How to spot a leader & super star

Much has been written about the question "Are entrepreneurs born or bred?" - It a mix of both either innate drive or circumstance.

The recruitment profession is one particular industry that is populated by a number of truly gifted entrepreneurs who have built significant businesses, created millions of employment opportunities for their staff and facilitated the careers of their candidates alike, additionally helping their clients spot, engage and acquire top talent to propel their businesses.

To a large degree for the professional recruitment firm and their teams it operates as a virtuous circle, where relationships flourish.

How then does a recruitment firm scale, stay ahead and grow to become a giant of the staffing industry?

In a rising market, client demand increasingly outstrips capacity of many recruitment firms and there's a need to scale up their business. It is a paradox and a challenge that both entrepreneurs embarking on a new business, SME owners and even the CEO of a large firm all face and keeps them awake at night.

What does good look like?

How do you identify the people who can build your business, open new divisions and expand into other geographies?

Do you attract an experienced recruiter? For many that is the only way to grow. As with every hiring decision the 1 in 3 maxim remains valid. Expecting or pinning all your hopes on just one person turns it into a binary option unless you have a choice.

Ask yourself, "What good recruiter delivers a shortlist of just one candidate to their end client?"

Employers, decision makers and others involved in the hiring process are ultimately just people, people with differing views, cultures and goals. That's why we define, search, sift, refine, qualify and ultimately deliver a shortlist. The key is that both the client and the candidate require choice.

I'm not suggesting you turn a hiring decision into a game show but ensuring your process is treated the same as your clients with a viable shortlist.

"What does good look like?"

The same challenge is equally true whether hiring experienced, trainees, interns or mid-level recruiters.

The first is to take a leaf out of the end clients and candidates.

Recruiters typically offer a client a repeat guarantee, from 3 to 6 months. Due to a variety of reasons we know that some candidates leave shortly after joining or are let go by firms. That's why the guarantee and probations exist. They make quick and early decisions before repeating the process. A binary decision increases the risks markedly. Hiring rookies in 3's reduces the risks.

With the War for Talent back on the agenda, firms like EY, Deloitte and many more in multiple sectors are hiring school leavers, in some cases ahead of university graduates due to demand.

How do we know the decision on a potential new hire is right? Take the team to the pub? Abdicate the decision another staff member?

Solution? I've hired the wrong recruiters too many times before getting it right and the light bulb moment happened by chance, bizarrely from a potential recruitment consultant with little experience!

The candidate was hired there and then despite having come from a totally different industry and no recruitment experience.

What I have used has worked in over a dozen countries, across multiple cultures and countless candidates.

Is it foolproof?

No, it's about humans, personal development, growth, training and advancement - however it worked for me. I wish now what i knew then

"What did you do, at an early age, that made money from nothing?"

In recruitment we start with nothing but ambition. I looked for people who "made money" (the value is immaterial) at a young age, primary or early high school and ideally not a paper round or working for their parent's business... distill it down to something you did that made money from nothing.

I've now asked this question to hundreds of successful recruiters, rookies, career changers and some the leaders of the staffing profession - the answer is invariable the same, even if it takes a bit of thought.

It holds true for any young entrepreneur or those who have grown a business from a range of sectors be it technology, retails, advertising, social media, music, travel and more. The answer is the same.

They created opportunities from nothing and critically monetized it, adding value on the way.

Does it work? I bought and sold Star Wars merchandise and marbles to fellow pupils at primary school. It made me money and I re-invested it. Money made money. I recruited others to help, I sourced rare things on behalf of clients. I was an accidental recruiter at the age of 8 but didn't know it.

I've shared my story to encourage you to share yours and then do the same with your people and potential consultants, experienced or rookie (ideally on a 1to1 basis for a true reflection of their real stories). If you have these rare gems, nurture them, feed them, let them spread their wings and keep them!

Question?

?"What did you do, at an early age, that made money, from nothing?"

For more information or to have a discussion on the direction your business should take, feel free to link, connect & contact me.

Not everyone can be the next Google, LinkedIn, Facebook or Twitter. Many try and sadly fail in a very congested marketplace. If you have started your own recruitment business, then engage with entrepreneurs and seasoned professionals who can help you save money, grow your New Enterprise train and retain your people with ongoing helplines, an affiliates network to support your growth on your journey to become a recruitment giant.

I wish now what I knew then. There's organisations such as APSCo that help recruitment firms training & growing their rookies, more experienced teams, future and current leadership team and specific programmes for company owners. Owners still have to make the decision when hiring so employ both it gives you a greater chance of success.

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