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How to Become a Great Recruiter

08/10/2018
Company News
Recruitment guru Jeremy Snell is a leading learning and development specialist, working with recruitment companies like Navartis across the globe.  Jeremy has worked with the team at Navartis as a key contributor to our ongoing training and he also provides regular insights relevant to those looking to become great recruiters or those great recruiters who are looking to raise the bar. 

 

How do I achieve great?

You’ve arrived into the office early. You know that there is a lot to be done today (just like every day). You look down at your desk – your to-do list is already full of stuff to do. Your inbox has 62 unread items – many of which are fresh applications to the jobs you have posted across the web. You’re painfully aware that you’ve got two client meetings tomorrow that you need to prepare for and if you don’t find a candidate for the new requirement that came in yesterday then you could miss out to your competitor…As you pause for a moment to reflect on what needs doing you ask yourself “How am I going to be able to take this to the next level and achieve greater levels of success, more consistently?.. I’m doing good, but how do I achieve great?”
 
This is not uncommon. There are many consultants in the industry who feel the same. They know that they could be more productive, yet the answers feel out of their grasp. It has to be noted – hard work is the foundation for consistent success. The more energy you put into the system, the greater the probability of achieving more results. However, hard work will only take you so far. There is a limit to the number of calories you can burn each day. When you feel like you’re at the max, the answer lies in becoming more efficient to drive improved results.

Having trained and worked with over 8000 consultants, I’ve seen first-hand what it takes to achieve great results. There are those who achieve far greater results than their peers as they’ve mastered what it takes to drive productivity and efficiency. Here are five insights and tactics as to how you can do the same.

Get Control

This starts with how you manage your day and your week. Writing a to-do list is good. However, the majority of to-do lists look like a list of reactive things to do. Review your current to-do list. How many things on it can you say, hand on heart, are proactive? Allocate a minimum of 20% of your time to proactive tasks. Plan them first and stick to them. You will still have 80% of your time to react and manage your day dynamically. Complain less (stop seeking blame for things that don’t go your way) own your results.
 
Be at cause more frequently that effect. e.g. Effect – “Why won’t that client give me feedback on those CVs?”
Cause – “What did I do/not do that has led to me being unable to get feedback?”
When you become more proactive you have more control. When you take ownership of your outcomes you become your own personal performance coach.

 

Set Goals

What will your desk look like in 12 months’ time? Who will be your clients? How many placements will you be making? What will your personal brand be with the candidates you work with? What can you start to do from today to make it more certain? For some recruitment consultants, long term planning is thinking about next week.

When you begin activities ensure you set expectations as to what you are seeking to achieve. Phoning a client to see if there is any feedback on CVs is not as strong as phoning with the intention of arranging interviews. It changes how you feel and creates more positive action. Try it. If you have clients that your chasing feedback from, stop. Call them with more certainty “I’m calling to discuss the individuals I sent you yesterday and to arrange interviews”

Be in the right environment

If you’ve got desires to develop and grow, it’s important that your employer and your manager have the same goal. A performance focused culture encourages personal development and supports people to help them to become the best them they can be. Far more businesses claim to have best in class learning and development initiatives that do, in reality. Talent can be stifled by over bearing management techniques, often with too many conversations being about results. Businesses with good leadership discuss performance more frequently than they do results. Your results are the symptom of your performance. Good consultants flourish to become great consultants with the right leadership. As a recruiter you will already know that 68% of people leave their manager rather than their employer. Much of this is linked to the level of support, encouragement and development that those individuals felt that they deserved.
 
The algorithm for success can sometimes feel complex. With multiple contributing factors it is important to maintain focus on the things that are within your control. How you think impacts how you feel. How you feel drives your actions. Be mindful as to how you think about your job and the task in hand and you will work with more commitment to yourself and not just compliance to a process.

About Jeremy

Jeremy Snell is a leading learning and development specialist, working with recruitment companies across the globe.  Jeremy has worked with the team at Navartis as a key contributor to our ongoing training and L&D programme.
He has trained in excess of 8,000 recruitment professionals, with a focus on developing higher levels of productivity and efficiency. Jeremy’s own background as a consultant and manager provide him with an empathic approach to training. Jeremy’s training initiatives are content rich, with practical, relevant tactics to develop performance.
Participation in his training is immersive, fun and above all impactful.
 
More information can be found by visiting the following websites www.talentbuilder.co.uk
www.zeroentropynetworks.com

Jeremy comments on the work Navartis are doing to provide expert level training for all employees.

If your looking for a career in recruitment, book a call with our team.

 
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