By Scott Love
From my extensive experience in coaching and consulting to recruiters for the past fourteen years, I firmly believe that at least eighty percent of those who work in our profession will never reach their full potential.
If you are not committed to reaching your peak performance level, you might as well do something that is much easier, like brain surgery. I’m serious when I say that there are easier sales jobs out there. Do yourself a favor and look into them if you are not willing to face your fears or exert some sweat equity into using your phone. Recruiting is the purest form of sales. It’s a double sell and you must master it. If you master less than 90 percent of it (including the process, your strategy, how you think, how you engage others, and how you develop a brand that draws people to you), then you still get an F. In this business, the grade you get in recruiting is either A or F. There is no B, C or D.
My opinions are just my opinions, but keep in mind that I have met literally thousands of recruiters, have been invited to train and consult in dozens of search firm and staffing agency offices and have delivered presentations for nearly every trade association in our industry. There are five variables that I have observed with my own eyes in how recruiters perform that cause me to feel this way.
Lack of commitment to improving. I have seen recruiters attend my seminars where I have delivered the secrets to mega-success and still they do not put the effort into improving. I can’t say why people don’t work harder or don’t face their fears. Maybe that’s just the way it is, the old 80/20 rule. Maybe people have to go through a major life tragedy or a spiritual awakening before they realize that they really are special, that they can have peer-level relationships with CEO’s, that they really can make a big difference in the lives of others just by reaching out to them. Why would you not want more of this? Do you leave work at 4:59? Do you refuse to spend your own time and your own money on reading and investing in your own training? If your manager is the only one who is paying for your training, then I already know how your career is going to end up: miserable. Either change or quit now and save yourself the expensive heartache of finally figuring this all out but twenty years later.
Failure to execute. The magic is on the phone. Not facebook or twitter or on the job boards. The job boards make it easy for you to reach out to those candidates that everyone else is talking to, including your clients. (NOTE: the biggest exception to this is contract staffing such as IT consulting). For direct hire placement and executive search, you add zero value when you bring a person that your client can access on their own. If you haven’t figured this out yet, then you really are in the wrong business and you might be better suited to work in Human Resources. Social media is a great way to reach thousands of people. But consider this: if one person in a room filled with 100 other people is the only one talking, everyone can hear him. But what if all 100 of them are talking at the same time? It’s a loud and crowded social media market out there and you need to differentiate yourself with some good old-fashioned effective phone skills. The phone brings with it an emotional context to the relationship and that is the secret to recruiting.
Fear of failure. Fail. It’s okay. It’s okay to fail. Pick up the phone and fail. Make lots of mistakes. Embarrass yourself with high level candidates and prospective clients. Screw up in the meeting. Be sloppy. Just do something. This is how you build your expertise of recruiting and also your domain knowledge of your niche. Be bold and fearless and act as if you belong there, and everyone will believe that you do. Muffle that inner critic that says you are just an imposter because in a few weeks that critic will be wrong once you figure out what your clients are saying, and then it will get exciting when you move past the “matching the big words” phase. The experiential base you develop can only come from time spent talking to people. Remember this: failure is only feedback in disguise.
Too aggressive with sales techniques. Welcome to the world of the soft sell. The overly aggressive style of sales training in our business does not work anymore. In fact, it never did. Buying resistance is at an all time high. You are recruiting in a time when good candidates receive at least one call a day from a recruiter. Turn that to your advantage. What that means is that each month they get about 19 bad calls. Make yours the one that stands out. This can only help you. The candidates who are really open will tell the other recruiters that they are happy. But if you approach them in the way that I have always taught people to do it, with a servant approach and a leadership model based on authority, core values, and effective word tracks, then you will be amazed at how quickly they say “yes” to you when they are telling everyone else “no.” Be aggressive with your time management, not with people.
A sense of urgency. My most recent podcast discusses how to build a sense of urgency. You can download it from itunes or my website, but listen to it because I share with you how you can do this. It’s a free audio. I want you to get in the habit of spending your down time into money-making time. Download my free podcasts and listen to them on your drive to work or on the metro or at the gym. I want you to develop the habit of putting knowledge in your brain that will help you reach success and I want this to be a daily diet for you. http://www.greatrecruitertraining.com/podcasts
I believe that those who want to win the most will be the ones who win. It has more to do with burning desire than natural talent. Don’t be the kind of person that has to be managed. Take ownership of your success. Realize that you are personally responsible for everything that happens to you and this will be your first step on your journey to a career filled with excitement, financial reward and personal fulfillment. Don’t quit the business if you are willing to try to change. Take that first step and stay with it, because if you do, then congratulate yourself because you have just distinguished yourself as part of that twenty percent who will reach their fullest potential in the business.
Copyright © 2014 Scott Love
Scott Love is a good friend to TYGES and offers recruiters a step-by-step playbook of success and teaches a systems approach to becoming a big biller. Check out his stellar work at http://www.greatrecruitertraining.com