A few weeks ago, I received a call from a third party agency owner who was at his wits end. A person he had brought on to become a Recruiter just over a year ago had done over ten placements in his first six months of recruiting. Now that person had zero candidates and nothing in the pipeline. This new Recruiter had no previous experience in our industry, and his ten placements had been a good mix of contract and perm, generating enough revenue to hold onto him until he produced again.
The questions were:
- When would that turnaround be coming?
- If the turnaround did arrive, what would the revenue look like?
These are age old questions that any third party agency owner would ask. As the Recruiter’s Coach, these are the kind of call we get all the time. I wish I could say I have a crystal ball, but the last time I checked, it was still broken. What I can tell you is that if you have the right person in place, and you give them the right training, you can have a top biller.
The agency owner set up a time for me to speak with the Recruiter. After my conversation with the Recruiter and running him through our assessment, I was pleased to report back to his manager that this was the right person for the job. In the Curta order of Recruiter classification, he is classified as a “Sleeper.”
A “Sleeper” is a recruiter who is extremely unassuming, that most agencies miss hiring because they NEVER shine in any interviewing process. This type of person will never stop until every order is covered with three candidates. If candidates are not good fits, they will refine and improve their own sourcing strategy to find better people. But they do all of this without creating any DRAMA. Many other Recruiters having problems will quickly become frustrated and vocal about ‘a problem’ with the process. This allows a manager to notice the problem, step in, quickly fix the problem and move on. With a Sleeper’s lack of drama, it is extremely hard to diagnose what part of the process they are having trouble with, or even if they are having problems. So, just like this manager, you cross your fingers and hope all works out.
But, at what cost????
The issue with this particular Recruiter was that he had no formal training. The people that had stepped up to mentor him had taught him everything they knew, and now they were back generating their own revenue. We recommend to the owner that he send this Recruiter on our Rookie Recruiter Training course.
Yesterday, I receive the best call a Coach can ever receive! On our regularly scheduled check in call with this Recruiter, I found that he now has twelve people interviewing in the next couple of weeks. Also, the candidate he found during our class is going to place. He turned his desk around in two weeks!
This Recruiter will do enough placements in the next 45 days to be certified as a Curta Recruiter, and we also estimate he will generate over 500K in GM this year.
The Crystal Ball maybe broken, but the Curta science of identifying good Recruiters is backing us up by showing production results.
Rebecca B. Sargeant
AKA ~ The Recruiter’s Coach