You can listen to the audio version of the episode on SoundCloud
This is a MUST WATCH video on How To Recruit Superstar Recruiters For Your Recruitment Business
Part2: 9 Killer Questions
- The number one universal challenge for recruitment business owners is finding, recruiting, training, motivating and retaining great recruiters.
- Learn the 9 Killer Questions that you must ask potential recruiters for your recruitment business, to determine who’s going to succeed and who’s going to absolutely flop.
- Watch the video to get the full training.
- It’s critical advice if you want to operate a business that runs smoothly and with more profit
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INSPIRATIONAL QUOTES FROM VIDEO
As I spoke about in part 1 of this blog series on ‘How to Recruit Superstar For Your Recruitment Business’ the 1 challenge faced by recruitment business owners today is finding, recruiting, training, motivating and retaining great recruiters.
I want to help you by tackling not all of that today but a major, major part of it.
In part one of the blog I showed you how you can learn from the 7 biggest howlers that I’ve made in my recruiting career so that you can learn from those mistakes and hopefully not repeat them.
Today I want to talk to you about the 9 killer questions that you must ask if you are recruiting recruiters – whether they’re a rookie, whether they’re a veteran, whether they’re your best friend, whatever.“ If you’re going to bring them into your business, you have to be asking these 9 questions.
So, let’s get going with the 9 Killer questions that you must ask potential recruiters for your recruitment business, to determine who’s going to succeed and who’s going to absolutely flop.
Question 1: “What do you want?”
Now this is intentionally vague. I don’t want you to just hit them with it as they walk through the door. It’s not that, but it’s intentionally vague. “What do you want? What are you looking for? What is it that you want from a career working with us?”
Look for an answer that indicates a striver, a go getter, someone that’s ambitious. You really want to hear that. What you don’t want to hear is,“Well I’m just looking for a job.” No, I’ve heard that one before. It doesn’t really inspire me to want to take them on.
Question 2: “If you could have any job that you wanted, what would it be?”
Look for an answer here that indicates desire, desire for power or money or excitement or progression or something but you’re looking for someone that’s really fired up. If you could have any job, and you know the best ones. I’ve had people say, “I want your job. In two years or three years, I want to be sitting in your chair. I want to run a business.” Don’t be scared of that. If somebody comes and says, “I want to run my own business.” Brilliant. Embrace it. Don’t get protective. Support them. Make them the best damn advert for your recruitment business that there is.
Sometimes there are opportunities when you develop somebody through a business and you do it properly, there’s a chance for you to invest in creating a second business that’s headed up by somebody else. Maybe you’re the major equity or major shareholder. Look for that kind of opportunity.
Question 3: “Is money important to you?”
Answer, the only acceptable answer I want you to hear is, “Yes.” It’s the only acceptable answer. Beware of somebody who says no, “No, money is not my God.” I’ve heard that one before. “Is money important to you?“ Of course it is, unless you’re living in a cave, you’ve got no expectations. At some point, you’re going to have to pay the rent. At some point, you’re going to have to buy things. So is money important to you? You’re damn right it is.
Question 4: “What are your specific income goals now and five years from now?”
Producers know that figure. They don’t even have to think about it. You’ll hear it come out of their mouths the moment that question ends. They’ll say right, “This year I want to be earning at least fifty thousand. In the next five years I want to be earning a hundred thousand plus per year.” Whatever that figure is, and it’s all relative.
I’m not saying to you everyone is going to be looking at those figures but you’re looking for somebody that’s striving. They’re keen to earn lots of money. One of my mentors, he used to look for people with big expenses. He’d look for people that had children, that were married, that had mortgages. The people that had expensive cars, repayments, ex-wives. He’d look for people that were loaded up with expenses because his reasoning, and actually he was proven right time and time again, his reasoning was that if they needed to earn money, the worked harder to earn money. Take a leaf out of that one. I would never advocate get people into debt. I’m not saying that but it’s amazing the people that, when our back’s against the wall, it’s amazing how we can pull stuff out of a bag, right?
Question 5: “What would you do with a hundred thousand a year?”
Insert your own figure here. “If you were earning it right now?” The big hitter, the big biller, the person that you want working for you, the person who really wants it, is going to have a very detailed answer to this question, a very detailed answer to this question. Maybe it’s a car. Maybe it’s a deposit on a flat. Maybe it’s a holiday. I spoke to somebody last week, one of my clients, and she was planning her wedding for next year, big, big reasons why she would be spending I’m sure in excess of a hundred thousand next year.
Question 6: “Why do you want to come into this business?”
I like asking people that. Good answers are going to include, “I want to make a lot of money. I really want to prove something to myself or to my family or to my friends. I want to progress. I want to travel. I want to achieve my goals.”
Bad answers include, “I like people. I want to help people.” I’m not saying that’s bad, I just wouldn’t see it as the primary motivator for a big hitter coming into a recruitment business. I like the fact that they like people but we got to remember this isn’t a job service. This is a commercial employment business. We get paid to match candidate to client opportunities and make good matches, i.e. ones that stay. It’s not a bums on seats operation.
It’s about good, quality work that we can repeat and repeat and repeat. Some bad answers are, “I want to help people. I don’t want to work nights.” That was one I heard. The other one I heard was, this is funny because the guy said to me, “I don’t want to work weekends.” I think he was from retail and he had to work Saturdays and Sundays all his life. I said to him, “Well tough. Recruitment’s not a 9 to 5 Monday to Friday. Recruitment is like being a Police officer. You’re always on duty 24/7, 365. Why do you want to come into this business?”
Question 7: “What kind of environment allows you to be the most successful?”
Really simple. Whatever they tell you, it should be like your environment or one that you can easily create. Beware of people that say, “I really like it to be quiet because when it’s quiet, I do my best work. I don’t like stress all around me. I like it really quiet. A quiet office where you can hear a pin drop.” No, not good. Not good for you unless you’re a library and then you wouldn’t be running a recruitment business from there.
Question 8: “Are you persuasive?”
Again there’s only one acceptable answer. It’s “Yes.” Then ask them, this is the most important one. It’s not that question, “Are you persuasive.” It’s your secondary question to that, almost like 8-a. Ask them to explain or justify why. “Are you persuasive?” “Yes.” “That’s interesting. Why do you describe yourself as that?” If I say, “Are you persuasive?” “No.” “That’s interesting. Why do you say that?” Just get them to justify whatever answer they’ve given you. “Are you persuasive?” I’m hoping that it’s going to be a yes and I’m hoping that they’re going to be able to convince you that they are.
Question 9: “Describe your greatest success and your greatest failure.”
Beware of the person that says they’ve never failed. I always smile when I get those in the room. “No, I’ve never failed in my life.“ “Oh that’s a shame because I don’t know about you, but I always learn from mistakes.” Babies don’t learn to walk just suddenly one day jumping up. How do they learn to walk? That’s right, by falling down. I like people that have had some failure in their life because it’s about how you respond to that. It’s about how you get up and face those demons and get back on with it. That builds strength, strength in adversity.
This blog continues in part 3