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Retain Train Recruit's "Desk" Audit - Built for profit or panic?
Lets start to diagnose where you may be leaking time or leaking revenue, efficiency is key!
How do clients in your market view you?
*
A
As a trusted advisor. They ask me about market trends not just CV's
B
As a useful supplier. I get the jobs at the same time as everyone else
C
As a recruiter. I am constantly fighting to justify my fees.
When a 15k fee outside of your core niche falls on your desk, what do you do?
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A
I refer it or decline it. Its a distraction from my core market
B
I'll spend a few days on it to see if I get lucky, then drop it
C
I work aggressively on it, its a good fee regardless of industry
What does your BD strategy look like on a weekly basis?
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A
Non negotiable, blocked out time every day and BD runs through every call
B
I hit the phone hard when my pipeline gets quiet, BD goes on the back burner when I'm busy
C
I rely mostly on referrals, inbound, mailers or sending LinkedIn messages
When you secure an "A-grade" candidate, What percentage of the time do you gave them working with you exclusively?
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A
80-100% I completely control their search
B
40-79% its a mix, I win some and I lose some
C
Under 40% I am usually racing other agencies or they are already applying to companies or I don't ask for exclusivity
How long does it typically take for you to generate a first Interview once you start "speccing" out a top candidate?
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A
Under 48 hours - My clients network is primed
B
3 to 5 days
C
Over a week, or they end up taking a job elsewhere before I can get them in front of my clients or I don't bother "speccing" out
When you do proactively market a top candidate to a prospect, what is the common outcome?
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A
They immediately agree to an intro call or interview as they trust my judgement
B
They ask me to send over a CV so they can have a look and think about it
C
I get ignored, get told they have a PSL/no budget or I don't market candidates
In the last 6 months, how often have your deals fallen out at the final hurdle due to counter offers or ghosting?
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A
Rarely, my pre-closing and candidate qualification is bulletproof
B
Occasionally, It hurts, but its part of the game.
C
Often, its actively killing my pipeline and forecasting
How did you usually source your candidates to fill roles?
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A
Headhunt passive talent and manage well maintained talent pools on my CRM
B
Searching LinkedIn recruiter and sending InMail's to active profiles
C
Posting job adverts and searching Job boards for active talent
When you win a new job order, how do you decide if you are going to work it?
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A
I have a strict scoring Matrix and if it scores low I reject it
B
I work most things, but I put harder roles at the bottom of my to-do list
C
I work every vacancy I come across, I can't afford to turn away jobs
It's 8:30am on a Tuesday, How is your day organised?
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A
My entire day was planned and times blocked out before I logged off on Monday
B
I have a rough to-do list written on a notepad on my desk
C
I open my inbox, check LinkedIn and then react to the day usually with a role in my mind to work on
A client says they want to use you, but asks you to drop to 10%. What happens?
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A
I hold my ground, justify my value, and walk away if they won't pay my rate
B
I drop my fee a couple of % to secure the work
C
I accept 10%, getting the job on is better than nothing
What is your 1st interview to placement ratio?
*
A
lower than 5:1
B
Higher than 5:1
C
I don't know as I don't really look at those stats
What type of business makes up the majority of your pipeline?
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A
Retained or Exclusive
B
A mix of exclusive and contingent
C
All contingent
When a prospect asks, "why they should use you over the other 5 agencies calling me" - What would you say?
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A
I present hard data: My fill rate, time to hire and case studies
B
I tell them that I work harder, care more and ask them to let me prove myself to them
C
I tell them I have years of experience and a large database
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