The Resilient Recruiter

Billing $6M+ in 2022 is no small feat, and my special guest, Norman Volsky revealed how his team of 10 was able to achieve a phenomenal per-desk average. Norman shared valuable insights on building your team and attracting high-potential recruiters, using an internship program to establish a talent pipeline, and how to approach the challenging role of a billing manager.   Norman is a managing partner at DRI. Since 2011, he's led the digital health practice at DRI and has built a 10-person team billing $6M+ in revenue in 2022. The Pinnacle Society welcomed Norm as a member in 2021. And interestingly, in 2022, DRI managing partners merged with Kay Bassman and Sanford Rose Associates to form Starfish Partners.    Episode Outline and Highlights [01:30] Norman shares why he started his podcast. [03:35] How Norman got into recruiting through an internship. [07:40] Factors leading to becoming a successful billing manager. [16:54] How DRi way of working is different from most recruitment firms. [23:15] Why finding top clients matters as much as finding top candidates. [30:59] Avoid the “something better than nothing” mentality. [32:20] How an internship setup fits a recruiting business. [38:14] Topic on internal recruitment: how to attract recruiters with the highest potential. [44:40] Sharing the success of their internship program. [46:49] Becoming the best example for your team and focusing on the other party’s best interest. [54:26] Networking into companies - calling a level up to get referred down. [58:04] How Norman juggles his billings while supporting his team - 3 focus areas.  [01:04:30] Norman shares their flat team structure.   How to Adopt the Internship Model to Build Recruitment Teams It may be a rare practice in the recruitment industry, but it’s worth exploring how an internship program could benefit your business. Norman shared the story of how he got into recruitment - from starting as an intern with no salary to becoming a Managing Partner. As the first intern in the history of DRI, his firsthand experience shows that an internship is effective in finding recruiters with the highest potential.    He revealed how they are using this model in building their team, which has proven to be very successful. Norman’s team of 10 is billing more than $6m, which is phenomenal per desk average. He shared their thought process in implementing their internship program:   “I was the first and only unpaid intern, but it ended up working out well, so no hard feelings. But our paid internship program is purely in our opinion an opportunity for us to get some talented. individuals exposed to recruiting and for them to get a couple of months of experience and to know whether it's for them. I think a lot of recruiting, it's a great career for a lot of people, but it's not for everyone. It is a lot of rejection. It is a lot of hard work. It is a lot of betting on yourself. Some people want more security than that. Some people want a little bit more of a defined career path as opposed to a lot of ambiguity. So for the right people... It's an amazing career and we want people exposed to that.”    Would you consider creating an internship program for your recruitment business? This could help you build your team, create a solid talent pipeline, and even boost your branding as an employer.   Juggling the Tasks as a Billing Manager  Norman functions as a Managing Partner and a billing manager - which I believe is the toughest job in recruiting. You're managing your own workload, your own client base, and doing deals. And at the same time, you're also training, coaching, mentoring, managing your team, and trying to get that balance right is challenging. Norman walked me through how he is able to cover these tasks with great success. Here are the takeaways:   It is really important to start with why and focus on your own motivation. Learn from the best, and surround yourself with the best people. Build your team smartly, think outside the box, and be different from other hiring companies. Practice what you preach, lead from the front. Overcoming impostor syndrome with the right mindset.   As Norman puts it, “I think hiring the right people makes your life a lot easier. So that definitely stacks the deck in your favor. I think the other thing is you've got to practice what you preach. You got to lead from the front. You got to show a work ethic and the standard of excellence and the importance of quality. And if you lead by example, you know, people want to rise to that standard. I think that's really, really important. “   The Three Focus Areas When Scaling Your Business Norman also revealed the three focus areas which are key to his team’s success. You will hear him discuss the importance of finding top clients and why it matters as much as finding top candidates. He also shared how to attract the right talent when it comes to internal recruitment and the value of delivering the best training, coaching, and mentoring. Lastly, we talked about being strategic when allocating assignments to your team members and ensuring that you are making great matches for your clients.   Our Sponsors This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back-office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://recruitmentcoach.com/vc   Norman Volsky Bio and Contact Info   Norman is a Managing Partner at DRI (2011-Present). Norm built the Digital Health team at DRI beginning in 2017 and his 10-person team has scaled it to over $6M in revenue in 2022. The Pinnacle Society welcomed Norm as a member in 2021. Along w/ the rest of the DRI Managing Partners, DRI merged w/ Kaye Bassman and Sanford Rose Associates in 2022 to form Starfish Partners. Norm spoke at the SRA Conference in 2022 (the topic was Best Practices working w/ Venture Capital backed companies) and will be speaking on the Pinnacle Society Panel at NAPS in 2023.   Norman on LinkedIn Direct Recruiters Inc. website link Listen to the Digital Health Heavy Weights Podcast The Pinnacle Society website link   People and Resources Mentioned Mike Silverstein on LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter  

Top billers typically have one or more “cornerstone clients.”    These key accounts are ones you can build your business on because they use you exclusively and give you lots of repeat business. My special guest, Katherine Jerald, is someone who’s mastered the art of client development.    Katherine is the founder of Elray Search, a firm that is committed to solving the biggest talent needs of middle-market clients in the aerospace, satellite, and defense firm. She’s also a member of the Pinnacle Society.    What’s fascinating about Katherine’s story is that she’s a second-generation recruiter. She remembers the first day her father opened a recruiting firm. She actually got to skip school at the age of 12 to help set up the office computers.    Katherine later rejoined her father's search firm, FPC Portland in 2015 as an executive recruiter, and opened an FPC office in Lake Oswego, Washington. During her tenure within the FPC franchise network, Katherine was the five-time winner of FPC's “Top Recruiter” Award.   In this episode, Katherine shares the skillset and mindset that enabled her to become a top producer and successful business owner. She reveals some killer strategies for winning and developing clients, plus how she transitioned from contingency to 100% engaged search.   Episode Outline and Highlights   [02:06] How Katherine’s father influenced her career path as a recruiter and owner. [06:13] Was it easier or harder working in a family recruitment business? [11:30] Success factors to becoming a five-time top recruiter in the FPC network. (client-side development, grind, and hustle) [16:48] Strategies for identifying, breaking into, and caring for the correct accounts. [21:14] Pitching a relationship instead of a transaction in a recruitment call. [25:16] Katherine shares her process for developing client relationships. [32:12] How commitment plays a big part in Katherine’s success. [33:24] Transitioning from being a top recruiter to launching her own firm - Katherine shares her story. [37:29] Discussion and thought process on engaged versus contingent search. [45:49] Creating your “irresistible offer” - most recruiters don’t understand this! [49:55] Hiring and building your business - how Katherine started growing her team. [58:06] Katherine reveals her selling style.   How to Become a Top Recruiter: Hustle, Grind and Focus on Client Development   During her tenure at FPC, Katherine was the five-time winner of FPC’s top recruiter award. What’s her secret?   According to Katherine, “The baseline is you gotta hustle and you gotta grind. And most people do not want to work that hard.” But of course, that can't be all there is to it because I also have seen recruiters work really hard but still not get the same results that Katherine does.    She then revealed the differentiator: “I would say it's been really connecting and developing the client side.” Katherine is aware of the importance of client development.  She shared her strategies for finding the right account, landing that business, and caring for the relationship. This strategy leads to her getting referrals which leads to more businesses and clients.    Katherine also gave tips on how to pitch without being too salesy, how to establish relationships during a recruitment call instead of being purely transactional, and her process for developing those accounts.   Transitioning From Contingency to an Engaged Search   The most exciting part of Katherine’s story is how she recently launched her own recruitment firm, Elray Search. They officially launched on April 1 of this year, and in their first quarter they’ve taken off like a rocket ship, which is fitting since they specialize in aerospace and defence.   One of the key shifts that Katherine made when she started on her own is that she hasn’t accepted any contingent searches since their launch. How does she pitch this engaged search to her clients? Here’s some of her verbiage:   “We ask for ten grand to kick things off.” “What you can expect from me is weekly update calls. We do a video chat, we'll record them so I can share them with my team as well.” “Hey, I'm gonna do your first interview for you. Just tell me what questions you want me to ask. You can watch it on video when you're on the airplane.” “If you're not happy with what we're doing after three weeks, I'll give you your ten grand back.”    Katherine added, “Guess how many have asked for it (the $10k deposit) back? Zero!”   Katherine also discussed how she started to build her team - having just hired their third member very recently, and how it helped her be free from the 360 model.   Pitching it the Right Way   I love Katherine’s mindset when it comes to pitching: “So the whole like the premise is, nobody likes a hard sell anymore. And this is totally contradictory to what we, you know, how it was taught 20 years ago, where you're trying to say, ‘Hey, can I accept on your behalf?’ That doesn't work anymore.”   For Katherine, it is all about attraction rather than promotion. By asking the right questions, she is able to nudge a candidate to start talking and building a relationship, which eventually leads to successful placements. Katherine added, “I tell them, ‘Hey, I'm never gonna try to talk you into something. At the end of the day, you're always gonna do what's best for you and your family, and everybody should understand that. And if they don't, they don't have the right intentions’.”   Katherine shared so many golden nuggets, but that little script was my absolute favourite. Could the same approach be effective for you and your recruiters?   Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back-office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://recruitmentcoach.com/vc   Katherine Jerald Bio and Contact Info   Katherine is a second-generation recruiter. She remembered the first day her father opened a recruiting firm; she got to skip school at the age of 12 to set up office computers.  She received her bachelor’s in business from the University of Oregon in 2004 and her MBA in finance from Washington State University in 2015.    She rejoined her father’s search firm, FPC Portland, in 2015 as an executive recruiter and opened an FPC office in Lake Chelan, Washington. She specializes in defense, satellite, and aerospace technologies. During her tenure at FPC, she was the five-time winner of FPC’s Top Recruiter award.    In 2022, Katherine launched Elray Search, LLC, a firm that is committed to solving the biggest talent needs of middle market clients in the aerospace, satellite, and defense firm.  Katherine is a member of the Pinnacle Society.    She was a 2022 Pinnacle Conference Speaker and a 2022 Whitman Partners Conference Speaker. She is also an active member of SSPI (Space & Satellite Professionals International) and Leading Ladies of Aerospace.    Katherine on LinkedIn Elray Search website link Elray Search on LinkedIn The Pinnacle Society website link   People and Resources Mentioned   Seven Ways to Get New Clients Fast Ebook $100M Offers: How To Make Offers So Good People Feel Stupid Saying No, by Alex Hormozi Crelate Jon Bartos on LinkedIn Josh Braun on LinkedIn Allan Fisher on LinkedIn Wes Ashworth on LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#166 How to Bill $1,000,000 For Ten Years Straight and Grow a Successful Team, with Allan Fisher TRR#132 How to Break Out of a Slump and Bill an Amazing $420k in 5 Months, with Wes Ashworth Subscribe to The Resilient Recruiter  

Mike Williams, founder and President of Carnegie Partners, shares his secrets to success in starting a recruitment agency. He discusses the importance of creating original content on LinkedIn and posting videos to engage with the target audience. Mike's journey and moments of self-doubt are also highlighted, along with tips for generating content ideas. The podcast covers establishing relationships through LinkedIn engagement and optimal posting ratios for recruiters on social media. The dangers of seeking validation through social media and strategies for driving business development are mentioned as well.

What are the factors that drive short-term results while ensuring the long term success of your recruitment business?   If you have ambitions to grow your recruitment agency, you’ll enjoy my conversation with Kevin Burch the CEO and co-founder of Questpro Consultants. Since they opened in 1996, Questpro has grown to a team of 35 people providing four service offerings: temp, retained/contingency, executive search, and college graduate placement.    In this episode, Kevin shares three of the secrets that have contributed to sustainable growth for the long run:   Fostering a culture of achievement and empathy Diversifying revenue streams The mindset of embracing technology and staying relevant   QuestPro, a staffing and recruiting firm based in Dallas, Texas specializing in the insurance and risk management industry nationwide.   Episode Outline and Highlights   [03:02] Kevin shares his perspective on collaborating, sharing ideas, and being in a community with competitors. [08:20] How Kevin got into recruiting. [12:42] Staff retention - How QuestPro’s staff tenure is way above average. [21:28] Getting rid of toxic people to protect your business culture. [27:09] The role that caring and empathy play in your business. [34:37] How Questpro diversifies its revenue streams.  [42:16] Giving back to the insurance industry with their QGrad Division [50:56] Embracing technology to evolve and stay at the forefront.   Protecting Your Business Culture From Toxic People   Over the last 25 years, Kevin has built a team of 35 people which is already an achievement on its own. But the thing that stood out to me is how he is able to retain these talents. He has 3 or 4 people with a tenure of 20 years, several more in the 10-15 range, and some between 5-10 years. Out of his 35 team members, only 11 are under the 2-year tenure. If there is a key factor contributing to this phenomenal achievement, it is Questpro’s working culture. Kevin shared how they celebrate little things and big things, initiate fun contests, and reward and recognize performers. These engagement activities in Questpro are actually initiatives from the top management. For Kevin, the culture that they have is a culture not only of achievement but also of caring and empathy.   Kevin also discussed the importance of protecting their culture by letting go of toxic members that can disrupt team dynamics. He shared their story where they had to let go of large producers for the greater good of the group. Despite being a small company at the time, he was willing to let go of a big revenue contributor for the well-being of others. You will hear how making this move led to their company hitting their best revenues the following year that they made that decision.   Diversify Your Revenue Streams   Kevin has a tremendous experience with permanent, retained, contingency, and contract staffing. He shared a very interesting mix in his business that includes 50-50 on temp and permanent (direct hire). They have four service offerings, namely:   Questpro – Contingency and Retained Search QTemps – Temporary and Temp-to-Hire Contract Staffing as well as Payroll Services QGrads – Internships, Entry-Level, and College Graduate Placement QExecs – Executive Placement through Seasoned Contract Executives   As Kevin said, “The theory that if you are a temp company you surely can’t be a permanent staffing partner, or you can’t be a retained partner is not true.”  They even offer a “Grad Division” which helps keep the industry they serve full of fresh talent.    For recruitment business owners, the idea of diversifying your revenue stream is critical for success.  If you are currently doing only direct hire or perm placements, for example, consider adding recurring revenue streams such as temporary, contract, or interim.   Keep on Learning and Embracing Technology   Another takeaway from this episode is how Kevin and his team embrace technology. Being a recruiter for more than two decades, Kevin finds the last few years have been interesting and they have seen a big flip in how business is done. We discussed how they are staying at the forefront of their market, such as:   Using videos when interacting with clients and candidates Best practices for using text messaging effectively in their search process Discussion of available tech tools and platforms that they use in their business   For Kevin, re-learning and embracing technology is an advantage that contributes to his longevity in the industry.   Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back-office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://recruitmentcoach.com/vc   Kevin Burch Bio and Contact Info   Kevin co-founded Questpro Consultants in August 1996. Kevin went from the next great sportscaster and play-by-play man to sitting behind a desk and dialing for dollars! Now 25 Years later, he can safely say that it is the best decision he ever made. From coast to coast, Kevin and his team match top-notch insurance talent with the absolute best Insurance Carriers, Brokers, TPA, and more.   When he’s not playing KOAR (King of All Recruiters), Kevin is at home with his lovely wife, Lauren, and three sons, that continue to challenge and keep him young: Parker, Owen, and Taylor. Kevin is also addicted and frustrated all at once by golf but loves the game.   Kevin on LinkedIn Questpro website link Questpro on Facebook Questpro on YouTube Questpro on Twitter @Questpro_   People and Resources Mentioned   Gail Audibert on LinkedIn Simon Lafosse on LinkedIn Bullhorn TextUs Hinterview   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#116 How Treating People Well Delivers 30% Annual Revenue Growth for 15 Years, with Simon La Fosse TRR#153 Meet The Recruiter Who Survived And Thrived Through Four Recessions, with Gail Audibert TRR #171 4 Essential Skills that All Recruitment Business Owners Need to Be Successful, with Chris DiNaso   Subscribe to The Resilient Recruiter  

Imagine growing your revenue by €100,000,000 in less than 3 years! How is this possible? In this interview, my special guest Gerard Koolen explains how he and his business partners at Lugera were able to increase revenue from €130M in 2020 to €234M by 2022. You’ll discover the critical success factors, which include: leveraging technology - and even developing their own software, constant improvement through training and development, and empowering employees to make decisions. What’s even more remarkable is that Lugara’s office in Ukraine had their best performance ever in the midst of a war and they’re currently hiring 26 more recruiters.  Gerard is the Group Managing Partner of Lugera, a multinational recruiting and staffing agency. Gerard started Lugera in Slovakia in 1996 and is now operating in 11 countries in 30 offices with 700 internal staff and 15,000 temps. In fact they’re the biggest independent staffing country in Central and Eastern Europe. In 2022, Herard partnered with James Caan to create Recruitment Entrepreneur CEE.   Episode Outline and Highlights [02:30] Lugera has grown by €100,000,000 in the last three years. [07:30] True resilience - how the Ukraine office has continued growing despite the war. [18:57] Increasing revenue through training and coaching. [25:45] The benefits and challenges of training and coaching remotely. [27:36] Gerard shares how they adapt and leverage technology.  [34:30] New Talent Base (NTB) - how their custom ATS builds networks automatically. [40:51] How technology is a key factor in Lugera’s success. [44:32] With 700 employees, Gerard must empower people to make decisions. [46:49] Why Gerard opted to invest and build their own recruitment platform. [54:23] NTB’s lead generation feature. [58:48] Partnering with James Caan and Recruitment Entrepreneur. True Resilience: How Lugera’s Ukraine Office Achieved Record Breaking Performance   The most remarkable part of the interview was when Gerard shared the story of his office in Ukraine and what they have achieved in spite of the invasion by Russia. “This has to be for us a challenge to grow our business. We said to each other when the going gets tough, the tough get going, and let us see what we can do. A miracle happened, and last year was our best year so far in Ukraine. Can you imagine?” This is how Gerard described it: “The team even when there was a bombing in Kiev they were sitting in bomb shelters with internet and they are still working.”   It’s hard to imagine a more challenging scenario. How did Gerard ensure the well-being of his team members? He explains how they relocated their team to Bucharest. Gerard’s business partner in Ukraine did a tremendous job organizing the logistics, from booking hotels to hiring buses to ensure the safety of their team.   People lost their houses and there was a lot of panic and chaos, but luckily all their team members were safely relocated to Bucharest. They did not waste any time and immediately went to work. Their mindset and camaraderie were incredible.    Due to the invasion, thousands of recruitment agencies in Ukraine closed down. At the same,  thousands of vacancies opened up, especially in factories. That is why Gerard’s team had to step up and support their market, despite a very challenging environment. They were able to achieve their best year so far and have continued growing. They’re even in the process of hiring 26 more recruiters in their Ukraine operations. Truly an inspiring story of resilient recruiters!   Increasing Revenue Through Coaching and Training Since I last talked with Gerard three years ago, his firm has grown by acquisition, but also organically.   Gerard believes that growing rapidly is the most dangerous period for an agency. "Usually quality goes down, you have to pay a lot of salaries but you get your money later.” To manage this risk, they put emphasis on training and coaching their existing people.    He elaborated on how they structured their coaching and training. Every country has an extensive 2-week onboarding program, plus ongoing training for the whole company including weekly webinars.    We discussed the benefits and challenges of training people remotely, and agreed that in many ways it’s easier to train remotely versus in a classroom setting. Gerard suggested mixing up the groups so that people from different teams and countries have the opportunity to meet and learn from each other.   Enhancing the Recruitment Process by Leveraging Technology Another key success factor for Lugera’s rapid growth is that they embrace and leverage technology. He shared how they are launching new software that focuses on recruitment automation and AI. Gerard knows the value of technology and how it has impacted their business drastically. This is why he is investing so much in developing tools and software that truly fit the needs of recruitment businesses. You will hear about their Automatic Network Builder embedded in their New Talent Base software.   Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back-office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://recruitmentcoach.com/vc   Gerard Koolen Bio and Contact Info   Gerard is the owner of Lugera, a multinational recruiting and staffing agency. Gerard started Lugera in Slovakia in 1996 and is now operating in 11 countries from 30 offices with 700 internal staff and 15,000 temps. Lugera is focused on Permanent Staffing, Temporary Staffing, Payroll & Outsourcing. Gerard is crazy about helping as many people as possible get a better job. He is help driven, he thinks that innovation is key and is a front-runner in innovative HR technology.   Gerard on LinkedIn Gerard on Facebook Gerard’s blog link Lugera website link Lugera on Youtube STAA website link   If you are interested to be a partner in using STAA, get a 50% discount for listeners from the podcast by emailing gerard.koolen@lugera.com and mentioning Mark Whitby.   People and Resources Mentioned   James Caan on LinkedIn Bullhorn Recruitment Entrepreneur   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#25 How to Build a €130M Staffing Business in Emerging Markets, with Gerard Koolen   Subscribe to The Resilient Recruiter  

Meaningful relationships are foundational to success in recruitment. The challenge is that building a network and earning trust takes time. For many recruiters, it can take years to become established in their market niche.    What if there was a way to speed up this process and achieve faster results?    My special guest, Steven Li, has discovered a way to build relationships at scale by organizing meet-ups in his sector. Steven’s strategy has enabled him to progress from a rookie recruiter at Robert Half to the Top Biller in APAC within three years.    Hosting events isn’t a new concept, but Steven has really taken this strategy to the next level. In fact, Steven is renowned for his cybersecurity events in Tokyo and they’ve become so popular that he holds a lottery to determine who gets to attend.   In this episode, Steven shares his learnings and best practices on how to organize events that add value to his sector. He revealed his process for running successful meet-ups, the mistakes he’s made and insights gleaned along the way.    Steven is a Senior Division Director at Robert Half Japan and specializes in Cyber Security recruiting. In 2022, Steven was recognized as the top biller across APAC, as well as managing the number one perm team.     Episode Outline and Highlights   [02:30] From financial services to recruiting - Steven shares his story. [09:00] Why “simple does not always mean easy” and how Steven turned things around after his initial struggles as a recruiter. [12:21] Fast-tracking his career to becoming a top biller in just three years.   [21:06] Adding value - how Steven organizes events for the cybersecurity community. [32:14] Leveraging LinkedIn to make your meet-up a success. [40:13] Things to do (and not do) when hosting events. [47:01] Steven talks about leadership and innovation. [51:00] Making the transition from top producer to billing manager. [58:38] Having a mission that goes beyond you as an individual.   Building Relationships at Scale by Organizing Meet-Up Events   Steven is a Gen Y recruiter who believes in the value of working smart. In 2019, he quit his job in the Financial Markets and moved to Tokyo to become a recruiter. He thought it was going to be easy but when the pandemic came in 2020, his resilience was tested which drove him to work smarter.    Steven took inspiration from Greg Savage’s advice on branding and becoming a micro-celebrity in your marketplace. He connected this to the idea of building relationships at scale in recruitment, and that is when they started doing these meet-up events.   He shared his learnings on hosting events and how to make the most of them. Here are some takeaways that we covered:   How he hosts invite-only events to build a safer community for cybersecurity experts. How they were able to hold these events in prestigious locations such as Google, Microsoft, and even the British Embassy. Learning from past mistakes, especially on the logistics. Things to watch out for - such as ensuring there’s no selling or pitching at the event.   How did this benefit Steven and Rober Half? He became the APAC top-biller in 2022, which was only his third year in recruitment. Plus, Steven’s strategy has now been adopted by other divisions. Robert Half Japan is now hosting community meetup events for Cyber Security, Data, Developers, Consulting, and Executive Search   Having a Clear Mission That Goes Beyond You   Steven has a “mission that goes beyond himself,” which is to build a stronger cybersecurity community in Japan, by giving people the platform to share the best ideas and thoughts. This is something that I also firmly believe: if you have a clear mission, that is bigger than you or your company goals but is one that everyone in your market can get behind, then people will go out of their way to help you.   Having this clarity on your “WHY” and purpose, and how you are able to connect it to how you will add value to your community is a vital key driver to success. Like so many of our guests, successful recruiters and recruitment business owners find ways to add value to their community. Hearing Steven’s story on how he is able to tie up his marketing with his mission can inspire a lot in our industry to do the same.   Developing Leadership Skills    Steven is still ‘young’ as a recruiter, but what I also admire about him is how he takes ownership of his development. Top billers don’t necessarily make good managers. Steven has fast-tracked his career because he’s taking responsibility for his own development, proactively seeking to refine his leadership skills through books, mentorship, and coaching.    This is true with tenured and seasoned recruitment business leaders that I know - they never stop learning and developing. Leadership is a lifelong journey, and there is always room for growth and improvement, regardless of experience.    Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back-office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://recruitmentcoach.com/vc   Steven Li Bio and Contact Info   Steven is the Senior Division Director at Robert Half Japan specializing in cybersecurity Recruiting. In 2022, Steven was recognized as the top biller across APAC, affirming his position as a leader in the field. With a passion for creating a safer cybersecurity community in Japan, Steven is renowned for his cybersecurity events. These events, hosted at prestigious venues such as Microsoft, Google, The British Embassy, and Deloitte unite industry professionals to share knowledge and insights. Prior to his successful recruitment career, Steven gained valuable experience in Market Risk oversight within the Financial Markets Sector in Australia.   Steven on LinkedIn Cyber Risk Meetup website link Cyber Risk Meetup on YouTube Steven on Twitter @StevenLi1650 Robert Half website link People and Resources Mentioned   Multipliers: How the Best Leaders Make Everyone Smarter, by Liz Wiseman The Monk Who Sold His Ferrari, by Robin Sharma   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Related Podcast You Might Enjoy TRR#64 The Recruiter Roadmap to Recovery: How to Thrive in a Post-Pandemic World, with Greg Savage   Subscribe to The Resilient Recruiter

What are the biggest trends that affect the future of agency recruitment? Are you positioned for success in the rapidly evolving world of work?    With advances in Open AI and the growing popularity of remote work and the gig economy, the recruitment industry is set for a major transformation in the next 5-10 years. This shift might cause fear and uncertainty among recruiters, however if you’re aware of the trends, remain agile and are willing to adapt, you can capitalize on the tremendous new opportunities that will be created.   Join us in this episode with special guest, Rob Green, as we explore the future of agency recruitment amidst the rapidly changing technological landscape. Rob reveals his insights based on extensive research and shares the specific steps his company is taking to stay relevant.  Rob Green is the CEO and Founder of The GRM Group, a holding company that combines leading recruitment, research, recruitment tech, and management consulting brands, all servicing the global legal industry. With 20 years of experience in the recruitment industry and having placed lawyers in 40 countries, Rob brings a wealth of knowledge and experience to the discussion. Episode Outline and Highlights [03:05] Why and how Rob’s business model has evolved since we last spoke. [08:00] How skill matching platforms will change the recruitment industry. [14:57] Why Rob created a research company, GRM Intelligence. [26:45] The future of the recruitment industry.  [29:40] Core trends that are changing the way that we work.  [40:30] How should you adapt your recruitment business to stay relevant? [47:33] Preparing for the future; why Rob is investing in Umbiie.   The Three Meta Trends That Are Changing the Recruitment Industry   Recruiters and recruitment business owners are always interested to know how technology such as Opan AI will affect the industry. You’ll enjoy hearing Rob’s fascinating insights about the future of work, based on the research report that he commissioned.  His research team identified three trends that will transform the way people work and how companies recruit:    The Sharing Economy / Gig Economy Global Talent Pools / Distributed Teams The Skillset Revolution   Rob urged the listeners to zoom out from the world of recruitment for a minute and realize how the world is changing based on the above three meta trends. We also discussed the growing “gig economy,” and how talents prefer to work from anywhere in the world and would prefer project-based instead of full-time. If you fear that AI will take a majority of jobs in the future, that is not the crazy part. Rob cited a report by Dell Technologies which it states that “80% of all the jobs in the next decade that we'll all be working in haven't even been invented yet.”   What does it mean for you as a recruiter or a recruitment business owner? As Rob very well puts it, “There's going to be a whole new way of recruiting, a whole new skill set of recruiting. And we can prepare for this.”   Leveraging Skill-Matching Platforms for Recruitment   Rob dived into how they are adapting to the trends of the shared economy and shared data by means of technology. They are using the platform StiiNT.iT (Stint It) - to simplify their process and maximize potential. The platform is a private-labelled recruitment technology where “Professionals across the world are vetted and skills verified creating anonymous profiles. These profiles will be searchable and accessible, whether it sits on someone else’s platform or your own – building a collaborative talent pool, ensuring 100% matches, and removing unconscious biases.”   Rob’s team has white-labeled the Stint It platform to create Umbiie (umbiie.com), a global skills-matching platform for legal professionals. It’s not a perfect comparison, but this is the equivalent of Bumble for recruiting - the idea is that candidates choose which employers can unlock their profile.    Rob shared how they deal with data privacy and how the platform can be monetized. As he stated, “This is really not a pitch because I don't get anything out of this. This is just, do you wanna prepare for the future? Do you believe that there's going to be pressure on contingency recruitment? If you do, there is a solution out there.”   Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back-office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://recruitmentcoach.com/vc   Rob Green Bio and Contact Info   With two decades’ experience in the recruitment industry, Rob has recruited lawyers in 40 countries, working with firms and companies from the biggest in DLA Piper, Bank of America, Facebook, Alibaba, and such like, to small one-person law firms, looking to double in size. Rob launched his career with the leading financial services agency, Badenoch & Clark, in London. Following his relocation to the Cayman Islands in 2005, he joined one of the Caribbean’s top recruitment companies, CML, to establish the region’s leading legal recruitment provider. In 2009, Rob became a partner in the business and moved to Hong Kong to grow the business and become one of the top consultancies in Asia. He took full ownership of the Hong Kong branch and rebranded as GRM Search in 2013, winning 15 industry awards in 8 years and working with some of the most coveted legal firms, MNCs, and financial institutions in the world. Enticed by the link between Africa and Asia, Rob opened GRM Search’s first office in South Africa in Johannesburg in 2014. He moved with his family to settle in Cape Town and spearhead the growth of the business into the African continent in 2017. GRM has had notable successes in Asia, Africa, and Australia, with some failures along the way to keep him humble. Rob regularly shares his views on the legal job market with industry publications, business radio shows, HR seminars, and law graduates at HKU, Stellenbosch University, and UWC. He is renowned for his global outlook, experience, legal market knowledge, and down-to-earth approach. In his spare time, Rob is the proud founder and chairman of South Africa’s first soccer program for special needs children (GPS Vikings FC) and a part-time boxing ring announcer as well as a doting father and husband.   Rob on LinkedIn Rob on Instagram GRM Search website link  GRM Intelligence website link GRM Group on YouTube Umbiie website link Rob’s Podcast, Legal Unicorns   People and Resources Mentioned Stiint It website link The Three Meta Trends - Revolutionizing the Way We Work Why Umbiie - Revolutionizing the Legal Industry Korn Ferry Article: 2030: The Very Human Future Of Work Korn Ferry Article: The $8.5 Trillion Talent Shortage Article on Dell Report: 85% of Jobs that will exist in 2030 haven't been invented yet Napoleon Hill: Think and Grow Rich   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#96 The Benefits and Challenges of Expanding Your Recruitment Business Overseas   Subscribe to The Resilient Recruiter                

Do you want to attract new clients and grow your recruitment practice, regardless of market conditions?    In this episode, you’ll hear me being interviewed by Tom Burkinshaw, the Group Marketing Director at Recruitment Entrepreneur, the world’s leading investor in recruitment start-ups and scale-ups. James Caan’s team invited me to London to record an in-person interview for The Recruitment Entrepreneur Podcast.    You’ll learn how to leverage content marketing to build your brand, attract more of your ideal clients, and be treated as a trusted advisor.  In particular, Tom grills me about the secrets of starting and growing a successful podcast. I also share our Expert Interview Strategy, which enables you to become a thought leader in your industry, produce high-quality content consistently and develop new business at the same time.   Episode Outline and Highlights   [01:56] Why I started The Resilient Recruiter podcast. [03:16] Overcoming imposter syndrome to become a thought leader in your industry. [04:10] How I got started in recruitment. [07:27] Starting my coaching business was a “combination of fear and excitement.” [10:42] The differences between being self-employed and being a true entrepreneur. [12:53] Launching The Resilient Recruiter podcast. [15:37] How I stay at the forefront of digital marketing strategies and automation tools. [17:22] The number one key to having a successful podcast. [18:58] How recruitment companies can stand out from the competition. [24:34] The benefits of learning and development for business owners and their teams; including people who are already top billers. [27:50] What’s next for Recruitment Coach and The Resilient Recruiter in 2023?   [30:47] The value of being consistent in marketing.   Why I Transitioned From Recruiting to Coaching Recruiters   Tom asked me a question I often get asked, “why did you become a coach instead of continuing as a recruitment consultant?”    I shared the story of how I got started in the recruiting industry, experiencing the same struggles and challenges that a lot of recruiters can relate to. Despite working incredibly hard, I was only an average biller, hitting my sales targets but stuck around the middle of the leader board. Being quite money motivated at the time, I wasn’t satisfied with my performance, so I hired a coach to help me maximize my results. He helped me to double my billings in 90 days and I quickly become the top-producer in my team of 8 and climbed to the top 15% of 200 recruiters.    This was such a life-changing experience that it inspired me to become a coach myself, which I consider to be my true calling. Since launching Recruitment Coach in 2001, I’ve helped more than 10,000 recruiters in 34 countries to maximize performance and increase their billings.   In the course of the interview, I also revealed how the ‘08 recession was a devastating experience. I shared how I came back from the brink of bankruptcy to turn things around by leveraging content marketing.    We also discussed the difference between being self-employed from being a true entrepreneur. After being a solopreneur for many years, I’m finally scaling my business. We discussed the benefits of building a team and that it’s often fear and limiting beliefs that hold us back from growing our business.   How to Grow a Successful Podcast   The Resilient Recruiter podcast will exceed 200+ episodes this year. I’m so happy that this podcast has reached recruiters across the globe with more than 150,000 downloads. One of the reasons I started the podcast is that I love learning and sharing ideas with like-minded people. I get so much value, personally, from interviewing successful recruiters and recruitment business owners that I would do this even if there was no direct benefit to my business.   Because my podcast has been so successful, recruiters started asking us for help to launch their own podcast. So we created an online course for our coaching clients and in the last few months, we’ve helped multiple recruitment and executive search firm owners to start a podcast. One of our clients won a new client before even launching, simply by inviting them to be a guest on her show! The benefit is that our clients can learn from all the mistakes we’ve made over the last 3 years. Plus, we have a 38-step process for producing, publishing and promoting the podcast so our clients have a blueprint to follow.  In this conversation with Tom, I revealed a few of the best practices for running a successful podcast. The number one key is to keep working on it and never give up.   How Recruiters Can Build Their Brand with Content Marketing   Tom and I discussed how imposter syndrome is one of the biggest barriers to becoming a thought leader.  Content marketing requires recruiters to have confidence in their own market knowledge and believe in the value their own insights can bring to their audience.  We talked about the benefit of delivering value-adding content to your network in terms of establishing credibility and trust within the community of your potential clients and candidates.    Mark elaborated on how recruitment business owners can do this with the expert interview strategy. This strategy works for podcasts, videos and even in written article format.  You will hear Mark explain how this strategy combines business development with inbound marketing. You will also learn how this can be a differentiator for your recruitment business when it comes to creating high-quality, industry specific content.   Our Sponsors    This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back-office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc People and Resources Mentioned   Tom Burkinshaw on LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter

When you run your own business, you wear many hats and need to be competent across a number of areas. But which skills make the biggest difference to your success?   In this episode, my special guest Chris Dinaso and I discuss the top 4 skills that are absolutely fundamental to building a profitable recruitment business. We also delve into Chris’s philosophy of “always doing the right thing” which is key to sustainable, long-term success.   It will come as no surprise that selling skills are crucial for recruitment businesses to grow and succeed in a competitive market. A critical component of this is establishing relationships with potential candidates and clients, which starts with an effective elevator pitch.   Chris will be sharing his best practices for selling and business development in running his own recruitment practice. You will hear how he structures his ‘Million-Dollar Paragraph’ and how he effectively reaches out to potential candidates by calling them at their work number.   Chris has been in the recruiting industry for almost three decades and has founded Plumbline Staffing Solutions, a boutique recruitment firm focusing on insurance and general staffing solutions, with offices in Chicago, Illinois, and Austin, Texas.   Episode Outline and Highlights [01:45] Sink or Swim - Chris started his staffing career by being thrown into the deep end [07:30] Why Chris took a career change and how it influenced his way of working as a recruitment business owner. [12:00] “Doing the right thing” is a recruitment business differentiator. [22:38] Chris talks about the challenges of getting his company off the ground.  [33:00] Discussion about Chris’ approach to business development.  [43:49] The Million-Dollar Paragraph. [46:30] Why you should consider calling potential candidates at work.   Doing the Right Thing is a Differentiator   Chris shared an interesting principle as a success contributor: his mindset of always doing the right thing. Influenced by his faith and his experience in his ministry, his aim is to always provide a transcendent experience to his candidates and clients. As he explained, “I want every interaction I have with clients and candidates, I want that to extend beyond just the limits of ordinary experience.”   We discussed the perspective of having integrity, building character, and treating people right in the world of recruiting should be a basic expectation. However, Chris is regular told that he’s different from other recruiters. Chris finds this surprising because, in his view, he didn’t do anything special - he just did the right thing. Which suggests that unfortunately many people don’t have a positive experience of dealing with recruiters.   Although Chris’ reason for doing the right thing isn’t money motivated, the outcome is that it is good for business. I am sure this will resonate with a lot of our listeners - if there is one differentiator for successful recruiters or business owners, it will always come down to how they have treated their clients and candidates.    The Best Way to Sell is to Not Sell   A key strength of Chris is his selling skills, which is one of the reasons he got into the recruiting business way back in 1995. When I asked him about business development, his no-nonsense approach is to sell by not selling. You will hear how Chris starts his conversation with potential clients and candidates, focused on building trust and with the intention of building relationships. I find it really interesting, as customers just don’t respond to a hard sell approach. Coming across too aggressive can backfire. Here are the two things that Chris and I discussed on this topic:   Structuring and positioning Chris’ “Million-Dollar” elevator pitch. Controversially, why Chris believes you should call candidates at their work number.   Four Essential Skills for Starting and Scaling a Recruitment Business   Chris was a successful salesperson and manager prior to setting up his own recruitment firm. I was keen to understand how he applied those skills to grow his own business. “When you start a business, you have to learn how to do everything,” was how Chirs described it.   If you are a recruiter listening and aiming to start your own business, these are four must-haves skills that Chris shared:   Selling skills Copywriting Financial Management Training & Coaching   To understand why those four skills in particular are the most important, be sure to listen to the full episode.   Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back-office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc   Chris DiNaso Bio and Contact Info   Chris is the founder of Plumbline Staffing Solutions, with offices in both Austin and Chicago. Chris started in the recruiting industry in 1995 as an Account Executive. Since then he’s worked for small and large staffing companies, becoming a top-producing salesperson and manager prior to launching his own recruitment business in 2013. Chris is also on the Board of Directors for the National Insurance Recruiters Association.   Chris on LinkedIn Plumbline Staffing Solution website link   People and Resources Mentioned Gail Audibert on LinkedIn   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Related Podcast You Might Enjoy TRR#153 Meet the Recruiter Who Survived and Thrived Through Four Recessions, with Gail Audibert      Subscribe to The Resilient Recruiter  

In this episode, we uncover the keys to G&E Partners' rapid growth from $1 million to $6 million in just 2.5 years. Discover the business development strategies, hiring processes, tools, and technology that fueled this spectacular success.   My guest, Callum Collins, joined G&E Partners straight after university as a graduate trainee and within 3 years he had progressed to Managing Director. During the following 2.5 years,  G&E Partners grew from 8 people to a team of 30 and increased billings by 600%.   G&E Partners is a boutique organization with a number of specialist practices including Pharmaceuticals/Biotech, Medical Devices, Logistics & Supply Chain, Commercial Construction, Civil Engineering, and Energy & Renewables.    Episode Outline and Highlights   [02:09] Callum’s journey from graduate trainee to Managing Director and then Partner in less than 7 years. [06:29] The leap from an average recruiter to a great recruiter.  [11:12] Transitioning from a biller to a billing manager. [14:19] G&E team structure and turning trainees into 360 degree recruiters.  [17:20] How do you identify high-potential performers when hiring fresh grads? [28:13] Career progression within recruitment. [33:13] How the next generation of recruiters can thrive in the recruitment industry. [39:14] Discussion of business development strategy. [49:17] Turning candidates into clients. [59:40] Callum’s thoughts on how to thrive in the current market. [01:02:49] How recruiting has positively impacted Callum’s life massively.   How to Hire Fresh Grads and Make Them Successful 360 Billers   When scaling your recruitment business, it can be challenging to find good people for your own team. Most owners assume that the easiest way to grow is by hiring experienced recruiters from your competitors. G&E prefers to hire Graduates with no prior recruitment experience. They are then trained up to G&E’s way of working.    How do they assess candidates to find the high-performers? Callum talked about their hiring process which includes asking the applicants to prepare and deliver a presentation, plus psychometric testing.   Callum also explained that although they have a 360-degree model, they train new hires on the candidate side first. They want new joiners get a taste of success quickly.    How to Win Key Accounts with Continuous Hiring Needs   One of the reasons G&E has scaled so quickly is that they’re successful at winning key accounts – companies who are continuously hiring. Having an abundance of roles is the perfect opportunity to grow your team. It means you’ll have plenty of orders for them to fulfill and they’ll start contributing from day one.   I asked Callum about his approach to business development. He explained that they focus on identifying the top 1% of executive talent in their niche, connecting with those individuals and nurturing them by keeping in touch with them consistently - even if they don’t have an job opportunity for them immediately. Because of the trust and credibility they establish, some of those candidate contacts turn into clients. This has been Callum’s most effective business development strategy.   How an Automated Reminder System Prompts You to Follow Up Consistently   As stated above, a critical factor of G&E’s success is how they nurture candidate relationships.  It’s a deceptively simple idea. Yet the reality is that while all recruiters understand the importance of building relationships, very few have a system for following up consistently.     Callum reveals how he and his team organize themselves to continuously touch base, building trust and build credibility with top candidates. You’ll hear about the specific tools they use that automatically prompt them to follow up at the right time so nobody slips through the cracks.    Our Sponsors   This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.   i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back-office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc   Callum Collins Bio and Contact Info   Callum is the Managing Director of G&E Partners and is personally responsible for the growth and performance of the business. He was promoted to Managing Director in 2019 and this time has seen significant growth across all areas of business. He currently leads the day-to-day operations and activity of the business and in addition to his management responsibilities, Callum also leads retained search and selection projects in the Pharmaceutical and Biotech markets, specializing in C Suite, VP/SVP, and Board level assignments.   Callum has been with the business since joining as a Trainee Consultant and progressed to Managing Director & Partner in under 7 years.   Callum on LinkedIn G&E Parters website link   People and Resources Mentioned   Bullhorn SourceWhale   Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach   Subscribe to The Resilient Recruiter