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Recruiting Training For Owners – 4 Strategies to Grow Your Business This Year

The biggest mistake I see clients make that I coach in growing their Recruiting Firms is that they tend to “flip it” into their recruiting business plans. Recruiters seem to focus on making placements to the point of obsession vs staking out specific purposes and execute to a plan, knowing that the simple day to day execution will give them all the placements and recruitment revenue they need.

If this describes you here are 4 specific strategies you can use to build your recruiting firm into a powerhouse with predictable recruiting revenue streams, lower recruiter turnover, and higher profits.

Strategy 1: Get a vision of what your company will look like 12 months from now. don’t say “we have $500,000 or $1,000,000 in Revenue if you don’t know how the income affects your life. Ask yourself questions like “If I could wave a realistic magic wand, I would be doing these things at my recruiting firm a year from now…

Strategy 2: Hire people in different roles. Why does the recruiting industry continue to hire in roughly the same way it has for the past 30 years knowing that only one in seven to ten of these recruiters will be successful? I did it this way for eight years myself until I discovered a better way. Hire recruiters who can complement and leverage your strengths as a billing manager. Plus, you can hire people to leverage the energy of your biggest billers, then GROOM them to work on both sides of the table.

Strategy 3: Build your recruiting firm on solid metrics. My experience as a coach to owners of recruiting firms is that most do NOT track key PREDICTIVE recruiting metrics because they a) don’t have the time and b) don’t fully understand the value. There is NO bigger mistake an owner can make. Recruiting presentations, interviews and work orders accurately predict income thirty to sixty days. Start tracking it now!

Strategy 4: Create a recruiting business plan that reflects the three points above. Describe what your recruiting firm will look like twelve months down the line. Next, figure out how you can leverage your strengths and your key people and hire recruiters accordingly. Once you have it, determine what activity your recruiting company should be doing every year, every quarter and every month.

Implement these four key strategies and you’ll add science to the art of recruiting. Once the above is done, you will have an explanation of EXACTLY what needs to be done to hit your revenue targets, what your gaps are in your recruiting training, and what support is needed you to implement your plan. That’s easy!

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