Welcome to the fourth and final installment of our blog post series featuring recruiting industry trainer Jon Bartos of The Global Performance Group.
I spoke with Bartos about some of the challenges facing recruiters in today’s economic environment. (Links to the first three blog posts in this series are located below):
Enjoying success as a recruiter goes beyond working the right job orders. That’s because working the right job orders is tied to something which is even more important—working with the right companies.
In our previous blog post, we discussed the three factors regarding the job order that contribute to a recruiter’s revenue:
- The quality of the job search
- The sense of urgency tied to the search
- Whether or not the recruiter is working directly with the hiring manager
According to Bartos, if a recruiter is able to find job orders that fall in line with the above three factors, then their chances for placement success increase dramatically. It goes without saying that a recruiter should align themselves with companies that issue job orders that adhere to those factors.
In other words, recruiters should strive to work with companies that:
- Issue quality job orders that contain specific search parameters and a realistic job description.
- Have a stated goal for exactly when the new employee should start.
- Provide consistent feedback regarding the candidates being presented.
- Have a process in place for interviewing and hiring in a timely fashion.
- Display a sense of urgency, from the time the job order is issued until the time it’s filled.
The relationship that a recruiter has with their client is like any other relationship, which means it can be dysfunctional—or even abusive—if the recruiter allows it to be. If a recruiter works with a bunch of companies that don’t exhibit any of the characteristics listed above, then that recruiter is likely to “enjoy” an increase in activity, but not an increase in revenue.
All work and no pay makes Jack the recruiter a dull boy. (Not to mention an unhappy one.)
“Recruiters need to find those companies that have the right process and a sense of urgency,” said Bartos. “Then they need to do more business with those companies. That’s why big billers are big billers . . . they find those types of relationships. That’s what’s important.”
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Jon Bartos, a guest writer for the Top Echelon Recruiter Training Blog, is a premier writer, speaker, and consultant on all aspects of personal performance, human capital, and the analytics behind them. In 2010, Bartos founded Revenue Performance Management, LLC. The RPM Dashboard System is a business intelligence tool used worldwide for metrics management for individual and team performance improvement. In 2012, Bartos achieved national certification in Hypnotherapy, furthering his interest in learning the dynamics behind what motivates others to achieve higher levels of success. Click here to visit Bartos’s website.