excellent at candidate generation and engagement have the same opportunities for promotion as the business developers who open new accounts.

    What Attributes Make a Successful Recruitment Consultant?

    Futureheads were recognized by the Recruiter Magazine’s Hot 100 List which is the most successful recruitment companies in the UK based on GP per employee. They are now looking for future growth. Nathan mentioned they are hiring and focus more on people who have the right attributes, rather than necessarily having recruitment experience. So I asked him “what are the top attributes you look for more than the experience? Here are the takeaways:

    Genuinely caring about what you do The ability to maintain a level head during the best and worst of times Strong work ethic, which for Nathan doesn’t mean unnecessary long hours, but rather “output you deliver while you’re at work.”

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology plus methodology enables recruiters to differentiate themselves from the competition, win retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no obligation consultation here: http://resources.i-intro.co.uk/markwhitby

    Nathan Callaghan Bio and Contact Info

    Nathan Callaghan is Managing Director at Futureheads Recruitment. A seasoned recruitment professional, with substantial experience leading recruitment business within the digital and technology space. For over twenty years he has identified talent for a variety of businesses, working both as an agency and inhouse recruiter. He has worked in multiple recruitment start ups during his career and has a strong track record in creating new service lines within existing brands. He has been part of management teams in high growth recruitment environments, a business owner and in his role at Futureheads has found a leadership position that allows him to balance a values led approach with commercial thinking.

    Nathan on LinkedIn Futureheads Recruitment website link Futureheads on twitter @FutureheadsJobs 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

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  • From changing people’s lives to creating positive social and economic impact, a career in recruitment can be a truly fulfilling experience. Despite the best intentions, you may still face the frustration of being perceived as a salesperson who is just after the fee, rather than what is the best for your candidate and your client. How do you change this perception? For Charles Cameron, it is all about defining and selling the value of what you do.

    My special guest Charles is the CEO of RCSA Australia and New Zealand and Vice President of the World Employment Confederation, the global lobby group for the recruitment, staffing and HR services industry. In our discussion, you will hear Charles’ insights on the importance of genuinely professional recruitment consultants and how to sell that value to your clients. Charles also shared why recruiters will always remain relevant despite the continued rise of online and AI platforms and why cooperation in our industry will make us stronger and more influential.

    Episode Outline and Highlights

    [3:27] How Charles got into the recruiting industry. [8:05] Charles talks about the importance of genuinely professional recruitment and staffing consultants. [14:10] The economic and social contribution of professional recruitment and staffing firms. [17:05] Why genuine recruitment professionals will always be relevant despite the continued rise of online and AI platforms. [19:50] How do we sell the value of what we do? [30:30] Competition versus cooperation - what makes us stronger and more influential when we share and cooperate. [38:24] What are the big challenges and opportunities facing our industry post covid?

    The Importance of Genuinely Professional Recruitment and Staffing Consultants

    A passionate advocate for labour market intermediaries and consultants, Charles is driven by the role professional recruitment consultants can play in inspiring people to be better through work. I took the opportunity to ask him about his thoughts on the importance of genuinely professional recruitment.

    As CEO of RCSA Australia and New Zealand and Vice President of the World Employment Confederation, his insights are remarkably relevant especially in today's economy. Charles stated, “I think great recruitment professionals have this ability to get inside the minds of individuals and find something that they didn’t themselves know was there.” He further explained that although it may appear easy on the surface - finding someone who needs a job and marrying them to the right client - it actually involves more than just that. “Getting inside their minds, understanding what it is that they have, how it is that we can assist them to transition skills from old economy jobs to new economy jobs, really then supporting them” Charles added. Hear more about how Charles wants to change the way in which people look at recruitment agents.

    Selling the Value of What We Do

    Charles firmly believes that what we as recruitment professionals change people's lives for the better. But the problem he sees is that we are unable to consistently sell the value of what we do as an industry. How do we sell the value of what we do as professional recruiters? He explained that we must first address why “You just don’t define your value particularly well… I think this all comes back to this notion that we sometimes don’t believe in that value ourselves.”

    Charles emphasized the importance to “[Not] stand back and just allow others to dictate who we are.” It requires stories about candidates involving human connection. In line with that, Charles shared the “NextGen campaign”, where they create materials for their members to use digital assets and stories to compel people to “change people’s lives while making good money along the way…”.

    Challenges and Opportunities Post-COVID

    Going back to Charles’ unique vantage point as Vice President of the World Employment Confederation and CEO of RCSA, I had to ask his thoughts on the biggest challenges and opportunities we have as an industry post-COVID. Charles shared a couple:

    Finding talent - from being “talent traders” to “talent developers.” Clients retaining their recruiter - why retained model is the key.

    Hear why these are two important elements post-COVID and what we should do as recruiters to adapt.

    Our Sponsors

    This podcast is proudly sponsored by i-intro® -- the retained recruitment platform and methodology that allows recruiters to win more retained business, increase their fees and boost productivity. Mention The Resilient Recruiter podcast for a 25% discount. Book your free, no obligation consultation here: http://resources.i-intro.co.uk/markwhitby

    Charles Cameron Bio and Contact Info

    Charles is CEO of RCSA Australia & New Zealand and Vice President of the World Employment Confederation, the global lobby group for the recruitment, staffing and HR services industry. With qualifications in economics and labour law, Charles has specialised in advising to, and representing, the recruitment and staffing industry for over 20 years. A passionate advocate for labour market intermediaries and consultants, Charles is driven by the role professional recruitment consultants can play in inspiring people to be better through work.

    Charles on LinkedIn Charles on Twitter @ACharlesCameron RCSA website link RCSA on Facebook World Employment Confederation website link StaffSure website link

    People and Resources Mentioned

    Greg Savage on LinkedIn Neil Carberry on LinkedIn Jason Elias on LinkedIn Plamen Ivanoff on LinkedIn This podcast is proudly sponsored by i-intro® 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 Related Podcast You Might Enjoy TRR#64 The Recruiter Roadmap to Recovery: How to Thrive in a Post-Pandemic World, with Greg Savage TRR#49 The REC’s Neil Carberry on the Challenges and Opportunities for Recruiters in 2021 TRR#43 How to Transition From Contingency CV Supplier to Consultative Retained Recruiter, with Plamen Ivanoff TRR#8 How to Increase Your Billings with Split Fees, with Jason Elias

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  • A successful recruiter’s mindset is not focused on closing a deal but rather on opening relationships. Indeed, recruiting is a relationship business and that is why my special guest, Jodi Kulek Mayer believes that this is the number one key to her longevity in the business. In this episode, Jodi will share how she builds relationships and how it led to her growing her IT staffing desk to 80 consultants on billing and eventually starting her own staffing firm.

    Jodi is an IT staffing veteran and the founder of Clearmont Technologies, Inc. a WBENC-Certified Women's Business Enterprise. Starting in the recruitment industry in 1992, Jodi has placed hundreds of IT people both as employees and consultants at companies in the financial, consumer product, non-profit, and e-commerce industries. Many of Jodi’s clients have worked with her since the beginning of her career. In fact, many of the candidates she placed later became her clients. Jodi is also the host of Tech Talent Today, a podcast where IT professionals can get fresh ideas and inspiration on how to propel their tech career to the next level.

    Episode Outline and Highlights

    [1:30] Growing to 80 IT consultants on billing as an account manager - how did Jodi do it? [5:20] Two big reasons why Jodi prefers placing consultants rather than permanent employees. [10:05] Winning key accounts - Jodi tells a fun story of pitching for what eventually became the biggest account in her career. Best practices shared. [12:20] Moving in and becoming “part of the furniture” -- keys to building successful business relationships. [18:37] Breaking the “golden handcuffs” - What made Jodi decide to build her own staffing firm? [22:24] Jodi’s key advice for business longevity plus her story of how she started in 1992 and what the industry was like back then. [26:35] What made Jodi start her own podcast? [30:30] What does the future hold for Clearmont Technologies? [31:40] Top tips to be successful in this business. [34:30] Jodi’s biggest roadblock in building her own firm and how she overcame it.

    Exploring the Option of Placing Consultants

    As a veteran recruiter, Jodi revealed her approach in terms of placing consultants on billing. I also asked why Jodi has a preference for placing consultants or contractors rather than permanent direct-hire employees. Are you also interested in exploring this market opportunity for your recruitment practice? Jodi shared two benefits in doing so:

    “It is like dating versus getting married” - as it is much easier to just say yes to a date than getting married. With this analogy, Jodi believes that the whole process can be very fast. The biggest benefit is having a recurring revenue stream that sustains you even when times are tough.

    The reasons laid out by Jodi come with a tremendous advantage. Hear more of her story and how she builds relationships to win businesses.

    Breaking the Golden Handcuffs

    Jodi was doing really well with her previous firm - building an excellent team and generating very high revenues. But what made her decide to step out and create her own IT staffing firm? For Jodi, it was like “breaking the golden handcuffs.” She shared how work-related stress leading to hospitalization made her realize that she was unhappy which then eventually led to her starting her own firm with the support of her husband. Her business is now up and running for eight years as of today.

    As you listen to Jodi’s story, you will realize that this is a story of resilience and overcoming adversity. You may be able to relate in case you are planning to start your own business. Remember, there is never a right time or the best time to start.

    Building Relationships is the Key

    Being a veteran since 1992, I asked Jodi for her top tips or keys to success in the recruitment business. For her, it was plain and simple. “For sure, number one is relationships” is how she described it. In our entire conversation, you will understand why she believes that this is important when it comes to building your business and resolving problems. Her longevity in the business can be attributed to her relationship building, and her stories of specific events prove just that.

    Jodi Kulek Mayer Bio and Contact Info

    Jodi Kulek Mayer, an IT Staffing Veteran since 1992, is the founder and president of Clearmont Technologies, Inc. a WBENC-Certified Women's Business Enterprise. Her extensive career of working for staffing companies focused on corporate policies motivated her to start her own firm with a focus on understanding client needs and a candidate’s professional and personal goals to establish right and long-term matches

    Jodi is the host of Tech Talent Today, a podcast where you can get fresh ideas and inspiration on how to propel your tech career to the next level. She speaks with IT leaders about challenges they faced and how they overcame them.

    Outside of work, she enjoys skiing and scuba diving with her family.

    Jodi on LinkedIn TechTalentToday Podcast link Clearmont Technologies website link Clearmont on Facebook Clearmont on Twitter @ClearmontTech Clearmont on YouTube

    People and Resources Mentioned

    Juliette Samson on LinkedIn Dig Your Well Before You're Thirsty: The Only Networking Book You'll Ever Need by Harvey Mackay 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

  • I love hearing success stories, don’t you? I’m especially fascinated by fast-growing recruitment companies. Alex Zoboli and Matt Nichols have a track record of successfully building teams and creating rapid growth. In our conversation, you will hear them share the success factors that enabled them to grow a recruitment business from 50 to 200 staff in just four years.

    They also shared how they started their business during the pandemic and scaled up to 40 people in 18 months. We discussed a number of critical components in building your business for growth, such as goal setting, hiring, internal growth, and teaching moments from mistakes and failures.

    Alex and Matt are the founders of Cornerstone Recruitment Japan. Cornerstone is focused on placing bi-lingual professionals in a wide range of market-leading companies across all sectors. They are one of the fastest growing recruitment companies in Japan with a team of 40 and the only recruitment firm with backing from a major investment bank in Tokyo. Prior to founding Cornerstone Recruitment Japan, they were Directors with RGF Professional Recruitment Japan for four years.

    Episode Outline and Highlights

    [1:15] Alex & Matt shared how and why they launched their business in Japan. [5:22] The second biggest recruitment market in the world: what is recruiting like in Japan? [12:30] Scaling a business from 50 to 200 in 4 years - what are the three critical success factors? [16:40] Hiring their first 50 - how Alex & Matt persuaded good talents to jump onboard. [21:27] Adding value to inexperienced and experienced recruiters and attracting great recruiters to your business. [32:18] How to know if a newly hired team member will be successful? Hear Alex & Matt’s viewpoints. [34:40] Why go for a team player instead of a ‘lone wolf’ achiever? [41:00] Laying out a career path for your team. [45:20] Teaching moments - sharing of mistakes and learnings when hiring people.

    Scaling From 50 to 200 in Four Years

    After sharing what motivated them to launch their business in Japan, I asked Alex and Matt on the critical success factors when scaling a business. They are pretty much specialists when growing a recruitment business - with a proven track record of having grown a previous business from 50 to 200 staff in four years!

    Matt said, “For me the key is you gotta set the goal of what you want to achieve for the business really early, and you really got to commit to it. It’s got to stay part of the fabric of the business every single step of the way.” Matt added, “The other thing for me also is, your first 50 people are absolutely crucial if you’re gonna scale a big business. Your first 50 people should contain most of your future senior leadership team.”

    Alex shared a third factor, “I think in general you have to have the ambition to do it. I think not everybody wants to have a big business. Having a big business and scaling in a short period of time is extremely stressful and a lot of hard work… You’re doing it really because you really want to do it. I think that is our success factor. The fact that we just really want to do it, that’s it.”

    My takeaway is that they went into scaling their business by having a very specific vision that they want to achieve from day one. Knowing that it is going to be challenging, stressful and difficult, for Alex and Matt it is entirely deciding that they want to make that commitment and make it happen.

    Establishing the Dynamics and Finding the Team Player

    When growing your business, it is important to establish the dynamics of your team. Part of choosing a talent is to not only consider their performance but rather how he or she can affect the entire dynamics with the tenured members. You would want people who are ambitious and want to achieve and those who want to be team players, but those two don’t always go hand in hand. So, I asked Matt and Alex on how they would usually deal with this element. Matt explained, “We would avoid the lone wolf type of person. They are pretty easy to spot… Some of the top billers from a competitor, they’re not a team player at all and those are lone wolves. We’re not interested, we can do without the billing basically.”

    Matt and Alex mentioned some of the characteristics of who they would consider as team players:

    Those who are not afraid to share leads Those who are happy when their colleagues do well Those who realize that they increase their chances of individually succeeding by working as a team.

    In line with the above, Matt further elaborates on the characteristics of a smooth, functional and high-performing team.

    Alex Zoboli & Matt Nicholls Bio and Contact Info

    Alex and Matt are the founders of Cornerstone Recruitment Japan, the only recruitment firm with backing from a major investment bank in Tokyo and the fastest growing recruitment company in Japan. Matt has been in the recruitment industry for more than 15 years, starting as a Director with Nichole Lindsay in 2006. Alex started as a recruitment consultant with StaffBank recruitment in 2009. Both of them are now Managing Directors of Cornerstone Recruitment Japan and are aiming to be a major player in the Tokyo recruitment market and we are doing it by hiring the best recruiters in Japan and overseas.

    Matt on LinkedIn Alex on LinkedIn Cornerstone Search Japan 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

  • Recruitment is one of the most difficult sales jobs because we are placing human beings and not just products. Building a high-performing sales team is challenging, yet critical to growing a successful recruitment business. How do you hire recruiters who can sell - or at least who have the potential? How do you create a culture of high sales performance?

    These questions will be answered by my special guest, Ian Moyse. Ian is an award-winning sales leader and the Chief Revenue Officer of OneUp Sales, a sales analytics and gamification platform for recruitment companies who want to optimize their team’s performance.

    In this episode, he shares key insights on building candidate relationships, hiring for success, and creating a culture of high performance for your sales and recruitment team.

    Episode Outline and Highlights

    Candidate relationships are key to your success. Hear Ian’s advice based on his experience of working with recruiters both as a candidate and a hiring manager. Hiring to build a high-performing sales team and why you should focus on behaviour. Six takeaways on what to look for when interviewing for own your team. What if the interview went well but the candidate did not do well on the job? Simple ways of assessing if someone is likely to deliver results. Other considerations we need to look at when assessing a candidate post covid. KPIs - how do you create a culture of high sales performance without micromanaging people? What are the right metrics to track in a recruitment business? Hear 3 takeaways.

    The Good and Bad in Recruitment from a Candidate’s Perspective

    Ian and I started off our conversation with his perspective on the good and the bad in recruitment from his experience of being a candidate. He is also a hiring manager which gives him a fair and honest view of what he sees as the best and the worst in recruiting. His insights should be an eye-opener for us in the industry as he shared contrasts on his experience - how some treated him as an individual while others treated him as a product. He shared how some made him feel confident as a candidate while some made him feel that they were just after the commission. Indeed a good way to start off because this is related to the other topics that we talked about especially in hiring and building a high-selling team.

    Candidate Relationships is Your Key to Success

    You will hear Ian’s advice on how to establish good candidate relationships and why it is very important when forming a high-performing team. Here are my takeaways from our discussion:

    Remember that the candidate is a human being and not a product. How they remember you has a knock on effect on your long-term success. Give feedback and provide value - even to those you decide not to hire.

    What To Look for During an Interview

    There may be different criteria that you look for when assessing if someone is a fit for your organisation. Ian also shared what he looks for when interviewing and why he is really keen on looking at behaviour as a primary factor. Here is a list of what I heard:

    Did they get in touch prior to the interview? Were they prepared? Did they research the people they were meeting and the company itself? How well did they build rapport? Did they bring intelligent questions? Did they take notes during the interview? Did they treat it as a two-way conversation?

    We also discussed other considerations you may need to look at especially on mental health because of the pandemic. Also, how to avoid hiring candidates who perform well at interview but not on the job. Hear Ian’s practical way of assessing whether a candidate is likely to deliver.

    Ian Moyse Bio and Contact Info

    Ian Moyse, Chief Revenue Officer, OneUp Sales is a long time and award winning Sales Leader. He was Awarded the accolade of BESMA UK Sales Director of the year and in 2019 & 2020 and was also listed in the top 50 Sales Keynote speakers by Top Sales World. Ian is a judge on many sales awards and has grown four companies through to exit, advising many others as a non-exec along the way.

    Ian on LinkedIn Ian on Facebook Ian on YouTube Ian on Twitter @imoyse OneUp Sales 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 Related Podcast You Might Enjoy TRR#73 Redesigning the Way Work Works Post-Covid, with Bruce Morton

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  • What are the benefits of producing a podcast, a video series and an annual salary survey? To many recruiters that sounds like a lot of work. Is it really worth all the effort?

    My special guest, Sean Rigsby, believes that the combination of inbound marketing strategies position you as the ‘go to’ recruiter in your space. The salary survey, for example, provides valuable market data for your clients and candidates. It also helps to build your brand and generate inbound leads.

    In this interview, Sean revealed his process for researching, publishing and promoting his firm’s salary survey as well as other brand-building strategies. He also shared practical and golden approaches to making your life easier by working smarter. You will also hear the challenges he had when he shifted to an engaged model and the payoff he is getting now.

    Sean is the Managing Partner of Rigsby Search Group (RSG) founded in 2012 and recognized by Forbes as one of America’s best-recruiting firms. RSG specializes in the environmental industry and has made over 1200 placements nationwide.

    Episode Outline and Highlights

    [1:15] What motivated Sean to start a podcast? [6:44] Ways to broaden your brand - doing a salary survey and getting good data. [20:18] Sean’s “interview tip of the day” videos and how this approach can help your brand. [28:51] Are you treating your time like the money it is worth? [42:30] Shifting from contingency to an engaged model after 23 years - the risks and rewards [57:30] How the Pinnacle Society helped Sean when he started his own firm. [58:33] Mistakes and learnings when starting your own recruitment business.

    Building Your Brand

    People are more likely to do business with you if they know you. That is why marketing and building your brand are important aspects of running your business. Sean shared the specifics of how they do it at Rigsby Search Group. For them, it is not just spreading awareness but also becoming thought leaders and adding value to the industry. Here are the takeaways

    Podcast - Sean revealed what motivated him to start a podcast and the benefits they are getting from it. Salary Survey - Definitely value-adding to your community, hear how to capture the data and get higher engagement. Interview Tip of the Day - this video making process not only helps your candidates but spreads brand awareness as well. Sean shared their best practices.

    Working Hard and Working Smart

    One of the key topics that Sean shared with me is how he makes his life easier by delegating tasks that he hates, allowing him to focus more on more complex tasks in his business. His guiding principle is based on the question of “Are you treating your time like the money it is worth?”

    Sean admitted, “I wasn’t very good at delegating...I would try to do everything.” He then shared how and when you can hand off some tasks to someone else. He shared his thought process on which tasks to delegate. As he summarized, “Which ones I hate and what is the quickest turnaround.” Here are some examples of the time-consuming tasks he is now effectively delegating:

    Research - hear how he trained his admin to handle candidate sourcing. Taking references and making follow-ups - this one is brilliant, I’ve never come across anyone else who delegates this task effectively.

    Shifting From Contingency to an Engaged Model

    After roughly 23 years in his recruitment career, Sean decided to shift to an engaged or retained search model. He was skeptical at first as he initially felt that it is not fit for his specific industry niche. He shared that he even lost a number of clients when he started asking for part of the fee up front. But what made him decide? And what are the key benefits he is getting now? Sean shared valuable insights from his own experience transitioning to retained/engaged search.

    Sean Rigsby Bio and Contact Info

    Sean P. Rigsby, CPC, is the Managing Partner of Rigsby Search Group, LLC. He formed the company in 2012 to meet the marketplace’s need for a more consultative approach to helping both clients and candidates. He has developed many long-term relationships with both clients and candidates that extend nationwide and include all U.S. markets, for a mix of clients from the ENR Top 100 to smaller boutique type firms.

    Sean is a Member of The Pinnacle Society, an organization of 80 of the highest volume recruiters in North America. Sean is also an active member and has assumed leadership roles within a number of organizations, namely: Environmental Professionals Organization of Connecticut and the Environmental Business Council of New England – Connecticut Chapter. He’s also been a speaker at various conferences for organizations such as: American Institute of Professional Geologists, Association of Environmental and Engineering Geologists, Society for Women Environmental Professionals – Massachusetts Chapter, EnviroExpo of Boston and the University of Connecticut.

    Sean finds a strong calling to give back. Recently he became a Member of the Patient and Family Advisory Council for Bristol Hospital. He has Co-Chaired and led the Recruitment and Retention section for the Saint Paul School Board in Kensington, CT. In 2010, Sean was honoured when he received the “HOPES Volunteer of the Year Award” by the Archdiocese of Hartford.

    Prior to founding Rigsby Search Group in 2012, Sean spent 19 years at RJS Associates, one of the top search firms on the East Coast headquartered in Hartford, CT. While working at RJS, Sean received numerous awards including: “Consultant of the Year” – 3 times, “Environmental Recruiter of the Year” – 17 times and “Rookie of the Year” – 1993. When he finished his career at RJS Associates, he was a Partner and was ranked as one of the top three highest producing recruiters within the history of the company.

    Sean on LinkedIn Rigsby Search Group website link Rigsby Search Group’s podcast link Rigsby Search Group’s Salary Survey Rigsby Search Group’s Referral Program Rigsby Search Group on Facebook Rigsby Search Group on YouTube

    People and Resources Mentioned

    Joe Rice on LinkedIn Cameron Boyd on LinkedIn Rich Rosen on LinkedIn James Caan on LinkedIn Danny Cahill on LinkedIn The Entrepreneur Roller Coaster by Darren Hardy 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 Related Podcast You Might Enjoy TRR #81 James Caan on the 10 Characteristics of Highly Successful Recruitment Entrepreneurs TRR #67 Think Like a Big Biller: How to Get Repeat Business and Referrals, with Rich Rosen TRR #55 How to Build (or Rebuild) Your Recruitment Firm to 7-Figures From Scratch, with Joe Rice TRR #45 Doing Things Differently – Objectivity, Flat Fees and Getting Rid of Commission Schemes, with Cameron Boyd

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  • What do the most successful recruitment business owners have in common? I can’t think of anyone better qualified to answer that question than James Caan.

    In this interview, James and I discussed the challenges and opportunities for recruiters in a post-pandemic environment, and what it takes to achieve extraordinary success in our industry. James delivered massive value for aspiring entrepreneurs, including advice based on his own experience, plus insights from his unique perspective as an investor in the recruitment sector.

    James is a serial entrepreneur, investor, philanthropist, and a former panelist on the hit TV series Dragon’s Den. James founded two recruitment companies with combined revenues of over a billion pounds, Alexander Mann Solutions and Humana International. In 2004, he set up his own private equity firm Hamilton Bradshaw, and in 2014 he launched Recruitment Entrepreneur. To date, Recruitment Entrepreneur has enabled 32 founders to launch and scale 22 recruitment businesses.

    Episode Outline and Highlights

    [2:08] Key challenges and opportunities for recruiters in the current market and post-pandemic environment. [12:11] Why recruiters should broaden their horizons and consider international markets. [14:28] Preventing counter-offers - James’ advice on candidate qualification. [21:30] Starting a successful recruitment firm in the current market [23:08] The 10 characteristics that are critical to your success when starting or scaling your recruitment company. [33:20] Attracting & retaining great talent - how to persuade the best people to join your recruitment firm. [43:40] James’ thought process on how to assess someone’s drive / self-motivation [48:36] The single best piece of advice James has ever received.

    Post-Covid Environment Challenges and Opportunities

    Considering where we are and what we’ve been through the past 12 months, I asked James for his observations on the key challenges and opportunities for recruiters in the current market. James shared live experiences of the challenges the recruiters in his portfolio companies have faced for the past year.

    James’ advice for recruiters included four very specific suggestions:

    The impact of internal recruitment and the need to move up the value chain. Internal recruitment is growing rapidly and typically most positions below £50k salaries are the ones being easily filled with internal recruitment. What does this mean for your recruitment business? You need to elevate yourself above the 50k-salary and start working on more senior positions. Specialization and focusing on a niche market is important, but in order to grow, you should start thinking laterally by expanding horizontally across your client base. Instead of being super-specialised within a particular function, e.g. Tax, focus on maximizing the value of each client relationship. The market has quickly become highly candidate driven. This creates tremendous opportunities for recruiters but also certain challenges. The epidemic of counter-offers points to the need for recruiters to re-learn the craft of candidate qualification and improve their skills at managing the placement process. Out of necessity, recruiters were very creative last year in terms of uncovering new opportunities - e.g. expanding into new geographic territories. Let us not lose the element of strength that we created due to the pandemic.

    Is Now the Best Time to Start Your Recruitment Business?

    Are you hesitating to start or scale your recruitment business because of the uncertainty created by the pandemic and volatility as the market recovers?

    I was curious to know whether James thought it was harder or easier to start or scale a recruitment business nowadays. His reply was, “I think starting a recruitment business is not about the market timing. I think it’s about you. Success in our industry is about your passion, your drive, your conviction, your belief, your expertise.” He added, “When I see somebody succeeding, it’s rarely because of the market, it’s rarely because of the sector, it’s generally because of them.”

    How to Start and Scale a Successful Recruitment Company

    What is your definition of success? As James pointed out in our conversation, success means something different to everybody.

    Not everyone wants to grow a large recruitment company. Many owners would be perfectly content running a lifestyle business with a small team of 3-4 people that generates a million pounds per year, for example. James highlighted the fact that very few recruitment companies grow beyond 10 people. That’s absolutely fine provided you understand that type of business has no exit value because it requires the owner’s personal involvement to sustain it.

    On the other hand, if your goal is to scale your recruitment business, that requires a different set of skills and qualities. According to James, there are at least 10 different characteristics you must possess (or be willing to develop) in order to achieve extraordinary growth.

    Toward the top of James’ list was the ability to attract great talent and persuade them to join your team. Unless you can bring the right people on board, you’ll never be able to scale a recruitment firm.

    To hear James’ advice on how to attract and hire great recruiters, and discover the other 9 characteristics of highly successful recruitment entrepreneurs, click the “play” button and listen to the podcast.

    James Caan Bio and Contact Info

    James founded private equity firm Hamilton Bradshaw in 2004 and joined the panel of heavyweight investors for BBC’s Dragons' Den in 2007. His main focus is on charity work, current investments, growing Hamilton Bradshaw and mentoring entrepreneurs to help ensure their success.

    With a passion for building businesses and backing talented people, he has been building and selling businesses since 1985 and thinks it is important to invest in people rather than just products or businesses. James is a great believer that it is people who create a successful business through their passion and conviction, with a firm belief that “It’s your attitude, not your aptitude that determines your altitude”.

    James’ website link (You may find and download his audiobook via this link) James on LinkedIn James on Twitter @jamescaan James on Facebook James on Instagram Hamilton Bradshaw Group website link

    People and Resources Mentioned

    Abid Hamid 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 Related Podcast You Might Enjoy TRR # 69 Recruitment Legends: Leadership and Life Lessons From 40 Years in the Global Recruiting Industry, with Doug Bugie TRR # 48 Recruitment Entrepreneur: How to Start-Up and Scale an “Exit-able” Recruitment Business, with Abid Hamid

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  • How do you position yourself as the recruiter of choice in your chosen sector? What’s your strategy for building your brand reputation and that of your client to attract talent in a skills short marketplace?

    By leveraging digital media and the power of storytelling, you can dominate your market and create a competitive advantage for your clients and your own firm simultaneously. In this interview, my special guest Joe Mullings explains how recruiters can use video marketing and digital branding strategies to fill jobs faster, and multiply their success.

    Joe is the founder and CEO of The Mullings Group - the world’s leading search firm in the medical device industry. The Mullings Group has completed more than 7000 successful searches with more than 600 companies in the medical device industry. Their clients include multi-billion dollar companies like Johnson & Johnson, Google, and Siemens. Recently, Joe was appointed Chief Visionary Officer in the MRI Networks.

    How do you position yourself as the recruiter of choice in your chosen sector? What’s your strategy for building your brand reputation and that of your client to attract talent in a skills short marketplace?

    By leveraging digital media and the power of storytelling, you can dominate your market and create a competitive advantage for your clients and your own firm simultaneously. In this interview, my special guest Joe Mullings explains how recruiters can use video marketing and digital branding strategies to fill jobs faster, and multiply their success.

    Joe is the founder and CEO of The Mullings Group - the world’s leading search firm in the medical device industry. The Mullings Group has completed more than 7000 successful searches with more than 600 companies in the medical device industry. Their clients include multi-billion dollar companies like Johnson & Johnson, Google, and Siemens. Recently, Joe was appointed Chief Visionary Officer in the MRI Networks.

    Episode Outline and Highlights

    [2:33] Digital branding strategies and why recruiters and recruiting firms should utilize digital platforms. [10:00] What is Price’s Law and why it is important for your recruitment organization. [11:16] Using digital storytelling that led to developing a unique process for Mullings Group. [15:30] Different mindsets of users on each social platform (LinkedIn, Facebook, Instagram, Twitter) and how you can use it to your advantage [21:10] How to have a “construct” when creating content on LinkedIn. [27:40] Joe shares his motivations behind creating a docu-series. [34:39] The 4 key factors to digital media success as explained by Joe. [38:57] Joe shares the challenges he faced on his journey and the ultimate payoff [47:08] Great advice on content marketing and improving your practice and serve your customer on a higher level. [56:33] When is the best time to leverage your video and digital marketing strategies? [1:02:06] Will digital marketing replace the traditional telephone?

    Leveraging Digital Storytelling for Clients

    The Mullings Group takes employer branding to new levels. In order to attract talents, their marketing team would create digital publications that are media-rich and descriptive in content. Another way they do customer branding is through video storytelling. These videos are professionally produced for branding, messaging, and storytelling of their clients’ technology and history for market awareness. How did it start? The concept was first introduced in a very large multi-million dollar project they headed for Google and Johnson & Johnson when building out a surgical robotic system. Since they were unable to show the robot or even the inside of the Google / Verily facility, they had to create a digital storytelling strategy on “who you would become” when you went to work there. And the rest is history.

    Learn the process and how it actually evolved from long-form videos to short clips, how organic growth was driven, and how the traction they got impacted their business. Joe shared how he believes this is important for headhunters.

    One example is how Inbound traffic on these videos will shorten the timescales to complete searches. Joe explained “Even when we had to make outbound calls, when we made the outbound calls, we didn’t have to spend the first 30 to 45 seconds of that phone call on who [the client] was, who we were, and why that sort of career part will be a good one for you to consider.”

    This actually led to them developing a process called Demand Gen they were able to generate fees in 8 figures exclusively on their search business.

    The 4 Keys to Success with Digital Media

    Another phenomenal feat that was shared in our conversation is when Joe and his team travelled across the globe and created an Anthony Bourdain style documentary. Joe revealed that this is out of selflessness with the intention of propping up the health tech industry. The exposure it got was phenomenal. Selflessness is one what Joe considers as ‘keys’ to success, which are:

    Discipline Strategy Thought Selflessness

    Hear it from Joe as he gives context to these key factors. He also told me about what drives him, the challenges he encountered and why it was all worth it. He also reveals the ROI from digital media. Joe said, “I have never balanced a chequebook in my life. And what that means is money is never a driver. It is what game are we gonna play and on what field.”

    Joe Mullings Bio and Contact Info

    Career expert Joe Mullings has been building companies and careers since 1989. He founded and is Chairman & CEO of The Mullings Group, the world’s leading search firm in the medical device industry. The Mullings Group is responsible for more than 7000 successful searches with more than 600 companies in the medical device industry. His clients are multi-billion-dollar companies like Johnson & Johnson, Google, Medtronic, Abbott, and Siemens, as well as the emerging startup companies that are bringing futuristic technologies like surgical robotics, telerobotics, artificial intelligence and Deep Learning to the market. Joe is also the Chief Visionary Officer of MRI Networks, the 3rd largest executive recruitment firm with 300 offices worldwide. He is President & CEO of Dragonfly Stories, which is the production company behind the docu-series, “TrueFuture” of which he is the host and producer. Joe is also the founder of the media platform TMG360, a Medtech news and opinion website. Joe has an engineering degree from The University of Dayton Ohio.

    Joe’s web page link Joe on LinkedIn Joe on Instagram Joe on YouTube Joe on Twitter @joemullings Joe on Facebook The Mullings Group website link The Mullings Group on Facebook The Mullings Group on YouTube Dragonfly Stories website link TrueFuture docu-series 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

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