There are three questions that every recruitment managers needs to know. It is something I highlight often in recruitment manager training because it really is at the heart of turning around underperformers. The questions you need to ask your consultants are:

1) “What do you want specifically?”

2) “What will that give you or get for you?”

3) “Why is this important to you?”

The reason that these three questions are so powerful is that they relate to beliefs, values and purpose.

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When I speak to people in recruitment manager training sessions one of the most common questions I get is: “Why has my consultant stopped billing?” The answer to that question isn’t simple. Consultants can stop billing for any number of reasons: Lack of focus, becoming overwhelmed, getting stuck. It also has to do with what category of underperformer you are dealing with.

What type of underperformer are you working with?

1)      The first category is consultants that work hard, are committed and take lots of action, but don’t get results.

The reason they don’t get results is that even though they are busy, they are often taking the wrong type of actions in the wrong places. Or simply the quality isn’t there in their work.

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There is an interesting phenomenon that happens with under performers. It is called the avoidance syndrome. You’ve probably heard of this… This is when consultants know exactly what they should be doing, but spend their time doing everything else instead. As managers we know that that behavior is not going to get them results. But the consultants don’t always get this.

As part of recruitment manager training, I recently held a survey asking what the biggest challenge was for managers. The survey results showed that underperformers were one of the top challenges. And typical to most under performers is the avoidance syndrome. For managers, a big part of learning to help underperformers is learning how they think. When you understand positive intention and the avoidance syndrome it can help you get underperformers back on track.

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When as a recruitment manager you have to deal with underperformers there are some things worth knowing. These seven things will help you to understand what the reality is for the under performer. You can then deal with underperformers with a greater level of compassion.

1. People are doing the best they can with the resources they have.

When I run recruitment manager training, I often get people objecting to this point. But it is important to understand that underperformers truly think that their present behavior is the best choice they believe is available to them. For them, the fact that they aren’t getting results just isn’t as conscious as their positive intentions. For an outsider looking in this is obvious, but not for the underperformer. If this is a problem you are facing as a recruitment manager it helps to understand the positive intention so that you can have compassion and help your underperformers get out of their rut.

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As a Manager in recruitment, imagine what you would you do with an extra 4 hours a DAY?  Because we are committed to helping you get rapid results for yourself and your team, we wanted to share with you 4 Tips on How to find an extra 4 hours each day!

Most of you have very little time for yourself and chances are that you will have some recruitment consultants who are below target.  I bet you that you spend ALOT of your precious time trying to fix underachieving consultants because you think you fix them and turn them into super billers.

The truth is that you are focusing as much as 5 hours a day on the wrong people! 

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I was asked the other day in our recruitment manager training “How do I increase my sales through the team so it’s not always down to me?” So we want to share with you 5 really simple and highly effective tips that will show you how to do that.

Step 1: Sell Don’t Tell

As a recruitment manager, your job is to know where you want the team to go, what the targets and measures are and to make sure the activity is completed.  Get your team to come up with the WHAT and the HOW to do it through brainstorming.  This not only saves you loads of time, it means that your team come up with the ideas and there is much greater buying.   Imagine how you can do this in a fun, focused team meeting.

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As a recruitment manager, part of your role is to ensure that all the members of your team are pulling their weight. If your team is not achieving their goals then they are not fulfilling the role the team was developed for. It can take just one person not meeting their billing targets to make this happen. So how do you re-motivate a flagging recruitment consultant and get them back on track?

I have found a 4 step approach is one of the most effective ways to achieve success in recruitment training. Working through all 4 steps can help you build a stronger and more successful team.

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There is a question I ask in recruitment manager training that often surprises delegates. That question is: Did you know that only 20% of your work and efforts are most likely producing 80% of your results? It’s usually met with nervous silence.

This 80/20 principle is called Pareto’s Law and it’s one of the most important business principles you’ll ever learn. When you implement this principle it will impact the results you achieve in all areas of your life.

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One of the questions I am often asked when I run recruitment manager training is how to achieve good time management? The truth is, it’s impossible to manage time, however you can manage you and what you do with your time!

As a recruitment manager you not only have the responsibility of a team, you also have your own billing targets to meet. This means that if you are not careful you can end up spending 80% of your time on tasks that aren’t contributing to results.

Managing what you do with your time is critical if you want to achieve success without working yourself to the bone. It is about learning to work a little smarter, so that you get everything done and still have some time to yourself.

Here are 8 tips to help you achieve the most in the time that you have:

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Whether you realize it or not, just 20% of your Consultants are the Champions of your business.

When you apply Pareto’s 80/20 principle, this means that out of a team of 10, only 2 of your consultants will deliver 80% of your profits.

I find this figure staggering, yet when you analyse your team, you’ll see that it’s true!  This is one of the key elements I explore when doing recruitment manager training  because I find that most managers pretty much leave their champions alone and spend 80%+ of their time trying to fix their underperformers… The truth is: You are spending your time on the wrong people! Read the rest of this entry »