How to Recruit Superstar Recruiters – Part 3

By October 25, 2015Recruitment

Listen to the audio of this episode on SoundCloud

This is a MUST WATCH video on How To Recruit Superstar Recruiters For Your Recruitment Business

Part3: My Killer Work Test Strategy

SUMMARY
  • The number one universal challenge for recruitment business owners is finding, recruiting, training, motivating and retaining great recruiters.
  • Learn my killer strategy that I’ve used to determine winners and losers during interview.
  • 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
NEWS & OFFERS

1. Free ’39 Steps to Placement Checklist’ Click the link to download: https://www.therecruitmentacademy.com/39-steps-to-placement-checklist

2. My readers also get an exclusive 30-day $7 trial to access my online high performance recruitment training platform. Click the link for the $7 trial. Start using strategies that will change the way you recruit forever! https://www.therecruitmentacademy.com/join

3. My ‘Recruiters Live Lounge’ video podcast is now available via my website. Click the link to watch and listen to episodes with some of the most inspiring recruitment leaders in our industry today. https://royripper.com/podcast/

4. Free video recruitment training available to you by clicking this link: https://royripper.com/videos/

INSPIRATIONAL QUOTE FROM VIDEO
FULL TRANSCRIPT

I’ve previously mentioned in this blog series on ‘How to Recruit Superstar For Your Recruitment Business’, that the 1 challenge faced by recruitment business owners today is finding, recruiting, training, motivating and retaining great recruiters.

In part 1 of the series I showed you how you can learn from the 7 biggest howlers that I’ve made in my recruiting career and in part 2 I shared the 9 killer questions that you must ask when recruiting recruiters.

In this final part, I’m going to give you one killer strategy that I’ve used to determine winners and losers during interview. I never, ever, ever leave this strategy out.

One Killer Strategy from Tony Byrne

I told you in part 1 about some of my amazing mentors, who helped shape my early recruiting career. I learned so many things from each of them, but one thing that sticks in my mind, of all of the things they taught me, is this killer strategy that Tony Byrne gave me and that I want to share with you today.

When you’re interviewing a potential new recruiter for your business, whether you’ve asked them 9 Killer Questions or whether you’ve got your own format.  Once you have finished that part of the interview, then I want you to  give them a work test. Now that sounds really boring. You’re thinking, “Oh my God. This was the killer strategy? You’re going to get them in front of a computer to type a few words?” No. This is a work test on steroids.

Work Test on Steroids

Give the rookie a complete job brief. Now you veteran recruiters, you know exactly what I’m talking about. I don’t want a job description. I don’t want War and Peace. I don’t want a four line job description that the client has sent over.

I want a complete recruitment brief. If you have got my book ‘Recruitment Blueprint’ (for theUSA) then you have a template in there. It is called the client brief.  This client brief has lots of information, full of detail and information. Give them the job brief or client brief. Get them to read it.

Give the rookie fifteen CVs of candidates on your CRM, on your database, that could do the job. I want you to make it really easy for them. Give them the job brief, the 15 CVs and I also want you to give them a mini-script.

Before you give them the script,  look at your own job brief and write down two to three reasons why the opportunity is brilliant that you’ve given them. Make it really easy so that the rookie can just literally read these two to three reasons. You know the stuff I’m talking about.

“This is a brilliant opportunity for someone to join a company at ground level. Within three years, they’ll own a chunk of equity. This is a great opportunity for someone looking to establish themselves in this growing marketplace, green field opportunity etc.”

Here is the script –

“Hi (insert candidate name)

I’m a research assistant for (your name) and (your name)  is doing a search for a (insert job title.)He’s asked me to give you a call because you might know someone who would be a good candidate for this position.”

The Most Important Final Four Words

Then have the rookie sell them two to three reasons, the reasons you’ve given them why the role is good, why the opportunity is good. They pre-fix those reasons with the intro script above. Then their outro statement is just four words.

The final four words are, you’ve probably guess them, “Who do you know?” Not, “Do you know somebody?” It’s a closed question. I’m not anti-closed questions. They’re great when you want to close someone but “who do you know” is a lovely open question. It will get you hopefully lots of lovely open information. Let’s give this person the best chance.

Wow!

The way that I set this work test up with the rookie is, I’ll say to them, “Look I’m actually going to get you to be a recruiter for the next half an hour.” They’re like, “Wow.” A bit scared, a bit of in-trepidation but “Wow.” This isn’t me grilling them in an interview and shining a light in their eyes and saying, “Show me the inside of this ping pong ball.” This is a work test and I want to see them perform.

This is much better than any artificial role play. You know the ones, “Sell this position to me.” That’s not bad, but this is better. Are you expecting results? No, if they get one, that’s a bonus. Don’t just take someone one because they spoke to 15 people and they got all 15 people interested. There’s something about them but don’t take that as they’re absolutely brilliant. Still quiz it and challenge it.

Just jump straight in

Conversely, if the person doesn’t convert any of them? You’re not looking for a direct result in order to take them on. Don’t expect perfection. What you’re looking for is someone who gets on and picks the phone up. I love watching people do this exercise because some of them will be like brilliant, thank you for that. Read, read, read, right. Where’s the phone? Picking it up, dialing. They just jump straight in, fearless, know no fear. They don’t care if they make an absolute ass of themselves. They’re just going to play full out. I can work with that.

Look for Aptitude

Don’t expect perfection because you and I together, we can train that. Look for aptitude. Look for confidence. Look for enthusiasm because those are traits, those are characteristics. Skills, recruitment skills, we can teach those. You and I together can teach those. The book that I mentioned earlier ‘Recruitment Blueprint’ has instruction in terms of how to do that but the whole reason for doing the work test is so that you can see the rookie’s aptitude and confidence – that’s what you’re looking for.

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