The Resilient Recruiter

Recruitment Coach Mark Whitby
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The Resilient Recruiter

Join "the Recruitment Coach" Mark Whitby as he and his guests unpack the secrets of what it takes to be a profitable and long-lived professional in the recruitment industry.

  1. قبل ٥٩ دقيقة

    How to Scale: From Systems to Team Growth in Recruiting, with Amanda Brandenburg

    How do you prep your business to be growth-ready? What are the key factors you must consider when adapting your business model and processes and hiring the right people when building your business? What would be the biggest challenge when scaling your recruitment business?   We had Amanda Brandenburg as a guest three years ago to share her winning formula for growing her firm to $2M in three years. This time, you'll hear a realistic and relatable story of how Amanda has grown her practice from a small team of three to a growing team of six.   Amanda Brandenburg is the Founding Principal at OpusLex Partners, a legal recruiting boutique servicing law firms and corporate legal departments throughout the country. For over a decade, she was a top producer at two of the country’s largest legal staffing firms, where she provided interim solutions and direct-hire placements for law firms and corporations within the continental U.S.   Episode Outline and Highlights   [02:27] What is new for Amanda and her team in the last three years? [08:10] How OpusLex enhanced its business model to align with EOS. [16:30] What processes have been working well with Amanda’s team? [21:47] The practical applications of E-Myth. [27:54] Discussion on things that Amanda and her team are most proud of. [34:40] Learning to grow the team and hire the right people. [42:22] Effective collaboration tools and tech stack. [50:47] Why should working from home be balanced with working together physically? [53:07] Amanda shares what could be the biggest challenge when upscaling your team.   Systems and Process for Upscaling Your Recruitment Firm   Since we last had Amanda as a guest, she has doubled her team to six. She has adapted his business model to align with the EOS - Entrepreneurial Operating System for Businesses. She shared some of the highlights and changes in how she runs things differently. To adapt her business to EOS (Entrepreneurial Operating System), Amanda has been implementing several key changes:   Formalized Planning and Goal Setting: She’s following EOS's structured annual planning, setting a clear mission, vision, and values, and assigning "rocks" (specific goals) to both the company and individual team members. Shift from Traditional to Team-Based Roles: Amanda moved from a traditional "full desk" model (where each person handled all aspects of recruitment) to segmented roles. This structure now includes designated roles for business development, recruiting, sourcing, and administrative support, allowing each team member to specialize and master their area. Client Engagement and Differentiated Service: They established a high-touch approach to client relationships by requiring direct conversations with clients before working on any job order, enhancing service depth and client understanding. Enhanced Communication and Automation: Amanda addressed the complexity of coordinating multiple specialized roles by setting up communication workflows using tools like Monday.com and integrating them with Slack for task updates and real-time notifications, which minimized the risk of inefficiencies. Systematized Processes for Consistency: Amanda implemented process templates in Crelate for both candidate and job intake to ensure consistency and efficiency. This provides essential information gathered upfront, reducing repetitive follow-ups and training time for new hires.   These adjustments reflect Amanda’s commitment to EOS principles, enhancing her team's efficiency, communication, and service consistency as they scale.   Critical Elements When Hiring to Upscale Your Team   When growing your recruitment business, hiring the right person to fill critical roles can be challenging. Do you go for a full 360-degree or 180-degree model? I wanted to pick Amanda’s brain about her learnings as she started to hire and grow her team.    Amanda prioritizes understanding how

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  2. ٤ جمادى الأولى

    How Niching Down Turned a Recruitment Business from Zero to 6-Figure Success, with Tyler Rossi

    Going smaller to go bigger might sound counter-intuitive, but this mindset helped Tyler Rossi transform his newly launched recruitment business from zero to $250k revenue!    In this episode, you will hear Tyler’s approach to niching down and the strategies that helped him win the majority of inbound clients and establish himself as one of the leading authorities in the metals and steel recruitment industry.   Tyler is the President of American Dream Search and Host of The Recruiter of Steel podcast. He's one of the top headhunters in America for sales talent in the Steel and Metals Industry.   Tyler's story is one of determination and success in the face of adversity, and I’m excited to dive into his experiences and insights today.   Episode Outline and Highlights   [01:55] How Tyler got into recruitment and why he chose metals as a niche. [08:07] Tyler’s story of resilience - getting laid off from a six-digit sales job while his wife was 32 weeks pregnant. [12:44] Difficulties of the first six months of a recruitment business and how niching down became a game-changer. [17:37] Getting the first client via LinkedIn Automation - Tyler shares his tech stack. [20:17] Turning it around from zero to $250k - discussion on business development. [23:53] How to establish yourself as the go-to authority in your niche. [30:57] Podcasting is an effective engagement tool to go above and beyond. [38:39] A creative way of using videos to promote your client and strengthen relationships. [43:55] Work and life integration: How many hours does Tyler work a day to take care of their daughter? [46:01] What is next for Tyler and American Dream Search?   Go Smaller to Go Bigger - Top Benefits of Niching Down to a Specific Industry   When Tyler attempted to broaden his scope as a sales recruiter - he felt overwhelmed and things did not work out. He recalled how he already established his network in the steel industry and decided to focus on this niche. It was indeed a game-changer for Tyler!    His conclusion is “The riches are in the niches!” He highlighted below benefits and how niching down worked for him:   Reduced Competition: By focusing on the steel industry, he reduced his competition from 26,000 recruiters in the US to only around five competitors in the same industry in his domain. Authority Building: It was easier for Tyler to add value to the industry and be an established figure in the steel industry through continuous sharing of content and podcasting. Higher Demand: Targeting a specialized industry can lead clients to view you as a high-value resource, as you bring industry-specific knowledge and connections. Even if you only place 10 candidates in a year with an average of $25k fee, you already have substantial revenue. Efficient Networking: Focusing on a niche simplifies networking efforts. Tyler concentrates on key decision-makers and candidates via targeted marketing and MPC.   How to Establish Yourself as the Go-To Expert in Your Niche   Tyler's reputation grew as he focused on the metal and steel sector, allowing him to generate trust and recognition in the metals industry. He started his podcast, The Recruiter of Steel, to bring added value to the industry. He also utilized LinkedIn by consistently posting content related to the industry which has gained traction, especially to decision-makers. Out of his 7000 connections, around 75% are in the metal and steel industry.   Consistency in these actions made Tyler a recognizable authority in his niche. As he shared, “As far as an ROI … I would say the majority of my business now, I would say is inbound. Most of it is coming inbound to me. I haven't run an MPC campaign in probably three, or four months because all of this is coming to me and I have enough business with it. It's because I've established myself as that authority. It's brought in multiple six figures for me just doing p

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  3. ٢٧ ربيع الآخر

    How to Find Hidden Talent: The Radical Truth About Second Chances, with Emma Freivogel

    As a recruitment business owner, have you considered how to tap into overlooked talent pools while meeting corporate diversity demands? Our special guest, Emma Freivogel, shares how she built two successful organizations - a charity (Radical Recruit) and a profit-for-good consultancy (B Radical) - focused on placing candidates from non-traditional backgrounds into corporate roles.    If you're interested in combining social impact with business success, Emma's insights on structuring support services and creating sustainable revenue through corporate sponsorship could transform your approach to recruitment.   Emma is the Founder and CEO of Radical Recruit, a pioneering charity that supports companies in recruiting talent from diverse backgrounds, including individuals with prior contact with the criminal justice system, victims of domestic violence, and those facing barriers to work. She is also the co-founder of B Radical, a profit-for-good consultancy that supports businesses in implementing inclusive recruitment practices and developing diversity strategies.   Episode Outline and Highlights   [02:06] The history of how and why Emma founded Radical Recruit and B Radical. [05:01] Insights on candidates' backgrounds being advocated for hiring by B Radical. [16:33] Emma expounded on her philosophy of giving people second chances - knowing about Chan’s story. [22:23] Interesting story of how Emma got into her field. [24:39] B Radical’s business model. [30:11] How receptive are companies to partnering with Radical Recruit? [32:43] Malcolm’s powerful and inspiring story. [36:44] What is next for B Radical and Radical Recruit? [39:00] Emma’s learnings as a business leader can applied to all business owners and leaders.   The Philosophy Behind Radical Recruit’s Advocacy   Recruitment is challenging in general, but for Radical Recruit, it presents additional difficulties. They focus on supporting marginalized individuals often excluded from the traditional labor market. Emma and Radical Recruit advocate for people from underrepresented communities—those who face barriers related to ethnicity, gender, disability, and past adversities such as homelessness, criminal records, addiction, or domestic violence.    You will hear inspiring stories shared by Emma about Channel - a woman who grew up in extreme poverty and violence, with 47 convictions by her early twenties, and how she is now a head Chef in a restaurant.   You will also know about Malcolm - who fell into homelessness as his life turned upside-down when his father passed and how he was able to turn it around.   These stories exemplify Radical Recruit's approach: to show employers the potential in unconventional candidates and advocate for fair hiring practices that embrace diversity.    What This Means for Recruitment Business Leaders & Owners   Emma is doing something fascinating and incredible. Giving second chances to underdogs and advocating for them in the labor market not only gives businesses and individuals mutual benefits but also contributes to a much bigger value to society. Since Emma has been running non-profit and profit-for-good business models for both Radical Recruitment and B Radical, are there transferable learnings that conventional recruitment businesses can apply from a leadership perspective? I echo Emma’s response below:   “I think from a diversity perspective, if we treated diversity as seriously as we do things like financial resilience and mitigating the risk of cyber-attacks and this sort of thing, then we would not have a problem filling roles at any level… I think that leaders could just be more human-centric generally, not, not with regard to the way they view and interact with radical talent, but just people in general. We're all looking for the same things. We all benefit from the same things.”   Would You Consider Diversity Recruitment Services? A key d

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  4. ١٣ ربيع الآخر

    How to Leverage Video Content to Boost Your Recruiting Business, with Sarah Englade

    As a new recruitment business owner, how much do you invest in marketing and personal branding? Is the ROI worth it?   Our special guest, Sarah Englade, explained how she scaled to $1.5m in revenue in 18 months with the help of LinkedIn personal branding. She shared her strategies and how she overcame struggles when creating content, which can be helpful if you also find value in content creation.   Sarah Englade is the Owner & Founder of Monarch Talent Solutions, a boutique executive search firm specializing in senior roles in accounting, finance, and human resources throughout Houston, TX.    Before launching Monarch Talent Solutions in 2020, Sarah gained nearly a decade of recruiting and leadership experience at two global recruiting firms. Between 2012-2020, she successfully placing over 2,800 candidates and generating millions in revenue.    Now, Sarah is focused on humanizing the recruiting process, driven by her firm’s core values.    Episode Outline and Highlights   [02:42] How Sarah got into recruiting by accident and how she excelled before launching her firm. [08:15] Understanding contributing factors to burnout in staffing and how to mitigate it early. [11:11] Keys to Sarah becoming a top producer. [13:15] The remarkable story of Monarch's launch during the pandemic. [20:17] Three action items kept Sarah going during the first 6 months of Monarch. [24:27] Sarah’s book recommendations. [26:24] Journey and strategies in building a personal brand through LinkedIn. [36:33] Are you intimidated to do video content? Sarah shares her process. [41:48] What is the ROI in content and personal brand marketing? [48:21] Other elements that contribute to Monarch’s successes on top of personal branding. [54:30] “You always have to be a student of learning” [56:16] Quick fire questions: Tech Stack and Metrics that matter for Sarah, and keys to resilience.   Three Steps That Keep Monarch On-Track in the First Six Months When Sarah launched Monarch during the pandemic, things were not as smooth sailing as expected. Most people would think that the first three months would get them positive traction, but for Sarah, it had already been around six months, and still, not much was happening. She started the company without a book of business and minimal business development experience.   If you are a new recruitment business owner, Sarah’s insights on the three things that kept her going can be helpful. Sarah focused on three key things to keep her business going for the first six months:   Self-development and mindset: Sarah dedicated herself to reading books, listening to podcasts, and staying disciplined to work on her mindset and conquer her feelings of inferiority. She focused on personal growth and overcoming self-doubt. Metrics and consistency: She believed in using metrics to track her progress and committed herself to hitting her numbers. Sarah stayed consistent by posting her goals on a board, reviewing them daily, and compounding her activity to build confidence. Seeking mentors: Despite facing challenges finding local mentors, Sarah sought out mentors in business and recruiting from other parts of the United States. She leaned on their support and advice to navigate challenges and stay motivated in her entrepreneurial journey.   Strategies for Building a Personal Brand Through LinkedIn   A key discussion topic that resonated with me was Sarah's emphasis on personal branding and her strategies for building a brand through LinkedIn.   “As a new business owner you have to really be very smart with your money. But I always say this to people that scared money doesn't make money. As you know you have to spend money to make it. Like part of my budget and part of what's worked for me and my business model over the years has 100% been investing in marketing.”   Sarah was not a LinkedIn expert, as she had just explored it as rec

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  5. ١ ربيع الآخر

    How Clear Expectations and Delegation Built a £3 Million Recruitment Team, with Mike Stirton

    As a billing manager, managing your billings and supporting your team and their individual billings can be overwhelming. Our special guest will explain how this can be achieved and what he learned from his decades of experience in recruiting.   In this episode, Mike Stirton discussed two key factors in building a high-performing team: clear expectations and delegation.   Mike is a seasoned recruitment leader who has led high-performing teams within Scotland's Financial & Professional Services sectors.    Mike has excelled in producing some of the best and high-performing recruiters within his sector while running a personal desk of £1m+.    He has recently joined forces with Be-IT and is currently working on launching their new professional and financial services recruitment business.   Episode Outline and Highlights   [02:06] How Mike got into recruiting and why he could adapt quickly. [06:21] Building high-performing teams: leading a £3M team of 5 consultants. [15:40] Overcoming the lows - why Mike at one point hated recruitment. [20:10] Specific best practices on how to format a great CV. [27:05] Effective approach to developing other top billers. [31:02] Mike shares his business model and placement niche. [37:46] What is a recruitment leader’s greatest achievement? [41:01] Why sometimes under-projecting works. [44:20] How Billing Managers should use delegation when supporting and mentoring their top-billers. [48:40] Redesigning back office operations to provide innovative solutions. [53:59] The five steps in mapping out your recruitment process.   Key Ingredients to Build High-Performing Teams A remarkable achievement Mike shared is creating a £3M + team of recruiters (5 consultants) in a niche market. This is amazing considering he is a billing manager creating at least £1m+. I wanted to pick Mike’s brains and hear his insights on what are the key ingredients when building a high-performing team. Mike mentioned at least seven key factors:   Trust: Establishing mutual trust between you and your team is fundamental. This foundation allows team members to feel secure and perform at their best. Clear Expectations: Be very clear with the expectations for each task. Clearly communicate what is the minimum required performance, ensuring there’s no ambiguity. Tailored Management: Every team member is unique, and you need to manage them according to their individual strengths and personalities, not a one-size-fits-all approach. Empowerment and Autonomy: Give your team the space to work independently, stepping back when they meet or exceed expectations. Encourage entrepreneurial spirit and avoid micromanaging. Skill Development: Focus on developing your team from trainees or junior staff into experts. Break down complex concepts into simpler terms to make learning approachable. Team Diversity in Skills: Build a team where each member brings a unique skill set to the table, so they complement each other. This helps tackle any challenge effectively. Learning from Mistakes: Mike highlights that making mistakes is part of the growth process. Learning from errors is crucial to long-term success in leading teams.   Effective Approach to Developing Top Billers   For Mike, his getting big billings is not the best achievement, but rather, when his team members are starting to bill like him:  “The best achievement was actually when, you know, some of my other team members were also starting to get to those numbers as well.”   An effective billing manager does not always translate into a good mentor or sales coach. So, what steps should you take if you want to develop your team members to be like you and bill significantly? Mike emphasized the importance of clarity and respect.   “And it's pretty much the way I parent my children as well, so it's no different. So, yeah, that's kind of been the cornerstone. It's just treat people

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  6. ٢٤ ربيع الأول

    How to Achieve Rapid Success in a New Recruitment Market, with Alec Borlin

    How does a recruiter go from new to market to Champions Club in just two years? For Alec Borlin, the answer lies in the power of disciplined planning and relentless consistency.   Alec is a CPA turned recruiter. He started with one of the world’s largest recruiting & staffing companies, where he did extremely well before starting his own firm BGC Search in 2022.    He places accounting and finance professionals with privately held middle-market companies in the Greater Cleveland Area.    Alec recently launched The Recruiter’s CPA which provides bookkeeping and tax services for recruiting and staffing companies.   In this episode, you will hear how Alec structures his day with daily habits and strategies that result in consistent billings. He also shared the concept of having an ideas bank, how to utilize AI when enhancing content, and why LinkedIn is still his trusted platform for lead generation.   Episode Outline and Highlights [01:00] How Alec got into recruiting. [05:36] Early successes in agency recruiting. [09:58] Discipline and daily actions for success. [16:42] Launching BGC search - Alex walked us through what motivated him to launch. [21:19] How Alec achieved $100k revenue in Q1 from inbound leads alone via LinkedIn. [27:49] Trusting LinkedIn as a relevant platform to get results. [34:05] Consistent posting by having an ideas bank and how to enhance your content with AI. [39:11] Alec discusses Recruiter CPA  and how it helps staffing and recruiting firms in accounting. [44:10] The challenges of being a solo recruitment business owner in terms of tasks and time management. [48:38] What is next for Alec and his team?   Planning and Strategies That Set Alec Apart In his second full year as a recruiter, Alec became part of the “Champions Club” for two consecutive years despite being new to the market. What sets him apart is his work ethic which includes consistency in planning. Alec sets himself apart by maintaining a consistent and disciplined approach to daily activities. His early career success was rooted in structured habits, such as waking up early, exercising, planning his day the night before, and following a rigorous schedule that included conducting at least 10 interviews and 3 client meetings per week.   Here are the key takeaways from Alec's approach as a successful recruiter:   Consistent daily routine: Early mornings, exercising, and being in the office by 7 AM helped set a productive tone for the day. Proactive planning: End-of-day planning allowed Alec to focus on specific goals for the next day, ensuring efficiency. Structured activity targets: Conducted at least 10 interviews and 3 weekly client meetings, keeping himself accountable to those numbers. Learning from high performers: Alec absorbed successful habits early in his career by observing and emulating top billers. Breaking tasks into manageable steps: Rather than being overwhelmed by big goals, he breaks them into smaller tasks, which keeps him focused and motivated. Prioritization and time-blocking: He allocates specific time slots for high-priority activities, ensuring he tackles important tasks first. Using productivity tools: Leveraging tools like Asana and calendars to track tasks, organize workflows, and stay on top of both personal and professional goals. Accountability and follow-through: Alec holds himself to a high standard, consistently executing his plans and commitments.   Trusting LinkedIn as a Relevant Tool in Generating Leads How much do you invest in LinkedIn as a lead-generating platform? Alec shared an interesting case study about how they were able to build more than $100k from inbound leads in the first quarter of this year using LinkedIn.   “Twelve months of consistently posting on LinkedIn and not seeing a result. Right. So that was, it was posting videos, it was posting copy. So just words, just word posts, posting imag

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  7. ١٣ ربيع الأول

    How to Stay Ahead in Recruiting: Insights from NAPS Leadership, with Trinette Cunningham and Teresa Delibert

    As the recruitment industry rapidly evolves, it is crucial to stay on top of the trends shaping its future. In this episode, we talk with Trinette Cunningham and Teresa Delibert about shifts in candidate engagement, social media strategies, and the growing importance of wellness in hiring.   Trinette is the President of NAPS, the National Association of Personnel Services. She has held that office for 9 years and has been with NAPS for 23 years.    Teresa is on the board of NAPS, and she’s here to add her perspective as a recruitment business owner with over 20 years of experience in the industry.    I’m keen to get Trinette and Teresa’s perspective on the recruitment industry from her vantage point as the president of the oldest recruiting association in the United States.  Working with their membership of thousands of recruiters, want to explore the trends, challenges, and opportunities they’re seeing in the market.   Episode Outline and Highlights   [01:39] Trinette shared an overview of NAPS. [07:23] Teresa’s role within NAPS and how she started in the recruiting industry. [14:41] Discussion on the current economic and recruitment climate and how NAPS supports its members. [21:01] Enabling diversity, equity, and inclusion.  [25:26] The size of NAPS membership and the value of their certification process. [29:06] Emerging trends of opportunities and challenges in the recruitment industry. [42:53] Shifting from a candidate-driven to a client-driven market. [45:20] Know about the upcoming NAPS conference.   Emerging Trends - Opportunities and Challenges in the Recruitment Industry   Being with NAPS for 23 years, Trinette’s insight into emerging trends in the recruitment industry is invaluable. As a recruitment leader or business owner, do you want to focus on capturing upcoming opportunities or mitigating future challenges? Below are some takeaways on the emerging trends that Trinette and Teresa shared:   AI Integration: AI significantly improves recruitment by automating tasks like job description writing, reducing unconscious bias, and aiding in candidate screening and interviews. AI helps recruiters become more efficient and data-driven, allowing faster decision-making.   Automation and Asynchronous Video: Automation is streamlining recruitment processes, particularly through technologies like asynchronous video interviews.    Data-Driven Strategies: With immediate access to metrics, recruiters can be more strategic and proactive, leveraging data to enhance decision-making and performance with artificial intelligence.   Passive Candidates: Building long-term relationships with passive candidates (those not actively looking for jobs) is becoming increasingly important across various job levels, not just for executive roles.   Social Media Shift: Recruitment is moving beyond LinkedIn. Companies use platforms like Instagram, TikTok, and even Snapchat to attract younger candidates, particularly Gen Z, reflecting changing social media habits.   Wellness and Mental Health Benefits: Post-COVID, companies are expanding their benefits packages to include mental health and wellness programs, responding to a growing emphasis on holistic employee wellbeing.   Enabling Equity and Inclusion   Trinette and Teresa also shared how they enable equity and inclusion by working with WBC (Women Business Collaborative).    NAPS and Trinette support DEI by fostering collaboration with industry groups focused on addressing gender inequality and promoting women in the recruitment industry. They actively engage in partnerships to provide opportunities for women, including initiatives like pairing women seeking capital with potential investors. NAPS conducts surveys and research across its membership base, sharing valuable insights on workplace diversity and DEI issues within the staffing and recruiting industry. They also work to rai

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  8. ٢٦ صفر

    The 4 Talent Magnets that Drive Recruiter Retention and Success, with Charlie Saffro

    “We spend 50% of our lives working… What is crazy is that 8 out of 10 people in today’s workforce say they don’t even feel a connection to their jobs or their employer. Which means that most of us are probably half of our lives feeling disengaged and maybe feeling unfulfilled.”   This is how Charlie Saffro opened her TEDx talk on prioritizing people in your business. As the CEO of a recruiting firm, she gives insightful takes on how a people-first culture can positively impact you and your client’s retention and long-term revenue.   Charlie is the CEO of CS Recruiting, which specializes in the Supply Chain, Logistics, and Transportation industries. The company is based in Chicago and recruits nationally. Charlie founded CS Recruiting over a decade ago and has built it from the ground up into a multi-million dollar organization.   She leads a team of 28 talented recruiters, emphasizing a people-first culture.    Episode Outline and Highlights   [02:55] How Charlie fell into recruiting and eventually put up her recruitment firm. [10:46] Winning and completing a project involving hiring 50 people in the first year of business. [14:32] Milestones within the 10-year journey as a founder and CEO. [21:41] Fostering a People-First Culture and its long-term benefits to retention and revenue. [33:58] The four magnets in building a people-first culture. [36:25] Transitioning to and embracing the full CEO role by learning to delegate. [43:47] Keys to developing a strong brand. [53:33] Charlie’s perspective on the current market environment and how she responds as a leader.   The Four Magnets in Building a People-First Culture   From a business point of view, a people-focused culture benefits employees and contributes to the organization's long-term success and resilience. Charlie gave very specific and pragmatic initiatives that they implement to engage with their employees. What strategies can you implement to foster a people-first culture in your recruitment firm?    Charlie explains that culture acts like a magnet in attracting the right talent while repelling those who don't align with the company's values. She breaks down this concept into four key "talent magnets":   Walk the Talk: The company should live its values daily, celebrating employees who embody these values, like recognizing "value winners" quarterly. Beyond the Paycheck: This magnet offers more than just a salary; it offers flexibility, benefits, and other tangible and intangible perks. Intentional Connection: This is about fostering genuine relationships within the team, getting to know them beyond their work roles, and maintaining regular check-ins to gauge team happiness. Growth Takes Two: This emphasizes collaboration between employees and leadership on career development, ensuring promotions align with employees' personal goals and conducting "evolution meetings" to discuss future aspirations.   Charlie believes that these magnets help attract and retain the right talent while ensuring a strong and aligned company culture.   Practical Steps to Enhance People Engagement   What steps do you currently take to enhance your team's engagement? Does it need a big budget? I wanted to know the actual actions that Charlie implements from a leadership perspective to further a people-centric environment.  A notable takeaway is how Charlie initiates small, personal gestures of appreciation, like handwritten notes or small gifts, regardless of whether there is no budget allocation for these gestures. These small acts of recognition made a significant impact on employee morale and engagement. Over time, this evolved into a formal appreciation and recognition program within her organization. The program includes a budget for recognizing milestones such as new hires, promotions, anniversaries, and personal achievements like buying a house or having a baby. There's also a "petty cash" fund

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Join "the Recruitment Coach" Mark Whitby as he and his guests unpack the secrets of what it takes to be a profitable and long-lived professional in the recruitment industry.

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    Recruitment Coach Mark Whitby
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    ١٤٤١ هـ - ١٤٤٦ هـ
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