20 Commandments

basics calling email training Jun 21, 2018

Hey Danny,

What do you think of our 20 commandments?

1. Thou shall have a written plan every day.
2. Thou shall have 50+ dial outs every day (always a mix of marketing + recruiting calls).
3. Thou shall interview 10+ headhunted candidates every week (headhunted candidate = a candidate who is working, is not expecting your call and is only passively seeking a job – not on job boards).
4. Thou shall have at least 4 sendouts every week (16 for the month – either by presenting on active tested mandates OR securing interviews by doing MPC calls).
5. Thou shall get at least 2 job orders every week (8 for the month).
6. Thou shall use the script, role-play it every week and know their rebuttals.
7. Thou shall update CATS for any candidate / client activity (no commission paid on placed candidates who are not added or properly added to CATS).
8. Thou shall always test a job order within 1-2 business days after receiving it before flooding / covering it with 4 more sendouts (within 4-5...

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Closing is for Cowards

basics Jun 14, 2018

How to make more deals without having to summon courage, go to a therapist, or half-heartedly use a script that scares the daylights out of you.

Look, you’re fully formed. It’s too late to rewire you. Some of the great billers Danny mentors are not CLOSERS, they are COWARDS who have learned to compensate. They use the client to close, sometimes the candidate, sometimes their manager. But they know under what circumstances to employ their coward’s playbook. They read the signs. We’ll show you how. A coward trying to use a traditional take it away close, only takes away money from his ATM. It doesn’t have to be that way.

In a LinkedIn world, we get objections we never got before, from candidates who are not serious. That’s why internal recruiters get turndowns.

In almost EVERY deal you lose, you were being sent signals, (sometimes muted, to be sure) and you chose to ignore them, or were too busy “overcoming the objection”.

The problem...

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Are They Still A Client?

ethics Jun 12, 2018

Hi Danny,


Here's the scenario:
Over a 10 year period or so I have made about 8-10 placements with Company A. Recent history is 1 in 2009 and 2 in 2008. The last one was in December 2010, and prior to that was January 2010. Nothing since then. I still keep in touch with my contact periodically who says no needs. I do believe that if they had a search to give out I would get it.

In your opinion, am I at a point where I'm clear to recruit from them?

Danny's response,


We could go all macro and mystical with this answer. We could talk about how technology has had a corrosive effect on the already scintilla short attention span of Americans. How we don’t so much forgive the transgressions of our politicians (Spitzer lecturing on ethics on TV) and celebrities (Limbaugh assailing anyone’s morals), Tiger Woods no longer being catcalled on the tee (it’s been 2 years after all), Charlie Sheen back on primetime, as much as we just flat out don’t remember. According to...

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Numbers Out of Whack

numbers training Jun 06, 2018

Hi Danny,

I have been Recruiting for two years now and in my mind, I am a good Recruiter. Last month, I had 25 Send Outs and as of yet, no offers or placements. I continue to be productive/active with my recruiting calls, follow-ups, and new searches. Keep in mind, that in my current position, I am only recruiting, not doing “both sides”.

My question is, what if any advice can you give me? I am getting a little frustrated and feel my confidence sliding a bit. I know I need to keep my activity up. I have new candidates interviewing daily and I am averaging 1-2 sendouts a day.

I would appreciate any words of wisdom you may have. Don’t get me wrong, I do realize it’s a “numbers game”, but I just want to make sure it’s not me, when in fact, it may be something else.

Danny’s response,

It is a numbers game, if you’re the one controlling the numbers. But if you’re only the candidate side, and someone else controls the process of...

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How Do I Become Successful

ask danny Mar 06, 2018

Hi Danny,
What is the ultimate key to success in this industry? I.E. what are the main bullet points to being successful and a top biller in this industry? Some guidelines to follow if you will. I have no problem doing the work. I have organization. I have motivation. I have the phone time. I have the send outs and the resumes. What will set me apart from the pack?

 


Danny’s response,
It seems to me the most pragmatic way of answering your question is also the most revealing…what traits do I look for when I hire recruiters? If you know what I’m trying to measure, you can extract what is required to be a big biller. (Let’s define a big biller as 500K or more in direct hire revenues each year. I have mentoring students doing 3-4 times that amount.)

Let’s start with what I actually test for. We use two tests, one to test intelligence, and one to test your natural level of salesmanship. So there you have it, you need to be not just smart but quick...

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All Work – No Play

ask danny Feb 06, 2018

Hi Danny,
I very much appreciated your recent newsletter about the evolving methods of recruiting professionals through social media, email blasting, and more.

In the same line of thought I was hoping that you could talk about work/life balance. Our top biller in the office leaves at 4:25 in the afternoon (while the office stays until 5 or later). He also has between 30 and 40 calls during a day, and talk time around an hour per day. Yet the result is between 60 and 100K per month on the board in solo deals from him.

Similarly, the next couple of top billers in the company have similarly low call rates, and yet our President continues to drive the importance of doing all prep work and planning at home, and staying late, and being on the phone above all else as a means of guaranteeing effectiveness and revenue.

It has always been my contention that quality trumps quantity and that in order to live a healthy life-style there needs to be a break in the time that one works, to after...

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The Humble Brag

ask danny Feb 06, 2018

Dear Danny:

Is it just me or is there an increasing trend of hiring execs only making themselves available for interviews at ridiculously inconvenient times – usually phone, but we just had one do this for an in person, final interview at the end of a two-month process.

In the last month, I’ve had several HA’s who have been impossible to nail down for a call with a candidate offer, “I’m only available Friday at 7 am or Sunday at 9 PM” for a call with the candidate. Another – (a COO at a $400 mm company who insists on interviewing both on the phone and in person every candidate they hire making around 90K or more) just flipped the final onsite interview from 3 pm to 7 am.

When I protest and tell the HA the time is too early, too late etc. and that the candidate may not be on their game as a result of getting up at 5 am and traveling to make a 7 am series of in person interviews, the client starts with the “Well, he must not be that...

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Not Enough Parking

ask danny Feb 06, 2018

Hi Danny,
There aren’t enough parking spaces for all of us here. The boss has a reserved spot – so he is not affected. Do I just suffer?

Danny’s response,
I thought briefly of recusing myself since I have a space right outside our office door and would beat anyone who tried to park there to a bloody pulp, but let’s assume for purposes of discussion I earned my spot and your boss didn’t. What is it you are angry about? The fact that there are not enough parking spots or that your boss is not affected?

If it is the former, GET TO WORK EARLIER than those who get the spaces that are available!

If it’s the latter, work your butt off, become the top producer, rise above the petty concerns like this, and before you know it… there’ll be a space that no one else can park in but you. And then, I promise you, the system will seem very fair.

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Email Script Critique: No Sleepy Emails

ask danny Jan 30, 2018

Script Submission


Good afternoon,

I hope this email finds you well. I am reaching out to you today because I came across your profile, and it really piqued my interest. I was most impressed with your extensive UX background, and capability to drive end-to-end research and design work at ABC Company.

I noticed that you’ve been working at ABC Company for about 2 and a half years now (that’s awesome!), and I hope it’s still going great. But, in case you’re looking to explore something new, I have a UX Designer role and a Senior UX Designer opportunity in mind. I think these roles could be a fit, and I’d love to share them with you.

I am always looking to network with passionate and ambitious design individuals, and would love to learn more about you and your career goals. Are you open to a conversation? Let me know if you are available anytime this week to chat.

I look forward to connecting!


Danny’s Critique:
So there are these cool eye tracking...

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Should I answer or ignore?

ask danny Jan 30, 2018

Hi Danny,
It seems like all the training, etc says to block out hours of time to execute – do not answer the phone during these times. Here is my question – I am calling and leaving voice mail after voice mail – both marketing and recruiting – don’t I want to answer the phone to see if it’s one of these people calling me back? Yes, I have caller ID but sometimes it’s hard to tell who is calling. I have tried leaving specific blocks of time when I can be reached for callbacks on voicemail messages but often people don’t pay attention. How does it work with your top producers?

Danny’s response,
There would be zero shoplifting, a billion dollar problem in America, if we installed X ray machines and hired Bar Bouncers at the entrances to beat up anybody caught doing it. But then nobody would go in the store. So “Retail Reality” is you are going to take the risk of some loss in order to have an overall “flow” to...

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