The Resilient Recruiter

By: Recruitment Coach Mark Whitby
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  • Summary

  • 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.
    (c) Breakthrough Coaching Ltd T/A RecruitmentCoach.com. All rights reserved.
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Career Success Economics Leadership
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Episodes
  • Why Doing Videos is No Longer Optional in Building a Successful Recruitment Brand, with Sunjay Vyas, Ep #239

    Why Doing Videos is No Longer Optional in Building a Successful Recruitment Brand, with Sunjay Vyas, Ep #239
    Dec 20 2024
    If there is one thing more certain in marketing and branding, it is this: Making videos is no longer optional for building a successful recruitment business brand. How do you overcome the common barriers, misconceptions, and complexities of creating effective video content? What are the proven ROI and benefits of doing so? In this episode, we are joined by Sunjay Vyas, an accomplished videographer, video podcast producer, and content creator based in the UK. He prides himself on producing compelling video content. Episode Outline and Highlights: [01:50] Sunjay’s story of starting in recruitment at age 16 and becoming a sourcer at 18. [09:27] Realizing his passion: What made Sunjay shift to a different role from recruitment? [15:21] Three biggest misconceptions of recruitment business owners on video and audio content creation. [20:09] Overcoming the fear of creating videos for branding: building an audience. [28:22] Becoming an authority in your space by putting yourself out there. [31:51] Outsourcing, keeping it simple, and the importance of starting small and being consistent. [38:48] Generating inbound leads by constantly creating content. [40:08] Advanced content strategies and repurposing for those who already host their podcast. [44:25] Information about "Behind the Mic" community resource The Three Common Misconceptions or Barriers to Creating Video Content Some recruitment business owners find creating videos or audio content difficult when building their brand. Sunjay and I agreed on the three most common misconceptions, and if you can relate to any of these, then you will enjoy this episode as we explain why the benefits and return on investment outweigh the barriers. It’s Too Complicated or Overwhelming Why It’s a Misconception: Recruitment business owners often see video production as a technical, complex, and time-consuming process. Many start as solopreneurs already juggling multiple roles, making video creation feel like an enormous task. Why It Shouldn’t Be: Modern tools and platforms have simplified video production. With minimal equipment and basic editing software, creating professional-looking videos is accessible and manageable even for beginners. Starting small and scaling up can reduce overwhelm. It’s Too Expensive with Unclear ROI Why It’s a Misconception: The cost of video production can seem prohibitive, especially if the return on investment (ROI) is uncertain. Business owners might struggle to see how content creation directly translates into revenue. Why It Shouldn’t Be: Video content builds brand visibility, trust, and long-term customer relationships, indirectly boosting sales and recruitment opportunities. Even low-cost content can yield significant returns through consistent engagement and brand presence. Feeling Uncomfortable or Experiencing Imposter Syndrome Why It’s a Misconception: Though confident in conversations, recruitment business owners might feel uneasy in front of the camera. Self-doubt creeps in, raising fears of judgment, embarrassment, or not being perceived as valuable. Why It Shouldn’t Be: Authenticity resonates more than perfection. Audiences appreciate real, relatable content. Over time, regular practice helps overcome camera shyness and builds confidence, making the process more natural. The Three ROIs of Video Content and Podcasting The three benefits below, which can bring an exponential ROI to your recruitment business, counter the three common misconceptions about creating video content. Many of our previous guests, as well as many from our existing coaching community, have proven and shared these benefits. 1. Building an Audience Video content and podcasting allow businesses to reach a broader audience beyond one-on-one interactions. By sharing valuable insights online, companies can connect with potential clients and candidates they might never meet otherwise. Even if viewers or listeners don’t engage directly, the content can still impact their decisions, creating a ripple effect. Consistency is key—regularly publishing content builds trust, credibility, and a loyal following, transforming businesses from being the best-kept secret to a well-known industry authority. 2. Becoming an Authority in Your Space Creating content positions businesses as experts in their field. Companies can demonstrate expertise by sharing knowledge, insights, and solutions to industry challenges rather than just claiming it. This visibility helps potential clients associate the business with industry leadership and up-to-date insights. People trust brands that consistently showcase their know-how, making them the go-to resource when prospects need help or advice. 3. Generating Leads Podcasts and videos serve as powerful lead-generation tools. They create touchpoints that nurture relationships and keep businesses top-of-mind for potential clients. A well-executed content ...
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    46 mins
  • How Smart Market Timing Built My 25-Year Recruitment Practice, with Brock Boyd, Ep #238

    How Smart Market Timing Built My 25-Year Recruitment Practice, with Brock Boyd, Ep #238
    Dec 12 2024
    "Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes. When Brock Boyd started his recruitment firm in 1998, he ran his business from his bedroom in a shared house, where suited colleagues would show up to work daily - sometimes while he was still sleeping from late-night prospecting. Today, 25 years later, he's a member of the prestigious Pinnacle Society leading an international tech sales recruitment practice. Through multiple market cycles - from the dot-com crash to 2008's recession to today's tech slowdown - Brock has built Career Management Inc. (CMI) into a sustainable business while developing wealth-building principles that have given him true financial freedom. Episode Outline and Highlights: [01:49] How a friend needing a ride to a job fair led to recruitment. [04:27] Taking the entrepreneurial leap after just 11 months! [10:47] Recalling the early days: Cold calling from his bedroom while colleagues showed up in suits. [15:26] Discussion of peak performance periods: 1999-2000 and 2021-2022. [18:17] Focus on resilience: Surviving 2002 and the $63,000 bankruptcy challenge [24:22] "I work by far the hardest in the best of times" - Brock's contrarian business philosophy [27:47] Smart financial moves most recruiters miss: The "two boulders" theory [38:51] How to retire early as recruiters: The three key factors [54:56] Tech stack deep dive: What works in modern recruitment [1:03:19] Understanding market cycles: "It's like winter and spring will come" Building a Recession-Proof Tech Sales Recruitment Practice After being hired by a staffing firm, Brock launched his own business after only 11 months! He had a fascinating story of finding his way into permanent staffing without really having much of a background before starting his recruitment firm. From solo operator to leading an international team, Brock has built Career Management Inc. (CMI) into a sustainable practice over 25 years. Starting with just three clients in 1998, he strategically evolved from general sales to specialized tech sales recruitment. Here is his firm’s current structure: 3.5 full-desk recruiters (US-based) 2.5 candidate-focused recruiters International support team across Argentina, Colombia, Philippines, and India Support staff handling administrative and database work Below are the key success factors that helped his business thrive over the years, through multiple market cycles, including the dot-com crash, the 2008 recession, and the current tech slowdown, while growing sustainably through each recovery. Early specialization in tech sales (higher fees vs general sales) Lean operations during growth years Strategic investment in revenue-generating tools Counter-cyclical work approach: highest effort during boom markets Maintaining core tools during downturns while cutting non-essential costs Personal Finance & Wealth Building for Recruiters A topic that resonates well with me is how Brock gives value to personal finance and wealth building for people in the recruitment industry. Most successful recruiters earn exceptional income, yet struggle to build lasting wealth in the long term. Brock has been a great example of turning his recruitment earnings into true financial freedom through disciplined investing and smart money management. He shared his mindset and strategies on how he balances his investment strategy with different instruments and risks. Below are some core best practices he shared on the topic of personal finance: Keep lifestyle expenses well below earnings, especially in good years Never invest more than 10% of total assets in any single investment Maintain substantial cash reserves to buy assets during downturns Focus on three key areas: work earnings, investment earnings, and lifestyle costs "The further below your earnings your lifestyle and spending are, the faster you're going to get to financial freedom. And the closer they are, or God forbid they're overlapped in the wrong direction, then the further away that is." This disciplined approach has helped Brock build sustainable wealth through multiple market cycles while many recruiters, despite high earnings, struggle with long-term financial security. “Working Hardest in the Best of Times” "Work hardest when times are best, not worst" - this counterintuitive philosophy helped Brock Boyd build a 25-year tech recruitment empire that's survived three major market crashes. Brock’s work ethic revolves around maintaining resilience through challenging times while recognizing the role of external factors. Uniquely, Brock works hardest during prosperous times, moderately during stable periods, and least during downturns. He views this approach as a strategic response to the opportunity cost, focusing energy where returns are likely highest. This pragmatic mindset helps him stay balanced and...
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    1 hr and 4 mins
  • How to Win New Clients Using a Monthly Partnership Model, with Julia Arpag, Ep #237

    How to Win New Clients Using a Monthly Partnership Model, with Julia Arpag, Ep #237
    Dec 9 2024
    From being laid off at 5 weeks postpartum to generating nearly $700K in 14 months, Julia Arpag demonstrates how embracing change can lead to extraordinary success. After launching Aligned Recruitment, she developed a unique retainer model that transformed client relationships and created predictable revenue while building a remote team that serves clients internationally. Julia founded Aligned Recruitment, specializing in tech recruitment for small and medium-sized businesses. Join us as she shares her journey from unexpected layoffs to building a thriving recruitment practice. Episode Outline and Highlights [01:28] Journey into recruitment through college admissions. [03:17] The layoff that sparked entrepreneurship - 5 weeks postpartum. [08:11] Starting the business part-time during maternity leave. [16:49] Developing a unique monthly retainer model. [21:02] Creating trust through a generous partnership approach. [25:10] Building and structuring a remote team. [30:34] International recruitment strategy and market focus. [39:41] Handholding new clients. [49:26] Detailed breakdown of successful sales campaigns. [54:14] Running multiple lead generation campaigns. [57:15] Faith, family, and building with purpose. Reimagining the Recruitment Business Model Julia developed a distinctive monthly retainer model that transformed how she partners with clients: "A lot of recruiters only charge fee-based. So they're like, wait, you want me to pay you before you've given me a hire? Like, that's psychotic... I want to be your go-to recruitment partner for the entirety of the existence of your business." Julia's retainer model in recruitment operates on a monthly subscription-like approach, charging clients based on the number of roles they need to fill rather than per placement. Here's how it works and its unique benefits: How the Retainer Model Works: Flat Monthly Fee: Clients pay a monthly retainer based on the estimated time and effort required to fill their roles. Per-Role Pricing: The fee scales with the number of roles, offering discounts for higher volumes (e.g., five or more roles). Flexible Engagement: Clients can start with a single role to test the service and then expand based on their hiring needs. Transparent Estimation: Julia provides upfront estimates for time-to-fill, often under-promising and over-delivering. This approach translates to unique relationships, repeat business, and client trust building as summarized below: Cost Efficiency: Clients avoid paying steep, one-time placement fees, even if multiple candidates are hired for a single role. Trust and Partnership: The model fosters long-term relationships, positioning Julia as an extension of the client’s team rather than a transactional vendor. Predictability: Fixed monthly costs provide budget certainty, even for complex or ongoing hiring needs. Comprehensive Support: This option is ideal for smaller businesses without in-house recruiting teams. It offers a "fractional recruiter" who handles all hiring needs without the risks of permanent staff. This model balances generosity with strategic value, prioritizing trust and repeat business over short-term gains. Building a Systematic Sales Campaign Despite never closing a deal before launching her business, Julia developed a systematic sales approach that helped her reach nearly $700K in 14 months. She shares her exact process: Lead Research: "I have someone on Fiverr... charges me 10 bucks for 50 lead needs" with clear parameters: Companies with under 200 employees Currently hiring software engineers Contacts from C-suite and engineering leadership Multi-Channel Campaign: Step 1: Sends personalized Loom videos via email (using Apollo) Step 2: Runs a parallel Dripify connection-only campaign on LinkedIn Step 3: After connection acceptance, follow up with LinkedIn selfie videos "My theory is it's more personal... I think LinkedIn selfies are reminiscent of more personal messaging platforms where people feel like it's like their buddy Julia just dropping in to check in how their Tuesday's going." When running active campaigns, Julia commits to sending 20 personalized outreach videos daily or 100 per week. She also runs a separate automated Dripify messaging campaign targeting past client contacts, doubling down on what's working since many of her clients come from previous relationships. This systematic approach, combined with genuine relationship building, has helped her consistently win new business without traditional hard-selling techniques. Remote Team Building and International Recruitment From solo founder to a team of four, Julia has built a remote-first practice that serves clients internationally. Starting with contract recruiters during her maternity leave, she strategically evolved her team structure based on business growth. Today, her team includes a Director of Talent Acquisition managing client delivery, an Operations Manager, and a ...
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    59 mins

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