A search firm owner look in the mirror.

Staffing Firm Owners/Friends/Clients: I think a lot of us are spreading cat litter over something we know exists in the drastically changed culture of how our recruiters work. We just don’t want to address it and continue to act as though it’s not there. You scream it out in the car… but not in the office: “ Pick up the phone and call people! Enough hiding behind the keyboards and waiting 3 days for NO response!”

At some point, guys, you’re going to have to put your foot down and make that happen or your top line will shrink causing YOU to rely way too much on your own production.

This is a people-reading, emotive-connecting, personal high-touch job, ALWAYS WAS and STILL IS. It’s actually become an administrative "cross-your-fingers" data base matching job with almost no “people skill influence” expected to be used by our recruiters. Fingers are literally working harder than the mouth.

You see it and feel it and I know it frustrates you.

We are in such a precarious marketplace right now. You've chosen to keep your investment-grade recruiters and you can't just cross your fingers and hope they've got the most up-to- date training applicable to THIS MARKET. Am I right? There are way too many 2 year recruiters that were billing less than 150K, PRE-COVID in a phenomenal market. Average, yet, well-trained recruiters should be doing one deal per month at 20-30k fees. Q2 and Q3 I did a ton of virtual in-houses again and my fresh observations are so clear:

? 95% of all 1st contacts to both sides are made through keyboarding, not phone calls.

? 6 out of 10 new recruiters literally think it’s rude to call a candidate at their job.

? Recruiter assertiveness, stones and the power to push back have declined because they haven't been taught logical COVID rebuttals.

? Strong, intellectually stimulating phraseology cant be found in who you consider to be your current "office role models". (Why? Because the rookie starts her new job by observing recruiters who began with first contact emailing and LI invites and never heard "powerful phraseology".)

There's a Fix: Recruiters have to physically hear it done properly and WATCH THE FACE OF THE RECRUITER LIGHT UP, when it works. Then the “why” needs to be explained and the call observed a second time to prove, "it ain't luck". Then they should be given, "write it out" homework. Then role play multiple times....and then go live and have someone to high five them, when it works for them. This is how recruiters learn. this is how I've taught for 25 years. This is why Morgan Method recruiters out produce non Morgan trained recruiters. So, this is exactly what happens in the live virtual "Morginars" I've done since COVID raised it's ugly head . If peeps were hired right, they'll get better, fast.

I can fix that phraseology, courage, and phone reluctance problem in 3 days, with every student that is accompanied by an owner/mgr who attends as my guest. That's right, no cost to the owner/mgr.

Why? You gotta' be there. You cannot simply send the pup to obedience training alone and expect long lasting results.

The ” commands” must be enforced for one solid month. They've got to see your buy-in and you've got to support them in the repetition of what they learned. Then, you can back off.

If you are still supporting your firm with your personal billings, lock yourself and your recruiters in a virtual log cabin with me for three days. All individually from their laptop. If you do the follow up as an owner and stay in touch with me, I will personally coach you on implementation. Typically, you'll see cash-in rise within 8 weeks.

UPCOMING TRAINING:

Nov. 30th: https://www.morgancg.com/classes/24-hours-of-biz-dev/

Dec. 14th: https://www.morgancg.com/classes/recruiter-boot-camp-tune-up/

Remember: If they keep on doing what they’ve been doing, you’ll keep getting what they’ve been giving… you.

From the heart,

Peter.