THE BRUTAL TRUTH #32

Welcome to the 32nd edition of the Brutal Truth. In the newsletter I will be outlining why reliant and consistent recruiters make the best billers and how to combat the summer months.

The Difference Between Being Reliant and Consistent in Brilliant Recruitment

Two essential qualities critical to success in recruitment are reliance and consistency. Though seemingly similar, these attributes play distinct roles in shaping a recruiter's efficiency and effectiveness. Understanding the difference between reliance and consistency is crucial for anyone aiming to excel. Let's delve into these concepts and explore how they contribute to being a brilliant recruiter, especially in a profession where setbacks are expected.

Being Reliant: Building Trust and Dependability

Being reliant on recruitment refers to the ability of a recruiter to be dependable and trustworthy. It's about building a reputation where candidates, clients, and colleagues can count on you to deliver as promised. However, the primary understanding is that you must be reliant on yourself and do what others do not to succeed.

1. Trustworthiness: A reliant recruiter consistently demonstrates honesty and integrity. They provide accurate information, keep their commitments (KPI Kept Promise Index), and are transparent. This builds trust, which is the foundation of long-term professional relationships. They look in the mirror daily, as they must trust themselves to be at their best and do the hard yards.
2. Availability: Being available to candidates and clients when they need you is a hallmark of a reliant recruiter. This means being responsive to emails, calls, and messages and providing timely updates throughout the recruitment process. They must be available daily for Client Acquisition, Candidate Acquisition and Requirement Management. It's about being consistent.
3. Problem-Solving Ability: Reliant recruiters are adept at handling unexpected issues. Whether it's a last-minute change in candidate availability or a sudden shift in client requirements, they manage these challenges smoothly, ensuring the recruitment process remains on track. The biggest problem is understanding that they must rely on themselves rather than on clients who waste their time and energy. Do you have the strength to sack your time-wasting clients?
4. Emotional Resilience: Given the high rate of rejections and setbacks in recruitment, a reliant recruiter shows emotional resilience. They can handle disappointments and continue to perform reliably without letting setbacks affect their performance. You are only as good as your next placement; great recruiters don't believe the hype; they focus on what's next.

Consistency: Ensuring Quality and Predictability

Conversely, consistency pertains to the regularity and predictability of a recruiter's actions and outcomes. It ensures that the recruitment processes and results are uniform and high-quality. Here's how consistency manifests in recruitment:

1. Standardised Processes: A consistent recruiter follows well-defined sourcing, screening, interviewing processes, etc. This, for most, is a weakness; the yoyo billings only happen due to inconsistent daily activities. Great recruiters consistently undertake client acquisition, candidate acquisition, and requirement management daily. They don't take shortcuts.
2. Quality of Service: Delivering the same high standard of service to every client and candidate is a crucial aspect of recruitment. This involves maintaining professionalism, adhering to best practices, and ensuring that all interactions are positive and productive. Great recruiters serve themselves by not working with poor-quality clients and candidates; they consistently say no to these wasters of time. Do you do this consistently? Don't get desperate and pander to these people, who will turn you into a waster.
3. Reliable Follow-Up: Consistent recruiters follow up regularly with candidates and clients, ensuring that all parties are kept informed and engaged throughout the recruitment process. This reduces uncertainty and fosters a smoother hiring experience. This process is consistently done by phone and, more often, face-to-face, not over email or text.
4. Performance Metrics: Consistent recruiters can identify patterns and areas for improvement by tracking and analysing performance metrics. This data-driven approach helps refine strategies and maintain high execution effectiveness. Great recruiters know what consistent performance looks like and how to react if their performance changes.

Overcoming Setbacks: The Role of Reliance and Consistency

Recruiters often face numerous setbacks, such as candidate rejections, job offers being declined, or clients changing requirements. These challenges require a recruiter to be both reliant and consistent:

• Handling Rejections: Reliant recruiters can gracefully handle rejections. Their emotional resilience allows them to bounce back and continue providing dependable service. Meanwhile, consistent recruiters ensure that their follow-up processes and quality of service remain unaffected by these setbacks.
• Adapting to Changes: When clients change their requirements, reliant recruiters quickly adjust and find new solutions. Consistent recruiters ensure that the quality and thoroughness of their candidate search and evaluation remain steady despite shifting parameters. They measure the fillability of roles and work only on the ones they can fill.
• Maintaining Morale: A reliant recruiter maintains a positive attitude and instils confidence in their team, even during challenging times. Consistency in actions and communication helps to keep the team's morale high and operations smooth.
• Quality: Time is money; reliant recruiters only work with clients who treat them as prospects, not suspects. They consistently maximise their time to ensure it is invested in making money. They do not suffer fools consistently.

The Interplay Between Being Reliant and Consistent

While being reliant and consistent are distinct qualities, they are deeply interconnected. A recruiter who is reliant is often consistent, and vice versa. Here's how they complement each other:

• Reliability Enhances Consistency: When a recruiter is reliant, their consistent actions build trust. This, in turn, ensures that candidates and clients feel confident in the recruiter's ability to deliver, fostering a stable and predictable recruitment process.
• Consistency Reinforces Reliability: By being consistent in their actions and results, recruiters prove their reliability over time. This creates a positive feedback loop where each successful interaction reinforces the recruiter's perception as a dependable professional.

In the competitive world of recruitment, being both reliant and consistent is essential for success. Reliance builds trust and dependability, ensuring candidates and clients can count on the recruiter. Consistency in processes and actions ensures this trust is maintained through regular, high-quality actions, creating consistent outcomes. Together, these qualities make a strong foundation for becoming a brilliant recruiter. By focusing on both aspects, recruiters can enhance their effectiveness, build stronger relationships, and achieve greater career success despite frequent setbacks.

Summer Survival Guide for Recruitment Consultants: Keep the Heat On

Ah, summer. The time of year when everyone else seems to be enjoying margaritas by the beach while you're sweating it out, trying to keep your recruitment game strong. Sure, it's tempting to let things slide when clients are off on holiday, and candidates are out of the office. But fear not! You can keep your momentum sizzling hotter than a July afternoon with a sprinkle of humour and a dash of strategy. Here's how to stay on top of your recruitment game this summer.

Enhance Candidate Engagement

• Flexible Scheduling: Let's face it, everyone's schedule is unpredictable in the summer. Offer to meet candidates whenever they can squeeze you in – early mornings, late evenings, or weekends. Yes, it might mean sacrificing some Netflix time (they are mainly repeats), but they'll appreciate your flexibility.
• Virtual Meetings: Embrace the magic of technology. Virtual interviews mean you can chat with candidates lounging poolside or road-tripping countrywide. Who knew a Wi-Fi signal could be so strong? I do this regularly from my campervan.
• Regular Updates: Even when they're sunbathing, candidates like to know you're thinking of them. Drop them a quick message now and then. A little "Hope you're enjoying the sun! By the way, here's a role that might interest you…" goes a long way.

Optimise Client Relationships

• Proactive Communication: Just because your clients are MIA doesn't mean you should be too. Please keep them in the loop with regular updates. They'll return to a stack of emails, but at least yours will be helpful!
• Pipeline Building: While they're off on holiday, you can build a killer candidate pipeline. Imagine their delight when they return to find you've already lined up some top talent.
• Value-Added Services: Surprise them with some bonus goodies. Send over market insights, salary benchmarks, or fun summer-themed tips. Who doesn't love a little extra value?

Maximise Your Marketing Efforts

• Summer-Themed Campaigns: Inject some summer vibes into your marketing. Think catchy slogans and bright visuals. "Hot Jobs for a Hot Summer" – you get the idea.
• Social Media Activity: Increase your social media presence. Post industry news, job openings, and a pic of you working hard while everyone else is on holiday. #RecruitmentLife
• Content Marketing: Write blogs or newsletters with tips for job seekers and employers during the summer and the run into the end of the year. Become their go-to resource for all things recruitment, summer-style.

Focus on Professional Development

• Training and Workshops: Use any downtime to level up. Take a course, join a webinar, or attend a workshop. You'll come back with new skills and a fresh perspective.
• Networking: Keep networking, whether virtual or at a local event. Make those connections now and watch them pay off when the summer haze lifts.
• Review and Reflect: Take a good, hard look at your performance. What's working? What's not? Set some goals and get ready to crush them. Narrow the gap between your strategy and performance.

Efficient Time Management

• Prioritise Tasks: It's all about working smarter, not harder. Focus on the tasks that make the biggest impact.
• Automation Tools: Let's hear it for technology! Use recruitment software and automation tools to lighten your load. More efficiency means more time for ice cream breaks.
• Team Collaboration: Remember, you're not alone. Lean on your team. Share the load and support each other. If someone's out, you've got it covered.

Self-Care and Balance

• Plan Your Time Off: Even superheroes need a break. Plan your holidays wisely and let everyone know when you'll be off-duty. You deserve it.
• Stay Active: Get out there and enjoy the sun! A little fresh air and exercise will do wonders for your mood and energy levels.
• Mental Health: Keep your head in the game. Take breaks, practice mindfulness, and make sure you're not burning out. You need to be at your best to give your best.

Summer doesn't have to mean a slump in your recruitment efforts. You can keep things sizzling all season long with some creativity, strategic planning, and a good sense of humour. So grab your sunglasses, roll up your sleeves, and make this summer the hottest one yet. Then, crack open a cool, refreshing beer to celebrate your consistent success.

Thank you if you have read this far, please leave a comment, I would love to hear your thoughts