Saturday, 11 December 2010
Prioritising Your Actions
Now your States;
It is important when working out your year target to understand how you can achieve this, to get XYZ in fees what will you have to do?
How many calls does it take to get an interview, how many CV’s do you have to send out to an interview, what is your interview to placement ratio.
Advance in the 3;
To insure you are growing your business work on the principle of 3, set 3 actions every day that will take you forward, 3 actions every month, 3 every year.
These need to be kept in line, so for a year, 3 major objectives, but daily objects should be manageable.
Monthly planning;
Firstly look at what your three main aims are going to be for the month, at least one should be to full a job role currently on your books, or to place a candidate from your book.Also look at things like growing your market share, are there any companies you have identified that you would like to work with, then look at things like PR is there an idea you have come up with you wish to sell to a client.
Example of monthly aims;
1) Fill the Education Associate role with XXX Architects,
2) Get us on the PSL list for XXX,
3) Present a PR idea to XX Architects and implement it,
Braking down of how you go about doing this;
Point 1) filling the education associate role, firstly do you know anybody who fits the bill, if not it means researching companies who do education work, then identify their associates , this will give you your headhunting list, start locally and move out in geographical areas as you have to. So you need to allocate time for each action, how many days will it take doing the research, 3,5,7?, how long for the headhunting extra.
Point 2) Getting us on the PSL, firstly look at their website and see if the PSL is closed, if it is not approach the HR department and make inquires on what they look for from companies they work with, if it is closed look at how we can get round that, things like do we know someone working there who could recommend us, could we go in on the headhunting side or the PR side, think of different angles.
Point 3) look at why you think your client would like your idea, how does it benefit them, this will give you the angle to approach them from, get the pitch right first, try it out on a college and see what they through back.
In general;
It’s not a great idea when allocating your own time to block out hole days to one subject or task, an idea is saying 9 to 10 PR, 10 to 12 pitching out a candidate, 12 to 2 other call’s, 2 to 4 more pitching, 4 till end of day research, this is just an example.
Look at what is going to make you money and take you forward;
Sending out invoices,
Negotiating job offers,
Setting up interviews,Sending out CV’s,
Please do remember though without doing things like research you can’t do the above.
It is important when working out your year target to understand how you can achieve this, to get XYZ in fees what will you have to do?
How many calls does it take to get an interview, how many CV’s do you have to send out to an interview, what is your interview to placement ratio.
Advance in the 3;
To insure you are growing your business work on the principle of 3, set 3 actions every day that will take you forward, 3 actions every month, 3 every year.
These need to be kept in line, so for a year, 3 major objectives, but daily objects should be manageable.
Monthly planning;
Firstly look at what your three main aims are going to be for the month, at least one should be to full a job role currently on your books, or to place a candidate from your book.Also look at things like growing your market share, are there any companies you have identified that you would like to work with, then look at things like PR is there an idea you have come up with you wish to sell to a client.
Example of monthly aims;
1) Fill the Education Associate role with XXX Architects,
2) Get us on the PSL list for XXX,
3) Present a PR idea to XX Architects and implement it,
Braking down of how you go about doing this;
Point 1) filling the education associate role, firstly do you know anybody who fits the bill, if not it means researching companies who do education work, then identify their associates , this will give you your headhunting list, start locally and move out in geographical areas as you have to. So you need to allocate time for each action, how many days will it take doing the research, 3,5,7?, how long for the headhunting extra.
Point 2) Getting us on the PSL, firstly look at their website and see if the PSL is closed, if it is not approach the HR department and make inquires on what they look for from companies they work with, if it is closed look at how we can get round that, things like do we know someone working there who could recommend us, could we go in on the headhunting side or the PR side, think of different angles.
Point 3) look at why you think your client would like your idea, how does it benefit them, this will give you the angle to approach them from, get the pitch right first, try it out on a college and see what they through back.
In general;
It’s not a great idea when allocating your own time to block out hole days to one subject or task, an idea is saying 9 to 10 PR, 10 to 12 pitching out a candidate, 12 to 2 other call’s, 2 to 4 more pitching, 4 till end of day research, this is just an example.
Look at what is going to make you money and take you forward;
Sending out invoices,
Negotiating job offers,
Setting up interviews,Sending out CV’s,
Please do remember though without doing things like research you can’t do the above.
Your Profile
Everybody has stronger and weaker points, take a peace of paper and put two columns on it, stronger and weaker.
Be honest with yourself, put you stronger and weaker points down.A little trick that works very well, it’s along the lines of fake it until you make it, you are going to create an alter ego.
Look at what subjects you need to strength on and give your alter ego these strengths, go into every aspect of this persons life, were they went to school, what their hobbies are, how they conduct themselves at work.
Put in things you admire, things you wish you were better at, make this person strong, rounded and above all someone you would like.Give this person a name, this can be used as your headhunting mane.
Be honest with yourself, put you stronger and weaker points down.A little trick that works very well, it’s along the lines of fake it until you make it, you are going to create an alter ego.
Look at what subjects you need to strength on and give your alter ego these strengths, go into every aspect of this persons life, were they went to school, what their hobbies are, how they conduct themselves at work.
Put in things you admire, things you wish you were better at, make this person strong, rounded and above all someone you would like.Give this person a name, this can be used as your headhunting mane.
Not Your Friend
Good / Bad / Right / Wrong;
Try to stop thinking in right & wrong or good & bad, they are only other people’s options.
It will be more likely that there is a simple chose that needs to be made, right & wrong does not come into it, there are two paths in front of you and you have to chose one, make a chose and stick with it.
Hope;
Also known as self delusion, this will destroy a recruiter faster than anything else.
It generally come from when a recruiter can find good candidate to put over, what happens is if you send bad candidates, by the time your into the process you have convinced yourself they weren’t that bad, then even quite good.
Your client rejects them, then all of a sudden it’s your clients fault, leaving you with the feeling of it’s all pointless.
Don’t be a Muppet, if you can’t find good candidates, look harder and don’t waist everybody’s time sending bad ones.
Fear;
Never ever work from a point of weakness, if something scares you, just do it until it does not.
Do not fear not making the placement, you should be looking to take the cycle to its natural conclusion and that is not always a placement.
Try to stop thinking in right & wrong or good & bad, they are only other people’s options.
It will be more likely that there is a simple chose that needs to be made, right & wrong does not come into it, there are two paths in front of you and you have to chose one, make a chose and stick with it.
Hope;
Also known as self delusion, this will destroy a recruiter faster than anything else.
It generally come from when a recruiter can find good candidate to put over, what happens is if you send bad candidates, by the time your into the process you have convinced yourself they weren’t that bad, then even quite good.
Your client rejects them, then all of a sudden it’s your clients fault, leaving you with the feeling of it’s all pointless.
Don’t be a Muppet, if you can’t find good candidates, look harder and don’t waist everybody’s time sending bad ones.
Fear;
Never ever work from a point of weakness, if something scares you, just do it until it does not.
Do not fear not making the placement, you should be looking to take the cycle to its natural conclusion and that is not always a placement.
Your Job
Working in recruitment, headhunt, what ever it is, it’s an information business, the client does not pay the bill for the candidate, they paid for your information and your skill on haw to use it.
It is your information on were to go and get the candidate from and your skill on extracting them, you should be controlling every move, the way information is released and the timing of that is half of this job.
It helps to think of this as a game, a game of chess for example, this will also help you stay objective, so when you do use the tools in this book they have an impact.
It is not your job to decide if this is a good move for the client or the candidate, they now themselves, it is your job to help them get past themselves, I.e. their fear or ego whatever it might be.
If you can’t “sell” a role to a candidate or a candidate to a client, ask yourself why?All these trick’s, sales technique’s, what ever you wish to call them, it is based on the fact we are acting in the best interest of the client and the candidate, without that it all fall’s down.
This is your job, it is your responsibility to learn, to improve, don’t expect other people to take responsibility for you
It is your information on were to go and get the candidate from and your skill on extracting them, you should be controlling every move, the way information is released and the timing of that is half of this job.
It helps to think of this as a game, a game of chess for example, this will also help you stay objective, so when you do use the tools in this book they have an impact.
It is not your job to decide if this is a good move for the client or the candidate, they now themselves, it is your job to help them get past themselves, I.e. their fear or ego whatever it might be.
If you can’t “sell” a role to a candidate or a candidate to a client, ask yourself why?All these trick’s, sales technique’s, what ever you wish to call them, it is based on the fact we are acting in the best interest of the client and the candidate, without that it all fall’s down.
This is your job, it is your responsibility to learn, to improve, don’t expect other people to take responsibility for you
Your Attitude
This will have the largest influence on people both your colleagues and clients.
People always like a positive person, nobody wants to sit next to or deal with a person who makes them feel depressed.
If you are positive it will come back more often than not, but if you are negative it will come back every time.
Both positive and negative thinking is self perpetuating.Above all, negative people are boring.
Successful people are successful because they have decided to be.
Things can knock you back, make you move slower, but they can't stop you.
Other people who can’t do things will always say that can’t be done.
This does not mean you can’t do it.Everybody has stronger and weaker parts to their game, note what your weaker points are, understand them and why, but always work to your strengths.
If you do that the weaker aspects will get less and less.
Concentrate on your positives.
You’re attitude is your responsibility, your decision, your choice.
People always like a positive person, nobody wants to sit next to or deal with a person who makes them feel depressed.
If you are positive it will come back more often than not, but if you are negative it will come back every time.
Both positive and negative thinking is self perpetuating.Above all, negative people are boring.
Successful people are successful because they have decided to be.
Things can knock you back, make you move slower, but they can't stop you.
Other people who can’t do things will always say that can’t be done.
This does not mean you can’t do it.Everybody has stronger and weaker parts to their game, note what your weaker points are, understand them and why, but always work to your strengths.
If you do that the weaker aspects will get less and less.
Concentrate on your positives.
You’re attitude is your responsibility, your decision, your choice.
Introduction
This is your job
Your career
Your livingYour ticket
Your craft
So
Learn
Train
Invest
But most of all
Most of all
Care
Your career
Your livingYour ticket
Your craft
So
Learn
Train
Invest
But most of all
Most of all
Care
A Todd Curry Product
A Todd Curry Product
v.1
The Recruitment Handbook
The Todd Curry recruitment handbook is copyrighted by Todd Curry 2010 ©
The first section of this blog (which will be marked when finished section 1) is designed for people who have little or no knowledge of this profession beforehand.
The information in this blog comes from 19 years of experience, it is tried and tested, producing billing consultants from green in month 1, the highest biller was £9,623.54.
Section 1 has been kept quite loose, not too much information to take in, but still giving a structure to follow and enough information to do so.
Not knowing what to do next and sounding nervous only makes the job harder, by giving people direction with structure to work within, the fear factor can be dramatically reduced, this can then be a self for filling prophecy of gain confidence whilst leaving space to breath as well as learn, but most importantly take control.
v.1
The Recruitment Handbook
The Todd Curry recruitment handbook is copyrighted by Todd Curry 2010 ©
The first section of this blog (which will be marked when finished section 1) is designed for people who have little or no knowledge of this profession beforehand.
The information in this blog comes from 19 years of experience, it is tried and tested, producing billing consultants from green in month 1, the highest biller was £9,623.54.
Section 1 has been kept quite loose, not too much information to take in, but still giving a structure to follow and enough information to do so.
Not knowing what to do next and sounding nervous only makes the job harder, by giving people direction with structure to work within, the fear factor can be dramatically reduced, this can then be a self for filling prophecy of gain confidence whilst leaving space to breath as well as learn, but most importantly take control.
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