The Resilient Recruiter Recruitment Coach Mark Whitby
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- Business
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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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3 Key Steps to Boost Your Recruitment Team's Performance, with Manan Shah
Do you need help building lasting relationships with candidates after placement? Scaling a recruitment business and manually nurturing relationships can be overwhelming, leaving little room for other essential tasks. But what if there is a way to automate this process?
To answer this question, we discuss how recruiters can automate their recruiting process, workflow, and campaigns with a special guest, Manan Shah. Manan is a Co-founder at Recruiterflow. He has scaled Recruiterflow to a 50-person team working remotely while staying profitable from day one. Manan has a long history of building software businesses and a wealth of knowledge on recruitment technology, artificial intelligence (AI), and automation.
Tune in and get invaluable recruiting and sales tactics, philosophies, and tools for building teams and relationships for scale. This is an opportunity to revolutionize your recruiting process, build relationships with a large pool of top candidates, and create a funnel of repeat customers.
Episode Outline And Highlights [02:27] How Manan transitioned from engineering to running software companies
[09:59] 3 strategies for building teams for scale and lasting growth
[12:21] Five values and attitudes to interview for when hiring
[18:40] How to scale a recruitment agency with non-sales people
[21:45] 3 steps to help your sales team develop the skills to be successful
[27:03] How to optimize your workflow and process with automation
[28:33] Two critical tools for recruiters to drive sales and relationships
[32:30] How to automate your candidate nurture campaign sequence
[41:57] Two tactics every recruiting business should leverage to deliver value upfront
[45:58] How to build a consistent MPC process for your recruitment business
[52:11] How recruiter can make it easier to build market maps
[55:34] Three key metrics recruiters need to track to increase their revenue
5 Essential Strategies for Building High-Performing Recruitment Teams
Manan and I discussed his secrets to success at Recruiterflow, and he shared five essentials for building teams in a growing recruitment business.
Keep a close eye on your resources: Manan emphasized the importance of managing resources closely, especially in the early stages when resources are limited. As a recruiter, you have to consider your resources when making decisions.
Hire for attitude rather than altitude: The right people can learn a lot on a job, but if they don’t have that inherent curiosity and empathy for the customers and their colleagues, they can’t grow with the company and become great contributors.
Growth environment: Manan stressed the importance of creating an environment where employees can learn, grow, innovate, and make mistakes freely, emphasizing the symbiotic relationship between individual and company growth. It’s a journey that is rewarding for them and the company as well.
Hire experimental, high initiative, and high agency people: Manan advocated hiring individuals with a proactive and decisive mindset, capable of taking ownership of problems and finding solutions across teams. Additionally, he highlighted the importance of recruiting individuals who actively seek feedback, as it’s a vital component of continuous improvement.
Lastly, Manan highlighted the importance of cultivating a culture where individuals can disagree constructively but remain fully committed to executing decisions once they're made, ensuring unified progress towards common goals.
These strategies serve as a roadmap for recruiters seeking to build resilient and agile teams capable of thriving in a rapidly evolving industry landscape.
The Power of Nurturing Candidate Relationships
Manan highlights two primary motivations that drive hiring managers to enlist the help of recruitment agencies. Firstly, time is often a critical factor. Many hiring managers face the urgent need -
How Solo Recruiters Can Earn $1.5 Million with Focused Daily Conversations, with Craig Picken
Are you a solo recruiter curious about achieving extraordinary billing figures with just a handful of daily conversations? Meet Craig, a solo recruiter who's been smashing records. For the last 3 consecutive years, he’s billed over $1.25m as a solo recruiter, reaching a career milestone of $1.5m in 2023, which was a down year for many recruiters.
In today’s episode, we explore how solo recruiters can level up their recruitment game with conversations even when times are tough with a returning guest, Craig Picken. Craig is the co-founder and Managing Partner for Northstar Group, a boutique executive search firm based in Wilmington, NC.
Tune in and get invaluable insights from Craig's unique approach that challenges the norms and redefines what's possible for solo recruiters in today's competitive landscape. His ability to navigate the complexities of talent acquisition is truly remarkable. Whether you're a seasoned recruiter or just starting out in the industry, this episode offers actionable tips to enhance your recruitment conversations and propel your career to new heights.
Episode Outline And Highlights [03:47] The conversations that contributed to Mike’s 1.5m billing record
[06:37] What qualifies the right conversations and people
[10:03] Two tools for tracking recruitment conversation
[14:42] How to ring the phone and create “spontaneous conversations.”
[20:11] How to position yourself for the long game and value “not transactions.”
[27:53] Non-negotiables for success when partnering with a client
[34:50] How to avoid burnout: Solo recruiters' physical and mental self-care tips
[42:14] What solo recruiters can do to level up to $3-400k recruiters
[48:35] Craig’s philosophy of content creation and tactics for writing
[54:54] How podcasting can drive conversations and position you as an expert
[57:26] Strategies to building a 10K people email list for your podcast
[58:44] How to do outbound calls and the volume of calls to puts out there
[01:01:08] What solo recruiters need to do today to be successful tomorrow
5 Steps to Level Up Your Recruitment Business Craig and I discussed his recruitment strategies at Northstar Group company, a boutique executive search firm based in Wilmington, NC, that focuses on recruiting senior-level leadership, sales, and operations executives for some of the most prominent companies in the aviation and aerospace industry. Craig’s clients include well-known aircraft OEMs, aircraft operators, leasing / financial organizations, and Maintenance / Repair / Overhaul (MRO) providers. With a track record spanning over a decade, Craig has personally concluded hundreds of successful executive-level searches across a variety of disciplines.
Craig outlined five essential steps for recruiters looking to elevate their game:
Invest in Yourself: Craig emphasized the importance of self-investment, urging recruiters to spend some money, go to conferences, engage in level-up conversations, and continuously seek opportunities for personal and professional growth.
Follow the Right People: Recognizing the challenges of talent acquisition, Craig advised recruiters to connect with industry leaders to enhance their credibility and reputation as go-to experts. Following the right people will help you become a destination of choice.
Know who you are working with: Success in recruitment, according to Craig, hinges on understanding your clients, delivering value, nurturing relationships, and adopting a long-term perspective.
Choose Your Battles Wisely: Drawing from his experience and insights from the Naval Top Gun program, Craig shares a valuable lesson: “If you can’t win the fight, don’t fight. Go away and come back. Live to fight another day,” which is a great philosophy in recruiting.
Differentiate yourself: Craig encouraged solo recruiters to carve out their unique identity and differentiate themselves -
How to Turn Your Recruitment Podcast into a Profit Machine, with Mike Richards
Are you looking for innovative ways to elevate your recruitment firm's brand and solidify its presence in the industry? Podcasting might be the game-changer you haven’t tapped into yet.
In today's episode, we explore the powerful impact podcasting can have as a branding tool in the competitive recruitment industry. Our guest, Mike Richards, CEO & Founder of The Treasury Recruitment Company and host of the successful Treasury Career Corner podcast, shares his journey and provides a blueprint for podcasting to strengthen your brand's reach, authority, and engagement.
Tune in for actionable tips, inspiring success stories, and strategic insights on effectively utilizing podcasting to highlight your recruitment brand and deepen your connection with your audience. Whether you’re new to podcasting or looking to refine your approach, this episode is packed with valuable takeaways to help your recruitment firm stand out.
Episode Outline And Highlights
[01:51] Mike’s background and what he does in the finance recruiting
[02:56] How Mike got into the recruitment space
[04:31] Mike's highs and lows as a founder in the treasury recruiting space since 2002
[07:20] 3 Lessons Mike has learned from over 20 years of building a resilient business
[09:40] Measures Mike has in place to ensure he doesn’t put his business at risk by overspending when he is doing well.
[11:26] Mike’s settlement period and how he makes sure he gets paid without ruffling too many feathers
[15:03] Policies to encourage prompt payment within the guaranteed period
[17:55] How much Mike has implemented from Profits First book
[20:28] When Mike started the Global Salary Survey, they systemized it and how it works
[24:45] How Mike uses Global Salary Survey for marketing purposes
[28:48] How data empowers the provision of market insights and intelligence to your clients
[29:43] What inspired Mike to launch his podcast and the keys to his success
[34:29] Mike's podcast strategy and how his podcast has spanned off to other opportunities
[43:42] How Mike manages the cashflow issues and the cost of running his podcast events
[47:28] What Mike is doing in marketing that is working well for his company
[49:33] Mike's techniques for leveraging social media for his business
[53:46] Marketing engine: Getting in front of people who are interested in your offer
Drivers of Success For Your Recruitment Business Mike and I discussed his recruitment company, Treasury Recruitment Company, which is a truly global treasury recruitment firm established in 2002. It specializes in global treasury recruitment and supports both permanent and interim assignments, giving its clients greater flexibility and choice. The company boasts a track record of successfully placing candidates at all levels, from corporate treasury to analysts and directors and across various sectors from multinationals to consultancies.
During our discussion, Mike shares three invaluable lessons gleaned from over two decades in the recruitment industry, each contributing to the resilience and success of his business.
Firstly, he emphasized the importance of prudent cash flow management. Mike highlighted the tendency of many recruitment firms to overlook the economics of their spending when they are doing well, leading to potential pitfalls such as imprudent trips, expansion, or investments.
Secondly, he underscored the necessity of closely looking at and monitoring your finances, income, and expenses and ensuring the fuel gauges are topped up for smooth operations.
Lastly, Mike stressed the interconnectedness of these lessons, emphasizing that financial health is the lifeblood of any business and that careful attention to cash flow, income, and expenditure is fundamental to long-term success.
The Role of Podcasting in Recruitment Branding
Using podcasting to grow your recruitment business revo -
How Small Executive Search Firms Can Triumph Over their Bigger Competitors, with Bob Kondal
Are you a small executive search firm striving to stand out among large competitors in the industry? Fear not, for opportunities abound for those who dare to innovate and differentiate. While larger firms may wield extensive resources and brand recognition, small firms possess agility, adaptability, and personalized services that can be leveraged as competitive advantages in the ever-evolving recruitment landscape.
I am excited to share this episode with special guest, Bob Kondal, a top-performing headhunter in Private Equity and Private Credit. This episode is packed with behind-the-scenes stories from twenty years of experience in recruitment that you don’t want to miss!
Bob and I touched upon relevant topics such as winning clients as a small firm, storytelling in business, prepping for client meetings, MPC marketing, diversity, and how we achieves a 100% offer to job accepted ratio - that’s right, zero turn-downs.
Episode Outline And Highlights [02:36] Rocky start – Bob’s first recruiting job at Huxley Associates; how he progressed from being on the verge of quitting to becoming the top biller
[08:42] Bob’s journey from recruiting to equity trading to starting his own search firm
[10:50] Challenges and successes: Bob’s milestones as a solo search firm owner
[14:27] How to shift client’s misconception that working with the bigger search firms will yield better results
[19:30] How to use superior performance metrics as a selling point
[23:07] Storytelling in business: How to pitch against larger firms and win
[30:01] Prepping for a client meeting
[33:18] Memorizing teams: Bob shares why and how he memorized teams
[40:06] Execution: Bob's process that allows him to achieve zero job turn-downs
[44:55] Opportunistic introduction: How often Bob uses MPC marketing to spark conversation with potential clients
[50:29] The trend toward Diversity in private equity and private capital recruitment
[51:32] Discussion on “Thinking Fast and Slow”
[1:00:09] Investing in your copywriting skills and Bob’s book recommendation
[1:01:34] Why Bob practices Brazilian Jiu-jitsu and how it applies to the world of recruitment
4 Ways to Stand Out From the Competition and Win New Business as a Small Firm
Bob goes to great lengths to stand out from the competition. He believes that so many recruiters are looking for a quick fee, with little regard for the long-term results, and do not spend enough time understanding candidates or the employer they are representing.
He describes 4 different strategies he uses to stand out and stay at the top of our game.
The power of storytelling: Bob attributes their high interview acceptance rates and minimal drop-offs to the clarity of their approach. Instead of simply sending job listings, he advocates engaging candidates through a 30-45 minute discussion about their career.
Getting market research and execution right: You only need two things in search: research and execution to help you as an organization achieve zero turn-downs and maintain a competitive edge. This enhances attention to detail, which not only wins business but also cultivates stronger client relationships and satisfaction.
Prepping for client meetings: One of Bob's key insights around client meetings is how extensively he prepares. In addition, he runs the meeting quite differently to other recruiters, for example asking about their investment philosophy.
Memorizing teams: Bob explains that the client, as a search headhunter, wants to know if you, as a recruiter, know their market inside out. During Covid, Bob set himself a challenge to memorize whole teams, including where they went to university, what they studied and what grade they achieved.
Like me, you will admire Bob's refreshing, proactive, responsive, and highly professional approaches and how he delivers service to his clients.
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TRR Bitesize #001 LinkedIn for Business Development
Mike is a firm believer that you can win clients through LinkedIn. You will hear an amazing story about how Mike received an inbound enquiry from a VP of HR at a billion-dollar company because of a story he posted on LinkedIn. That senior executive became a client, and gave Mike a lot of repeat business, which might never have happened without that LinkedIn post.
Mike also shared how consistent posting helps build a “continued relationship” with potential leads that you may have a cold called before. Here are things that you will find insightful in this section of the episode:
Why consistent posting can win your clients in the long run. Overcoming fear and imposter syndrome when posting LinkedIn content. How to generate ideas for your LinkedIn content. -----------------------
Follow Mike Williams on LinkedIn:
Carnegie Partners website link
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How Recruiters Can Help Clients Achieve Employer Branding Success, with Bryan Adams
Effective employer branding is not just about attracting candidates but also about retaining existing employees. A positive work environment and reputation increase employee satisfaction and reduced turnover. As a recruiter, how can you partner with your client companies to achieve employer branding objectives?
To answer this question, I am delighted to have a very special guest, Bryan Adams, CEO and founder of Ph.Creative, an award-winning employer branding agency with offices in Liverpool, London, San Diego, and Auckland. Bryan shares insights and strategies on creating an effective storytelling framework to apply this branding philosophy: repel the many and compel the few.
Bryan helps his clients define their essence as a company, both in its uniqueness and what it stands for, and then crafts and aligns those aspirations with the people his clients are looking to attract. They’ve worked with famous brands such as Apple and Nike. He is also a two-time best-selling author. His latest book is Give & Get:Repel the Many and Compel the Few with Impact, Purpose, and Belonging. He has written for the Harvard Business Review, Inc.com, the Entrepreneur magazine, and has been featured in Forbes.
Episode Outline and Highlights
[02:22] How Bryan launched his branding agency.
[05:45] DIscussion on employer branding and the philosophy of attracting the right people.
[13:01] Roadmap in helping your client attract the right people.
[18:02] What are the components of a good employer brand?
[27:41] Bryan gives us key stories from his book, Give & Get Employer Branding.
[30:36] What mistakes do companies make concerning employer branding?
[37:31] How can recruiters partner with their client companies in achieving the objectives of employer branding?
[43:00] Book recommendations and references on storytelling.
[48:10] Employer branding case studies on small to medium-sized businesses.
Repel the Many and Compel the Few - A Guide on Employer Branding
Recruiters are ambassadors of their clients. Understanding the employer brand of the company they represent is crucial to attracting the right candidates. Effective employer branding is critical for attracting, engaging, and retaining top talent. It goes beyond just salary and benefits; it encompasses the company's values, culture, work environment, opportunities for growth, and overall employee experience.
Contrary to the notion that the correct branding should attract as many candidates as possible, Bryan believes that doing it right should only compel a few, well-screened candidates. He said:
“And it's interesting still in a recent survey, 70% of employer brand leaders still cite an increase in volume of applicants and traffic to their career site as a success metric when delivering an employer brand. I've never met a TA leader, a talent attraction leader who just wants more applicants, more noise, more admin, and more work to get to the people who are ideally matched.”
Bryan shared case studies of corporations and small-medium businesses they worked with and how the right employer branding worked well to find the right people. Bryan pretty much defined the right approach to branding when he said “The idea is, if you're confident and clear enough to know your culture and what it takes to drive the organization forward, and you also can answer some fundamental questions of not just why people join, but why they stay, then you can craft a give and get proposition which is a two-way value exchange of not just what you stand to get as an employer but actually what you're willing to give in return candidates and employees alike can make very informed career decisions as to whether it's an ideal match.”
How to Strategize a Good Employer Brand
Bryan shared the mistakes companies make when envisioning and strategizing their employer brand. He also shared vital pointers and elements to consider in desi
Customer Reviews
Great Insights for Recruiters
Mark brings in great guests with insights into the industry. Great resource to force you to think out of the box and consider new ways to recruit. Great for beginners or experienced recruiters. I look forward to listening every week!
#1 recruiting podcast for full desk recruiters
Mark asks great questions and gets into depth, in the right categories. I spend a lot of time listening to YouTube, podcasts and really anything educational in the recruiting industry but a lot of them are okay, I don’t walk away feeling like I learned a lot or was given a lot to think about. When I listen to Mark’s podcast I walk away feeling like I was implanted with an extra year of experience through listening to a 1 hour podcast. Also, the guest he interviews are great!
Great for Recruiting Firm Owners
The Resilient Recruiter is both informative and entertaining. I only wish I would have found it sooner. It's a great resource for recruiters of all levels, but particulary recruiting firm owners that are just getting started. Mark's interviewing style is excellent and he has a great line up of guests.