Are The Basics Still the Basics?

recruiter training Jul 24, 2018

Hi Danny,

Danny, I have been a "follower" of yours for many years(I think I have some of your older training materials on papyrus). You are one of the few trainers/owners that have been in the thick of things over the last 15-20 years (maybe longer?) and have seen the impact of new technology on our industry such as the internet, email and job boards such as Monster. I was wondering, as you face a class of new recruiters now vs. facing a class of new recruiters 15-20 years ago, is there anything really fundamentally different that you would say to them about our industry or teach them differently? If so, please share that with me. If not, maybe things really have not changed that much and the "basics" are always the same. I would be interested in your comments not only from the perspective of how a recruiter spends his day now vs. then but also from the perspective of how a hiring manager might view our services now vs. then and from the perspective of how a candidate looking for a...

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Candidate Metrics

Uncategorized Jul 19, 2018

Hi Danny,

I'm a new recruiter, not responsible for getting job orders...but only to find qualified candidates to present to our clients.

In your numbers and goals section you have a ratio explaining how may marketing calls you need to make to get a job order...is this the same number of candidate calls you feel you need to make to find qualified people that agree to be submitted?

 


Danny's response:

Your ratio of live connects should be, depending on your niche (data scientists have no phones at work, no cell, no connect), considerably better than the ration of live connects on a cold marketing call. But whether it is 25% better or 50% better depends on your methods.
When you are in a job board, where candidates are active, your call back ratio will be extremely high.

A LinkedIn List, once you have the phone numbers transposed, will be slightly higher than a marketing call, but you have the saturation factor to deal with.

A completely cold recruiting call will average about the...

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I need help explaining how this business really works to newbies!

rookie Jul 17, 2018

Hi Danny,

I need some ammo for my newbies that think they can be massively successful in our business without making a lot of phone calls. I am having trouble convincing them that our worth, to our client, is based on finding the passive, local candidates rather than searching the internet. Please give me some strong language!

Danny's response,

Boy, did you pick the right day to submit this question. I just got out of a staff meeting where I kicked butt on this same subject. If your newbies could have been flies on the wall, they would have heard:

Our closing ratios have tripled. That is, we are sending out three times as many people as we used to in order to close a deal. Where are we getting the ones that turn down jobs and change their minds on whims and flat out use us to leverage other offers? The Internet. My people complain that I cannot be satisfied, that our sales are very high. But we are working way too hard for the amount of activity we have, and the slightest downturn...

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Damn Youngins!!

recruiter training Jul 11, 2018

Hi Danny,


As you know we place technology sales guys just like you. Most of our clients want the exact same things. Someone that has sold the same or similar products to the same or similar customers with good stability and #'s to back them up.

So here's the question...How do we get our clients (VP's of Sales or RVP's that are Baby Boomers or Gen X types) who are hung up on stability to consider talking to these Millennials (since most want to hire young, hungry types) or candidates that have had what they consider too many jobs? The youngsters just don’t care about changes and a lot of good people were damaged from 2008 - 2012 by the down last recession which touched a lot of good people and was worse than most. I realize that a lot of these bouncers are damaged goods in our world but some of them are fee worthy. Many times if we can just get them in the hunt they can get the job. Can you help with some lingo to help us get the better ones considered when we submit them or...

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The Mystery of the Call

script Jun 26, 2018

Script:

This is the one we’ve been using for ages- we probably average 1 call back per 20-25 messages left.

“Hi__________. This is (my name). Your name came up at our executive team meeting and I’d like to discuss the possibility of doing some business together. Please give me a call xxx-xxx-xxxx. Again, this is (my name) at xxx-xxx-xxxx. I look forward to your call, ______.”

More recently, we gave another method a try and the results were horrendous even though the expert said it had an 80% response rate.

“Hi___________. This is (my name). Someone suggested we talk.
Do me a favor, when you call me back, please tell whoever answers to interrupt me no matter what I’m doing. You can reach me at xxx-xxx-xxxx. I look forward to speaking with you.”

We read through “What do I say in a Voicemail” and “Recruiting voicemail” and “Get colorful with your voicemail.” Our CEO is of the mindset to not mention we are...

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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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