Irrespective of whether you are an established recruitment firm and a recognised name in your space, or you are a fast-growing but fledgling recruitment business, finding the brightest and best talent to join your agency is a challenge that spans agencies of all sizes.
But it doesn’t have to be. So how can you attract the consultants that are needed to help you edge closer to reaching your agency’s goals?
Think about their motivations…
Recruiters are motivated by potential earnings…but only at first. Research shows that while money is a key factor when considering different job offers it is not what keeps them motivated over the longer term.
Indeed, according to Maslow’s hierarchy of needs, money ranks in the lowest area of the pyramid, whereas feeling valued, recognised and having the opportunity to make a real difference where they work ranks the highest.
…and then motivate them to join you!
Once you understand an applicant’s motivations, you need to ‘sell’ the WIIFM (what’s in it for me) package – what role will they play, how much responsibility will they have and how can they contribute to the success of the business?
People also need to buy into you, your vision for the business, so communicate your hopes for the business, paint a picture of where you see it in 12 months, two years and five years and share the roadmap which shows how that vision can (and will) become a reality.
Recruit teammates, not employees
As a business owner you cannot have all the answers to every challenge, that’s why it is important to recruit people whose skills and traits complement yours, challenge you and are not afraid to suggest new ideas on how to win more business or simply perform everyday tasks more efficiently and effectively.
Don’t look for ‘Jack-of-all-Trades’ recruiters
Resist the temptation to recruit consultants who you think may be able to add one or two additional tasks to their existing list of responsibilities, such as organising invoices and payroll to chasing debtors or getting to grips with any compliance issues that may arise.
That will simply kill their resolve and see them (and you) earn less money because part of their day is being spent performing non-fee earning tasks. Instead, to facilitate your agency’s growth, pass all of those things over to a specialist provider like us and focus your time on doing what you all do best – selling!!
Search in all the right places
Chances are you have developed a great network over the last few years, now is the time to tap it for what it’s worth. Many recruitment business owners actually hire consultants they worked with at their last agency, so are there any former colleagues who would fit your bill?
You should already know how to utilise LinkedIn to find candidates but do you write posts on LinkedIn Publisher asking for referrals from within your online network? Cross post these into relevant recruitment groups and promote them on your News/Blog page and other social media accounts.
Create a job spec for the role and make it available online – stating that successful applicants will be expected to demonstrate and share their achievements against the criteria outlined in the job spec at the interview. This will both eliminate time wasters who are not right for your agency and save you time, bringing you closer to the person who will ultimately be the right one for you.
Give the people what they want
Recruiting for your own business requires a different mind-set to recruiting for a client. This is your ‘baby’ and for it to develop in the way you want requires great people.
So treat them well, be clear on what you expect from them, value their input, encourage them to contribute ideas and challenge you, and give them whatever they need to do their job...and do it well.
Don’t get bogged down with the other tasks associated with running a business - keep control of what you do best and let us take care of the rest.