14 episodes

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.

The Resilient Recruiter Mark Whitby

    • Careers

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.

    How to Demonstrate Leadership in a Crisis with Greg Benadiba, Ep #14

    How to Demonstrate Leadership in a Crisis with Greg Benadiba, Ep #14

    How do you demonstrate leadership in times of crisis? How do you protect your business and lead your team through the Coronavirus Pandemic? We are living through a very uncertain period of time where we must stay relevant and resilient. In this episode of The Resilient Recruiter, my friend and coaching client Greg Benadiba joins me to share his thoughts. 
    Greg shares his strategy for screening recruiters and hiring the right people for the position. He also shares the leadership principles he’s built his business on. We share a hopeful viewpoint, one in which your recruiting business can emerge stronger than ever. 
    Outline of This Episode [2:11] Greg Benadiba shares how to work smarter—not harder [4:48] Lessons and takeaways from the last recession [6:57] How to help your business survive the Coronavirus pandemic [10:33] How to build and maintain relationships with clients [17:15] The unique way Greg interviews and hires recruiters [26:49] The targeted and probing questions to decipher the best candidate [30:49] The 5 principles Greg has adapted for his recruiting business How to stay resilient through adversity At the time of recording this podcast, Ontario had declared a state of emergency. Major outlets, stores, banks, restaurants, and bars closed on St. Patrick's Day. Greg ‘s team went from having 120 jobs to fill down to 72. Greg believes there will be a significant decrease in job orders across the board. But notes it is possible in this day and age to interview, hire and work remotely. 
    Greg points out that regardless of the pandemic, there will still be positions that need to be filled. So you must stay level-headed and position yourself for the upswing that will come. I work with each of my clients to have a plan of action to get them through this pandemic—you need to have one as well. Keep listening as Greg and I talk about having a contingency plan in place and where he’s focusing his business right now. We also talk about tough decisions you may have to make as a manager. 
    How to stay in front of your customers It is more important than ever to position yourself to remain in front of your clients. When things pick up again you’ll be at the forefront of their minds. Greg found a unique way to add value for his customers: he made his Zoom account available to customers so that they could still interview potential hires. It was a simple way to help meet their needs and keep their business from screeching to a halt. 
    We can still facilitate meetings through the tools we have available—email, conference calls, video conferencing, etc. We must be careful not to alienate customers, but stay in touch and offer insight, guidance, and empathy. Greg says to ask the question, “How can we add value considering the current circumstances that our clients are in?”
    Greg’s unique hiring process Greg doesn’t aim to hire experienced recruiters but prefers to hire candidates from across industries who embody the values he’s looking for. They need to be good with people as well as driven and sales focused. He looks for resiliency and someone who is always learning and finding ways to improve. He asks probing questions, such as “What’s the most difficult thing they’ve ever been through?”. 
    He notes that you can’t rush the recruiting process. On top of his interview questions and profile testing, they have the recruiter undergo a half-day of job shadowing. In the second part of that day, the potential hire is allowed to jump on the phone to connect with people and flesh out a list of referrals. In this way, the candidate is able to immerse themselves into the job and get a feel for what it will be like. 
    Greg uses a clearly defined checklist in his hiring process. All of the questions on his checklist are based on mistakes that he’s made in the past. He crafts those mistakes into quest

    • 48 min
    How to Generate Warm Leads On LinkedIn, Ep #13

    How to Generate Warm Leads On LinkedIn, Ep #13

    How do you respond to a recession? I’ve been here before and I’ve learned to recognize the signs—a recession is coming. I recommend to act as if tough times are coming and take massive action—charge forward with total commitment and sell as if your family's financial security is at stake. 
    I get 100% of my business through digital marketing strategies with 20% of my warm leads coming from LinkedIn. Generating warm leads on LinkedIn is one of the marketing strategies I recommend adopting right now. 
    The only way to deal with adversity is to increase your commitment and adopt more intelligent strategies. In this episode of The Resilient Recruiter, I’m sharing a presentation on how to generate warm leads on LinkedIn. I’ll share the 5 key things it takes to make your profile compelling, how to connect with leads and how to resonate with your audience. 
    Outline of This Episode [1:16] What motivates me to push harder in times of uncertainty [6:57] How to generate warm leads on LinkedIn during a recession [10:05] I share the 5 keys to creating an effective LinkedIn strategy [13:17] Key #1: Create a compelling LinkedIn profile [24:08] Key #2: Focus on Consistently growing your network [33:08] Key #3: Follow up and start engaging conversations [39:07] BONUS: How to increase your response rate exponentially [42:40] Key #4: In a world where content is king—how do you stand out? [53:47] Key #5: Who do you engage with on LinkedIn? Key #1: Make your LinkedIn profile compelling Your LinkedIn profile should be a lead generation website for your business. Take a look at your LinkedIn profile from the perspective of a potential client or candidate. Does it convey who you are and what you do? There are a few things I recommend making a concerted effort with:
    Choose a profile image that is professional and inviting.  Do not use the default banner. It is prime real estate and one of the first things someone sees. Ideally, you should use a photograph taken in a professional context. It needs to convey credibility and authority.  Craft a professional headline. Clearly define what you do and what value proposition is. Who do you work with? What kind of results do you get? Signal to your industry and your ideal audience that you speak their language and provide them an incentive to scroll down and get more information. PRO TIP: Adjust your headline using the app on your phone—you’re somehow allowed more words/characters. Use the ‘about’ section to make a human connection. Tell your personal and professional story in a way that is relevant to your business and resonates with your audience. You want a potential client or prospect to relate to you. Share WHY you do what you do.  Listen to the episode for more ideas to create a compelling LinkedIn Profile. 
    Key #2: Consistently grow your network  Growing your network needs to be a proactive process that you do consistently every day. You need to start by searching for your ideal prospects with a tool such as LinkedIn Sales Navigator. I recommend setting a goal to send 30-50 connection requests a day (allocating 30-60 minutes of your time). I typically see a 40% acceptance rate from people who are warm prospects that are more receptive to engagement. 
    Secondly, focus on crafting a message that is low-key, non-threatening, with zero sales pitch. Personalize the message when possible with something relevant. You can create a friendly and natural-sounding template to use and interchange the pertinent details. You could use a simple template across the board, but your response rate will likely be lower without a personalized touch.
    Key #3: It’s all about outreach You need to follow up with leads and start conversations. Send a sequence of messages with the end goal of engaging the lead and having them schedule a call on your calendar. This is a task where you can hi

    • 1 hr 2 min
    The Commercial Value of Diversity and Inclusion in Recruitment with Raj Tulsiani, Ep #12

    The Commercial Value of Diversity and Inclusion in Recruitment with Raj Tulsiani, Ep #12

    Diversity and inclusion is an important topic to discuss in the world of recruitment. Raj Tulsiani and Steve Baggi founded their recruitment firm with the goal and aim of helping organizations broaden their horizons and to hire a more diverse workplace. Doing so not just for diversity’s sake, but to lead to competitive advantage, increased business value, and diverse perspectives to drive innovation. 
    Raj is uniquely qualified to tackle this subject. Not only is he a minority business owner himself, but a hugely successful entrepreneur. His firm Green Park is the 5th fastest growing recruitment company in the UK, with revenues just over £90,000,000 (about $117m USD). They’re listed by the Financial Times as one of the fastest-growing companies in Europe, and the only recruitment company to make the Sunday Times Fast Track in 2019.
    Raj Tulsiani has become one of the UK’s leading figures in executive search, interim management, workforce planning, and diversification. He has over 20 years of experience moving the dial on leadership, talent and diversity and is the author of ‘Diversity and Inclusion for Leaders: Making a Difference with the Diversity Headhunter.’
    Outline of This Episode [1:41] Raj’s journey in recruitment [3:02] What key milestones facilitated their growth? [10:34] The reality of achieving diversity and inclusion [16:47] What challenging a customer involves [24:37] How Green Park developed its CREED [33:22] Lessons learned from the last recession Diversity and inclusion has been in their DNA since day 1 Raj and his co-founder Steve Baggi “wanted to work for an organization who accepted diversity and inclusion in their actions—not just in their aspirations and in their marketing.” They couldn’t find an employer that embodied their values, so they started their own recruitment firm on the 4th of August in 2006. 
    They set up their business with the goal of helping people make diversity and inclusion more meaningful. A good customer was someone who wanted diversity but didn’t know how to get it or weren’t as inclusive as they thought. They committed to looking at the world through the intersection between brand, recruitment, and diversity. 
    They invested in technology and research to back them up. It enabled them to hire and retain better talent and be more relevant in the marketplace. It afforded them a platform to be able to challenge poor behaviors they saw that needed to be corrected. 
    How do they achieve diversity?  Raj notes that he articulates it more clearly in his book, but for the purpose of a simple definition: when they talk about diversity they mean someone who is an ethnic minority, a woman, or someone who has a physical disability. Green Park placed a new diverse leader on a board every 8 days and their goal is to be able to achieve that daily by 2025. 
    They have placed 35% ethnic minorities in board roles against a national average of 6% and over 50% women against an average of mid-’40s in the rest of the marketplace. Their goal is to provide a customer with a broader choice than they’d receive anywhere else. They want clients who prefer someone relevant to the problems they’ll face in the future. 
    There is a high level of institutional prejudice in the marketplace. They are passionate about helping organizations build advocacy and deal with underlying disparities in outcomes. They want to develop relationships and help them understand the world differently. They come with a commitment to being different—and know they won’t be everyone’s cup of tea. 
    Challenging your customers to new viewpoints They believe that you can’t compete without having a true identity. Green Park’s view is that “forward-thinking, modern organizations require a wider, more considered choice—a diverse group of thinkers with a greater breadth of perspectives to dri

    • 36 min
    Recruiting Recruiters: How to Attract, Hire, Develop and Retain Great Recruiters with Shaun McCambridge, Ep #11

    Recruiting Recruiters: How to Attract, Hire, Develop and Retain Great Recruiters with Shaun McCambridge, Ep #11

    Recruiting recruiters that are an asset to your business can be challenging. Attracting the right candidates for the position and assessing their competency is no easy task. Retention and longevity of staff seem to be the Achilles heel of the industry. That begs the question, how do we attract, develop, and retrain great recruiters? Is there a secret method that recruitment firms are missing? 
    Shaun McCambridge with Stellar Recruiting based in Brisbane, Australia joins me to discuss the method they’ve found most successful for recruiting recruiters. We’ll talk about why Shaun started Stellar Recruitment, what he believes the key to their success is, developing genuine relationships with clients—and how to hire and retain the right people for your team.
    Outline of This Episode [2:33] Why did Shaun McCambridge start Stellar Recruitment? [5:26] Client partnerships is a key element of their success [7:35] How Stellar created longstanding partnerships [13:06] Increasing retention and longevity of staff [17:47] Attributes Shaun looks for when hiring recruiters [19:21] Assessing character during the interview process [22:45] Measuring performance after 12 months [31:15] Shaun’s journey with personal development [33:49] What inspired Shaun to start his podcast?  [35:50] The importance of mindset over talent and ability [39:16] The ‘20,000 Lives Changed’ campaign [42:15] Stoic philosophy thought for the day The key to creating longstanding partnerships with clients Shaun believes that one of the largest factors that differentiate them in the industry is the relationship they build with their clients. 3 of their clients have worked with them from day one— for the last 14 years. Shaun points out that many recruiters can be transactional and focused on ‘closing the deal’. At Stellar, they strive to be genuine and honest while delivering on the promises they’ve made to their clients. Everything they do is relationship-based and they focus on remembering that they are engaging in human-to-human personalized interaction. 
    In my experience, many of the recruiters I’ve worked with are experienced professionals who are genuine and honest. While there are some bad actors in the industry, I’ve found that many of the transactional recruiters are inexperienced. They are put under immense pressure to perform, to bring in revenue without the proper support or training. Shaun doesn’t want this transactional dynamic in his business, which is why he places high importance on developing and training his recruiters properly. Keep listening as we discuss his methods. 
    The secret to decreasing turnover and improving staff retention Shaun was fortunate to start his career with Hays, where he learned the ins-and-outs of the sales world among a group of like-minded competitors. When he left, his goal was to replicate the high-performing culture he experienced there in Stellar Recruitment. Retaining a core group of recruiters can be a powerful force in your business. With this goal in mind, he sought to create a culture where their recruiters feel empowered and challenged. They emphasize on-the-job training in their particular methods. They also provide organizational psychologists on staff to coach team members.
    They believe ongoing development and training is essential to longevity. Stellar helps their recruiters map out their career paths and implement personal goals that coincide with professional goals. Shaun stated that “Stellar should be a vehicle to achieve outside of work”. Finding fulfillment in their roles with personal and professional impact is key to retention. Shaun also stands by the practice of promoting from within. Making progress and growing through the ranks leads to engagement which Shaun points out leads to retention. 
    Recruiting recruiters: Assessing attributes of a candidate during the intervi

    • 45 min
    How to Build Your Personal Brand as a Recruiter, with Lauren Stiebing, Ep #10

    How to Build Your Personal Brand as a Recruiter, with Lauren Stiebing, Ep #10

    Developing a strong personal brand is becoming increasingly important to your success as a recruiter. That applies to all recruitment consultants but is especially critical for independent recruiters and owners of small recruiting and staffing agencies.
    My guest today—Lauren Stiebing—is a great example of a recruiter who has embraced personal branding as a way to differentiate herself in a crowded market. Lauren started her search firm, LS International, in Barcelona in 2015 and has built a thriving global practice in the CPG/FMCG space. There were many factors that contributed to her success, including her relentless persistence.
    In our conversation, we talk about the challenge of building a client base from scratch and the learning curve associated with mastering the ins and outs of business development. She shares the unique challenges she faced and the different strategies she’s used to successfully build her recruitment business. She’s one of my superstar clients and it’s a wonderful privilege to welcome her to the show. 
    Outline of This Episode [2:43] The background of Lauren Stiebing’s company—LS International [3:53] Key milestones in the development of her business [7:09] What were some of Lauren’s biggest achievements? [8:14] The values she embraces building a personal brand [10:45] What is the concept of giving hard feedback?  [13:08] Developing relationships with blue-chip multinational companies [14:48] What persistence looks like in the recruitment industry [15:48] Using conferences and speaking engagements to network [18:54] The upside of starting a podcast [25:07] Competing with brand-name search firms [28:33] Why large brands choose her over more established firms [31:34] How did Lauren end up in Barcelona? [32:15] Why build a team versus being a single recruiter? [34:24] How Lauren juggles being a billing manager and recruiter [35:41] Lauren’s vision for the future of LS International Building a recruitment agency from the ground up When Lauren launched her business 4.5 years ago, she had little to no experience with business development. She knew she wanted to go out on her own and had the drive to make it happen. She gave herself a deadline of one year to get the business off the ground. If it didn’t work out as she anticipated, then she would begin searching for a job. Fortunately, she turned a profit in her first year and has never looked back.
    Starting a recruitment agency is not for the faint of heart, and Lauren’s journey was far from straightforward. From the start, Lauren knew that she wanted to operate a retained search practice. Yet 6 months in, she had zero revenue coming in. Lauren and I started working together at this point. After a month, she made her first placement. She pointed out that making your first placement is the hardest, after that things start to get easier.
    Lauren has achieved what many haven’t - starting a recruitment agency and growing her billings year after year, while 80% of new recruitment companies fail within the first two years. She provides exceptional service and is unrelenting in her ability to make good on her promises, as evidenced by the fact she’s successfully completed 90% of her search assignments. 
    The values Lauren’s personal brand embraces Lauren knew she faced a significant challenge in the industry, going up against well-known established firms. She recommends building a brand for yourself to differentiate in the industry. One strategy she leveraged to build her personal brand was launching her podcast, LS International Career Success. She was adding value to the industry and this helped her build relationships with clients and candidates. But that wasn’t the only thing that set her apart.
    Lauren places a high level of importance on professionalism and confidentiality. She explains that clients NEED to know that she

    • 38 min
    Scale Your Recruitment Business Through Team Development and Automation with Mark Smith, Ep #9

    Scale Your Recruitment Business Through Team Development and Automation with Mark Smith, Ep #9

    More and more agencies are proving that you can successfully scale your recruitment business by utilizing team development and automation tools. What does the development process look like? Can automation truly open up your time to focus on revenue-producing activities?
    Mark Smith, the Managing Director of people2people, has spent the last 15 years implementing these processes. He’s articulated values for the business culture and has developed and retained a team of successful recruiters. people2people has quickly grown into one of the leading agencies in Australia and New Zealand. 
    In this episode of The Resilient Recruiter, Mark will share some of the strategies that have helped him scale people2people to the point it’s at now. He’ll talk about managing against your values, motivating and developing your team, their automated chatbot “Pete”, and much more. Don’t miss this engaging and educational episode. 
    Outline of This Episode [3:23] What is the “Valley of Death”? [5:32] You need to define your culture’s values [11:50] How to uphold your values [18:00] Mark’s history with Greg Savage [20:05] Mark attributes his success to team development [27:50] An unconventional way to hire and train recruiters [34:20] Applications for Pete—the people2people chatbot [39:35] Other ways Mark implements automation [44:32] The big challenges recruitment agencies will face You need to define your culture’s values As Mark was scaling his business he began to question if his company’s values were staying consistent across their 110 locations. He wanted to definitively know if the culture in his Brisbane office was the same as in Melbourne. After some reflection, he decided his business had reached a point where it was time to articulate their values. 
    While researching, he found was that his offices were relatively consistent—and he was relieved. But Mark wanted to forge ahead with his endeavor to fully define what they strive for as a company. He and his team landed on an acronym—STRIDE: Strength (resilience), Teamwork, Respect, Integrity, Drive, and Enterprise—that they would use to define their values. With a description firmly in place, they could begin to manage everything against their values. They had a way to evaluate if potential hires line up with their beliefs.
    Mark’s company, people2people has since implemented a monthly meeting to talk about wins and performance. They host a yearly STRIDE awards event where people from each office are nominated. They have STRIDE apparel and posters as visual reminders of their values. They’ve found an effective way to implement their team values internally, and Mark believes it greatly impacts their success externally with customer relationships. 
    Mark has found success in the power of team development People2people now has 110 staff and 8 different locations in Australia and New Zealand. Mark noted that scaling the business wasn’t easy. When the GFC (Global Financial Crisis) hit, there was a downturn in Australia. He couldn’t attract experienced recruiters and had difficulty hiring externally. So he rallied and decided that he would develop his own team into recruiters. 
    When he chose that path for his business it meant he had to develop a process for training. He wanted the customer experience to be the same across the board. But if he was going to develop his own team from the ground up, he wanted to limit staff turnover and increase longevity. This takes hard work and dedication and fully enforcing the values they built the company on. Because of his effort, 35 of his employees have been with the business for longer than 5 years. 
    Mark develops his team through succession planning. He has staff trained and ready to step up if a senior consultant moves on. How does he achieve that? His preferred method is to assign a para consultant to a

    • 50 min

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