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?

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?

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?

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?

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?

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?

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?

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?

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?

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?

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?

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?

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