Everyone loves a list with the traits you find in high performing recruiters. The answers vary, but we're drawn to the idea that some recruiters have 'it' when it comes to winning.
There's a danger to this thinking though. We live in hope that our next hire will have 'it' (or we'll develop 'it' ourselves) and, magically, there's another £300k a year in revenue.
So I'm going to give you a list to help you find high performers that doesn't rely on magical thinking. This list focuses on the things you can control to create success in your across your business.
The 4 traits of a top performing recruiter
A process behind them
The sink-or-swim approach that most of us experienced when we started out in recruitment doesn't work. About 50% of new consultants sink, and the rest feel like they're paddling hard just to stay afloat.
Successful consultants are given a range of services to discuss with their clients so they can be, well, consultative when they pitch. They're not trying to squeeze everyone into a one-size-fits-all idea of recruitment, and their clients appreciate it.
Authorisation structures
The best recruiters aren't left to their own devices when it comes to negotiating on fees. Neither do they feel they have to put their energy into negotiating internally with the boss in order to get new business on at a lower fee.
They know there's a structure in place for negotiating, with clear guidance to help them agree the right price for each situation. And when something unusual comes up, they know there's a quick and effective way to get their deal authorised.
Justification of why they need to price what they do
Top performing recruiters are trained to understand the value they create for their clients. Now, a client is unlikely to take the time in a sales meeting to explain the commercial value that a great hire can bring, so it's up to agency owners to show their consultants what leaders in their industry are concerned about, and what they value most.
Boundaries within which they can be autonomous
I'm a big fan of recruiters having autonomy to negotiate with their clients in the moment... up to a point. The best consultants understand the boundaries in which they can adapt their service and price, and they are confident in explaining to the client why they can't go further without exceptional reasons.
You’ll find the highest volume of high performing recruiters in agencies that know their value, put processes in place to get that value across to their clients, and have clarity about what good looks like when it comes to pricing.
Of course it’s handy for you when a superstar recruiter comes along and solves these things for themselves. So for you to build an agency that succeeds in the long term, you either need to employ all the superstars and make sure they never leave... or you can build your business by focusing on the things you can control.
If you want help in creating an environment where all of your consultants can win and grow, simply reply to this email and I will talk you through the next steps.
Jon
P.S. Another advantage of building a team of high performing consultants backed up by clear processes and boundaries is that you become less reliant on a single superstar biller.
Having all your revenue eggs in one basket can be a stressful experience if that individual decides to leave or starts demanding more from you to reflect their status.
By creating the structures to elevate everyone in the business, you remain a team - and one that doesn't have to rely on a superstar to keep the revenue flowing.
If you want help in creating an environment where all of your consultants can win and grow, simply reply to this email and I will talk you through the next steps.