How Recruitment Agencies should help Recruitment Consultants to Hit KPI

Well, I have always wanted to write about this topic because many recruitment consultants and headhunters ask questions about hitting the KPI. The question is from the viewpoint of the consultants, and they will certainly need to make the extra effort to hit the KPI. But I have another perspective: shouldn’t the company play a big part in helping the consultants to hit the KPI? Well, I am not trying to say that the company will need to do the sales, but come to think about it, is the company giving enough support to help the consultants achieve the target? Let’s review here carefully:

1) Does the company have a great brand that encourages clients to have better trust in the company?

Let’s ask a very honest question: Do you use an iPhone, iPad or even Sumsung Galaxy or even Notes? Do you trust the brand? Absolutely! Why is that? It is simply because you have perceived them to be reliable companies that produces quality products. Let’s turn the tables around–if there were another provider for phones and tablets that sold at the same price or even lower, would you buy the product? Probably not. You might consider it, but would most likely not buy from this company. My point is this: if the recruitment company is not making any effort on their branding and positioning, will the potential client even give you the opportunity to meet up with them? The answer is pretty obvious isn’t it?

2) Does the company provide a good working environment?

I am quite surprised to see many recruitment agencies that are selling high-ticket service items but put their office in a remote, inaccessible place for consultants and candidates. The offices are built in such a way that makes you think the company has no budget for a decent chair! How do you think the consultants will be able to work in such environment? How do you think the consultants will feel when they meet potential clients? Do they have absolute confidence and 100% certainty in the company and the services they are providing? Most likely there will be a certain “discount,” right? I believe you get my point.

3) Does the company provide adequate training for the consultant?

To be very honest, most of them will give the consultants a crash course that may last two or three days, after which they are on their own. It is unlikely that the company will give any further training than that, simply because they do not see the need for it. Let us look deeper–is the consultant really good at sourcing for clients? Are they really good at interviewing? Are they really good in the industry? Are they really good at sourcing for candidates? Are they really good at negotiating with clients and candidates? Are they really being taught in this area? And even if they are being taught, are they really good at it? My point is that most of them are not good in most of the areas I mentioned above. If the consultants are not even good in those areas, can you honestly say that the consultant can hit their target?

4) Does the company have good leaders to lead the consultants?

If you do not have a good leader on the team, do you really think the consultants can excel in their roles? Remember that the when the new consultants come in, they will always model the leader on what they are doing, even the KPI itself! Also remember that leaders who are good in hitting KPI are not necessarily great leaders. Being a good leader is not about the KPI, it is about being able to help the consultant to excel in their work, to lead, to motivate, and to set good examples. Many so-called leaders who hit the KPI are not really leaders. They are good at hitting KPI, but they are not being trained to be a leader. The good news is that it can be learned. Leadership takes time, practice, and guidance. The skills themselves are learnable.

To sum up, the consultants need to hit the KPI, however, the company can actually help them by giving more support. With the right support, consultants will feel more motivated and confident in their work and eventually will be able to hit the KPI!

5 Challenges for Recruitment Consultants for Agencies

Never has the recruitment industry been more prevalent as it is now. Gone are the days when college graduates have to go from one company to another to seek for employments. Gone are the days when hiring companies have to sit in one senseless interview after another. The recruitment consultants changed the game. They provided the much needed go-between for the employers and the job applicants.

Now, the challenge is for the recruitment consultants to do their job. And do it well. But if you’re thinking that with the number of talents graduating year after year and the increasing number of companies being set up, you are in for a good ride. Then, think again. The job of a recruitment consultant is not easy at all. There are so many challenges out there.

To give you an idea, we’ve listed down 5 of the most common challenges you will find in your job as a recruitment consultant.

1. Understanding the market. This is by far the most important and the most challenging aspect of a recruitment consultant. True, more and more organizations are hiring recruitment consultants to do the work for them, get them the best candidates in the market and present them with the best package while still keeping the companies’ interests. But, the thing is. It’s not all there is to it. Companies want their candidates and they want it fast. With the intense competition out there, you will be eaten if you do not have the perfect strategy to seal the deal. This is the very reason why there are so many agencies that closed down and headhunters who sought out other profession.

2. Building a diverse candidate database. A diverse database will help you shorten the recruitment process. Once a new client comes in, you should be ready to present to them the list of candidates you have. But with the competition out there, you’ll have to double your efforts in being the first to get to your candidates. Understand their needs, your target companies’ needs and make good your promises. It doesn’t stop in the initial contact, follow through them. If you landed them their ideal job, follow up. Ask if they are satisfied or do they need anything else. It takes a lot of effort to build that database.

3. Getting your candidates’ commitment. Not all candidates will allow you to represent them exclusively. They will be in contact with a number of recruitment consultants and see which would provide them the best job opening and salary promise. You may be aware of it. But you wouldn’t know which of the candidates are doing just that. They’ll promise to your face but when the interview time arrives, they may or may not be there. This will stand in your way in getting your clients. It’ll tarnish your image and your reputation.

4. Hiring the best recruiters. You won’t do it alone. Most of the time, you’ll need to establish a team to help you get your game together. But the problem is, with so many agencies out there, it’ll be a real challenge to get the ones on top. You’ll have to make do with mediocre ones. True, you may train them. But it takes such a long process. There are some things that words can’t even describe. They have to experience them in order to learn and while they’re at it, you’ll find it all the more challenging to handle the candidates, the clients and train these recruiters simultaneously.

5. Making your mark. Advertising any job openings should be as real and as true to the actual job itself. You wouldn’t want to overpromise your candidate and risk losing them to some other recruiter. But you’ll need to attract them to stay with you too. That’s the challenge. You’ll need to strike a balance in between. You have to use your integrity to maintain your contacts and instill trust in them.

More tips for recruitment agencies and consultant, click here.

Tips to Get Recruitment Consultants Motivated

Tips to Get Recruitment Consultants Motivated

Nowadays, ‘motivation’ is considered to be a challenge for organizations. First, talented candidates are selected for a particular post. Secondly, they are motivated for the performance purpose. Motivation is also used to reduce the turnover rate. In the same way, the organization also needs to motivate their suppliers, investors, recruitment consultant and other stakeholders.
Recruitment consultant has become the most important constituent of a particular organization. The reason is that they perform the job of hiring candidates for the business. So in order to keep your recruitment consultants motivated, you can use various ways. It will not be fruitful for a particular sector, but for the whole organization. You can motivate recruitment consultants with the help of monetary as well as non-monetary benefits. 10 ways to get recruitment consultants motivated are discussed as follows:

Monetary Benefits: It is considered to be the most important factor to motivate recruitment consultants. First of all, you should integrate monetary benefits with their hiring activities. You can offer extra fees and bonuses, if they search out talented executives for the organization. This would greatly affect the activities of a recruitment agency and they will surely be motivated to work for the company on a long term basis.

Corporate benefits: You can also offer corporate benefits for the recruitment consultants. You can arrange long-term contracts with reliable recruitment consultants. This will really bring positive results.

The sense of responsibility: You should designate different responsibilities for the agency. You can do this by increasing their stake in the organization. When they know their stake and recognize their sense of responsibility, they would definitely be motivated for the organization.

Goal Setting: It is really important to set goals for the agency. If you want that they work swiftly, then you must set goals. In addition, you can also check the performance of consultants with the help of goal setting.

Recruitment Consultants Nightmare Stories….

Being in the recruitment industry for many years and seeing too many recruitment consultants “suffering,” I would like to share some “nightmare” stories so that people who are not in the industry will understand what it is all about, and, of course, recruitment consultants who are reading this, please have a good laugh…

Manager Kelly: Tommy, your profile looks good, and I am very sure you have what it takes to become a great recruitment consultant and excel in this industry. Our company is willing to pay your requested salary and on top of that, we will even give you commission when you hit a certain target (KPI). You will also be given transport and mobile phone allowances when you meet clients.