The Resilient Recruiter

By: Recruitment Coach Mark Whitby
Listen for free

  • 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.
    Show More Show Less
Career Success Leadership Economics
Show More Show Less
activate_Holiday_promo_in_buybox_DT_T2
activate_samplebutton_t1
Episodes
  • How Clear Expectations and Delegation Built a £3 Million Recruitment Team, with Mike Stirton, Ep #231

    How Clear Expectations and Delegation Built a £3 Million Recruitment Team, with Mike Stirton, Ep #231
    Oct 4 2024
    As a billing manager, managing your billings and supporting your team and their individual billings can be overwhelming. Our special guest will explain how this can be achieved and what he learned from his decades of experience in recruiting. In this episode, Mike Stirton discussed two key factors in building a high-performing team: clear expectations and delegation. Mike is a seasoned recruitment leader who has led high-performing teams within Scotland's Financial & Professional Services sectors. Mike has excelled in producing some of the best and high-performing recruiters within his sector while running a personal desk of £1m+. He has recently joined forces with Be-IT and is currently working on launching their new professional and financial services recruitment business. Episode Outline and Highlights [02:06] How Mike got into recruiting and why he could adapt quickly. [06:21] Building high-performing teams: leading a £3M team of 5 consultants. [15:40] Overcoming the lows - why Mike at one point hated recruitment. [20:10] Specific best practices on how to format a great CV. [27:05] Effective approach to developing other top billers. [31:02] Mike shares his business model and placement niche. [37:46] What is a recruitment leader’s greatest achievement? [41:01] Why sometimes under-projecting works. [44:20] How Billing Managers should use delegation when supporting and mentoring their top-billers. [48:40] Redesigning back office operations to provide innovative solutions. [53:59] The five steps in mapping out your recruitment process. Key Ingredients to Build High-Performing Teams A remarkable achievement Mike shared is creating a £3M + team of recruiters (5 consultants) in a niche market. This is amazing considering he is a billing manager creating at least £1m+. I wanted to pick Mike’s brains and hear his insights on what are the key ingredients when building a high-performing team. Mike mentioned at least seven key factors: Trust: Establishing mutual trust between you and your team is fundamental. This foundation allows team members to feel secure and perform at their best. Clear Expectations: Be very clear with the expectations for each task. Clearly communicate what is the minimum required performance, ensuring there’s no ambiguity. Tailored Management: Every team member is unique, and you need to manage them according to their individual strengths and personalities, not a one-size-fits-all approach. Empowerment and Autonomy: Give your team the space to work independently, stepping back when they meet or exceed expectations. Encourage entrepreneurial spirit and avoid micromanaging. Skill Development: Focus on developing your team from trainees or junior staff into experts. Break down complex concepts into simpler terms to make learning approachable. Team Diversity in Skills: Build a team where each member brings a unique skill set to the table, so they complement each other. This helps tackle any challenge effectively. Learning from Mistakes: Mike highlights that making mistakes is part of the growth process. Learning from errors is crucial to long-term success in leading teams. Effective Approach to Developing Top Billers For Mike, his getting big billings is not the best achievement, but rather, when his team members are starting to bill like him: “The best achievement was actually when, you know, some of my other team members were also starting to get to those numbers as well.” An effective billing manager does not always translate into a good mentor or sales coach. So, what steps should you take if you want to develop your team members to be like you and bill significantly? Mike emphasized the importance of clarity and respect. “And it's pretty much the way I parent my children as well, so it's no different. So, yeah, that's kind of been the cornerstone. It's just treat people with respect, be very clear with them, be very honest, and take the pressure off them when they're.” Scottish recruiters tend to use football analogies a lot, so I am sure you will enjoy how Mike described his approach to team development as the same way football coaches approach their teams. The Power of Delegation It is not easy to guide a team of big billers while you yourself need to ensure you are producing—that is why many billing managers find it challenging to maintain consistent team performance. Mike shared his secret: delegation. He uses delegation thoughtfully and strategically. Here’s how he approaches it: Delegate for Development: Mike views delegation as providing team members with learning experiences. He emphasizes that delegation is a win-win because it allows others to gain experience while easing their workload. Match Tasks to Strengths: Mike assigns tasks based on his team members' strengths and preferences when delegating. He selects the right person for each job, ensuring that the task aligns ...
    Show More Show Less
    1 hr
  • How to Achieve Rapid Success in a New Recruitment Market, with Alec Borlin, Ep #230

    How to Achieve Rapid Success in a New Recruitment Market, with Alec Borlin, Ep #230
    Sep 27 2024
    How does a recruiter go from new to market to Champions Club in just two years? For Alec Borlin, the answer lies in the power of disciplined planning and relentless consistency. Alec is a CPA turned recruiter. He started with one of the world’s largest recruiting & staffing companies, where he did extremely well before starting his own firm BGC Search in 2022. He places accounting and finance professionals with privately held middle-market companies in the Greater Cleveland Area. Alec recently launched The Recruiter’s CPA which provides bookkeeping and tax services for recruiting and staffing companies. In this episode, you will hear how Alec structures his day with daily habits and strategies that result in consistent billings. He also shared the concept of having an ideas bank, how to utilize AI when enhancing content, and why LinkedIn is still his trusted platform for lead generation. Episode Outline and Highlights [01:00] How Alec got into recruiting. [05:36] Early successes in agency recruiting. [09:58] Discipline and daily actions for success. [16:42] Launching BGC search - Alex walked us through what motivated him to launch. [21:19] How Alec achieved $100k revenue in Q1 from inbound leads alone via LinkedIn. [27:49] Trusting LinkedIn as a relevant platform to get results. [34:05] Consistent posting by having an ideas bank and how to enhance your content with AI. [39:11] Alec discusses Recruiter CPA and how it helps staffing and recruiting firms in accounting. [44:10] The challenges of being a solo recruitment business owner in terms of tasks and time management. [48:38] What is next for Alec and his team? Planning and Strategies That Set Alec Apart In his second full year as a recruiter, Alec became part of the “Champions Club” for two consecutive years despite being new to the market. What sets him apart is his work ethic which includes consistency in planning. Alec sets himself apart by maintaining a consistent and disciplined approach to daily activities. His early career success was rooted in structured habits, such as waking up early, exercising, planning his day the night before, and following a rigorous schedule that included conducting at least 10 interviews and 3 client meetings per week. Here are the key takeaways from Alec's approach as a successful recruiter: Consistent daily routine: Early mornings, exercising, and being in the office by 7 AM helped set a productive tone for the day. Proactive planning: End-of-day planning allowed Alec to focus on specific goals for the next day, ensuring efficiency. Structured activity targets: Conducted at least 10 interviews and 3 weekly client meetings, keeping himself accountable to those numbers. Learning from high performers: Alec absorbed successful habits early in his career by observing and emulating top billers. Breaking tasks into manageable steps: Rather than being overwhelmed by big goals, he breaks them into smaller tasks, which keeps him focused and motivated. Prioritization and time-blocking: He allocates specific time slots for high-priority activities, ensuring he tackles important tasks first. Using productivity tools: Leveraging tools like Asana and calendars to track tasks, organize workflows, and stay on top of both personal and professional goals. Accountability and follow-through: Alec holds himself to a high standard, consistently executing his plans and commitments. Trusting LinkedIn as a Relevant Tool in Generating Leads How much do you invest in LinkedIn as a lead-generating platform? Alec shared an interesting case study about how they were able to build more than $100k from inbound leads in the first quarter of this year using LinkedIn. “Twelve months of consistently posting on LinkedIn and not seeing a result. Right. So that was, it was posting videos, it was posting copy. So just words, just word posts, posting images, carousels, and constantly trying to interact with my audience and give them the insights that they're looking for… All you can do is continue to post and try to provide value to the people that are in your network and then eventually you'll get this random, beautiful message, hey, we have this need.” What was his thought process that made him persistent? “So I just, I think it's, it's the belief that LinkedIn is a place that will continue to be very important. We see Fortune 500 companies starting to develop their LinkedIn presence and marketing, if you will, on platforms like that. So just kind of trusting that there are people smarter than me investing their time and resources into the platform.” I encourage you to visit Alec’s LinkedIn profile to see the type of posts and content he shares with his audience. Do You Have an Ideas Bank? Somehow related to the topic of consistent posting and content creation, I wanted to pick Alec’s brain on how he can always come up with fresh ideas. He mentioned the concept of an ...
    Show More Show Less
    53 mins
  • How to Stay Ahead in Recruiting: Insights from NAPS Leadership, with Trinette Cunningham and Teresa Delibert, Ep #229

    How to Stay Ahead in Recruiting: Insights from NAPS Leadership, with Trinette Cunningham and Teresa Delibert, Ep #229
    Sep 16 2024
    As the recruitment industry rapidly evolves, it is crucial to stay on top of the trends shaping its future. In this episode, we talk with Trinette Cunningham and Teresa Delibert about shifts in candidate engagement, social media strategies, and the growing importance of wellness in hiring. Trinette is the President of NAPS, the National Association of Personnel Services. She has held that office for 9 years and has been with NAPS for 23 years. Teresa is on the board of NAPS, and she’s here to add her perspective as a recruitment business owner with over 20 years of experience in the industry. I’m keen to get Trinette and Teresa’s perspective on the recruitment industry from her vantage point as the president of the oldest recruiting association in the United States. Working with their membership of thousands of recruiters, want to explore the trends, challenges, and opportunities they’re seeing in the market. Episode Outline and Highlights [01:39] Trinette shared an overview of NAPS. [07:23] Teresa’s role within NAPS and how she started in the recruiting industry. [14:41] Discussion on the current economic and recruitment climate and how NAPS supports its members. [21:01] Enabling diversity, equity, and inclusion. [25:26] The size of NAPS membership and the value of their certification process. [29:06] Emerging trends of opportunities and challenges in the recruitment industry. [42:53] Shifting from a candidate-driven to a client-driven market. [45:20] Know about the upcoming NAPS conference. Emerging Trends - Opportunities and Challenges in the Recruitment Industry Being with NAPS for 23 years, Trinette’s insight into emerging trends in the recruitment industry is invaluable. As a recruitment leader or business owner, do you want to focus on capturing upcoming opportunities or mitigating future challenges? Below are some takeaways on the emerging trends that Trinette and Teresa shared: AI Integration: AI significantly improves recruitment by automating tasks like job description writing, reducing unconscious bias, and aiding in candidate screening and interviews. AI helps recruiters become more efficient and data-driven, allowing faster decision-making. Automation and Asynchronous Video: Automation is streamlining recruitment processes, particularly through technologies like asynchronous video interviews. Data-Driven Strategies: With immediate access to metrics, recruiters can be more strategic and proactive, leveraging data to enhance decision-making and performance with artificial intelligence. Passive Candidates: Building long-term relationships with passive candidates (those not actively looking for jobs) is becoming increasingly important across various job levels, not just for executive roles. Social Media Shift: Recruitment is moving beyond LinkedIn. Companies use platforms like Instagram, TikTok, and even Snapchat to attract younger candidates, particularly Gen Z, reflecting changing social media habits. Wellness and Mental Health Benefits: Post-COVID, companies are expanding their benefits packages to include mental health and wellness programs, responding to a growing emphasis on holistic employee wellbeing. Enabling Equity and Inclusion Trinette and Teresa also shared how they enable equity and inclusion by working with WBC (Women Business Collaborative). NAPS and Trinette support DEI by fostering collaboration with industry groups focused on addressing gender inequality and promoting women in the recruitment industry. They actively engage in partnerships to provide opportunities for women, including initiatives like pairing women seeking capital with potential investors. NAPS conducts surveys and research across its membership base, sharing valuable insights on workplace diversity and DEI issues within the staffing and recruiting industry. They also work to raise awareness of gender pay disparity and the underrepresentation of women in C-suite roles, while advocating for progressive changes in the industry. This has been an important topic for me and many of this podcast's guests. Fostering DEI and advocating equity not only brings about more talent and growth options but is also the direction most progressive organizations take. How NAPS Supports Their Members in a Challenging Business Climate The National Association of Personnel Services has existed since 1961 and enjoys the reputation as the oldest industry association. I wanted to hear from Trinette and Teresa how NAPS can support its members, especially in some industries where recruiters encounter challenges. Trinette emphasized the importance of obtaining their certification programs. “So to give specifics on what NAPS can do, we're here to help you navigate that ever-changing landscape. We do offer, like I said, the certification program. That is an in-depth program. And I encourage everybody, everyone who's listening, if ...
    Show More Show Less
    54 mins

What listeners say about The Resilient Recruiter

Average customer ratings

Reviews - Please select the tabs below to change the source of reviews.

Audible.co.uk reviews

Amazon reviews
No Reviews are Available