issa oct 2010 how to get jo's and lots of them

8/7/2019 ISSA OCT 2010 How to get JO's and lots of them

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How to Get JOB ORDERS (and LOTS of them)

OBTAINING JOB ORDERS

(and LOTS of them!)ISSA

October 12th, 2010


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,Ed keil , ,cpc cers mba BS Entrepreneurship - Ball State | MBA IU

Career Summary: Founded a landscapingcompany that grew to 30 employees in 3years. Founded a plastics company that grewto 50 employees in 3 years. Sales, Marketing,and Executive Management in molding andextrusion for 15 years, 3 years as a LeanManufacturing Trainer/Sponsor &Implementer.

President of Reliance Recruiting, LLC and Plastic

Executive Recruiters, LLC. 6 years recruiting experience in Plastics,Aerospace, Heavy Equipment, and ConsumerProducts.

Primarily a placer, with more than 30placements per year, through and including

2009, averaging over 10 splits per year.


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/GOALS takeaways BUSINESS MODEL: Describe my business model

and how its gotten us through the past coupleyears.

WHY: Give a perspective on WHY its a good idea to

have a lot of Job Orders at any given time. FINDING JOS: Provide some ideas on how to

develop a process for FINDING lots of job orders. HIT RATIO: Give some tips on how to LAND more of

the JOs you discover

SALES TIPS: provide some tips, tricks, IDENTIFY KEY METRICS: for success (and billing

$360K) FORMS: Sendout cover, questionnaire, planner,

metrics, etc.


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RELIANCE RECRUITING

BUSINESS MODEL


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OUR business model IN A NUTSHELL.GET GOBS OF

JOB ORDERS AND ENLIST THEHELP OF OTHERS TO FILL THEM I TRY TO MAINTAIN 20-30 JOB

ORDERS AT ALL TIME FORMYSELF (AND RESEARCHER)

UTILIZE SPLITNETWORKS/TRADING PARTNERSFOR JOBS OUTSIDE OURNICHE(S)

UTILIZE RESEARCHER(S)


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:My job Work close to the $$$ GET NEW JOB ORDERS EVERY WEEK

QUALIFY CANDIDATES

PREPARE SENDOUTPRESENTATIONS

SOME REFERENCE CHECKING

PUSHING CLIENTS ORGANIZING AND PRIORITIZING

RESEARCHER AND OTHERRECRUITERS.

ADVERTISING AND MARKETING


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( ) :MY planned routine

8-9 Planning and IM with Recruiters(internal and external)

9-11 Call Clients for JOs (dependent

upon JO load) 11-12 Email/Voicemail

Lunch or Work Out 12-1

1-4 Interview Candidates, PreparePresentations, Arrange Interviews,etc

4-5 Email/Voicemail

10-12 PM: Clean out Email,Presentations, Marketing


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Researchers job IN A NUTSHELL SUPPLY (big billing)

RECRUITERS WITH CANDIDATES SO WECAN WORK CLOSE TO THE MONEY(PREPARING SENDOUTS AND

ARRNANGING INTERVIEWS) AND NOTWITH ADMINISTRATIVE WORK. PRE-SORT all applicants from ads or split

networks. PRE-QUALIFY applicants (Questionnaire) IDENTIFY Passive Candidates Pre-sort my emails Prepare sendouts (my definition of a

sendout is resume to client)

ATS work (entering into database) POST advertisements


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WHY FOCUS ON GETTING

LOTS OF JOS AS PART OFYOUR DAILY ROUTINE?


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Why LOTS OF jo S?1.OWNING THE JO IS THE KEY

TO MAKING MONEY!2.RECESSIONS3.DELAYS BECOME A NON

ISSUE

4.CUSTOMER GROWTH &TURNOVER

5.MAXIMIZATION OF PROFIT6.KEEP OTHER RECRUITERS

SWAMPED


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WHAT IS CONSIDERED A LOT OFJOB ORDERS?

Id Say 20-30 (our firm has 44 as oftoday, I have 25)

Ive found that 20+ job orderskeeps me busy & provides asufficient amount ofHOT JOBS(Urgent to the client).

Only work the 4-5 hottest jobs atany given time and prioritizeregularly.

Yes, its a balancing act.


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---hy have lots of jo s? HE SINGLE KEY TO MAKINGots of M ONEY I N!ECRUITING The person that controls

the job orders, controls themoney

You can still makeplacements withoutactually recruitingyoucan let others recruit for


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Why have lots of jobs?Urgency level constantly changing


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WHY HAVE LOTS OF JO S&Customer GROWTH Turnover Your best customer today wont be

there forever. Your best customer is

one personnel change from beingyour worst customer (happened tome many times), so you have to beadding clients constantly.

You have to try new clients todetermine if they are good or not.Only about 1 in 4/5 are responsiveand pay quickly.

Takes 40-50 ACTIVE clients toweather a recession active = iven


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Why have lots of JO s?$$ Profit maximization $$

MORE Placements with MORE JOS. Help from others (splits)

Occasionally fill a C by throwing stuffagainst it. I treat bad JOs as badJOs, but still work them whenconvenient and make someplacements on those.

BIG TIME benefit with Niche : oneengineer = 6 sendouts

INCREASE your overall PROFITS andMARGINS Gives you the ability to say NO and

Quit taking discounted JOs withoutmultiples or deposit.


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SO..

WHERE ARE THE JOSHIDING ???


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SOME SOURCES OF JO S CURRENT AND PAST CLIENTS

REFERRALS

COMPANY/OTHER RECRUITERADS(Job Aggregators, Trade

Mags)

COMPANY OR COMPETITOR

WEBSITES REFERENCE CHECKING

MARKETING (ADS, WEB, ETC)

COLD CALLING (in person or on


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Where the JO s are hidingCurrent and pastclients

THE PATH OF LEAST RESISTANCE

ESTABLISHED RELATIONSHIPS AND KNOWNHIRING MANAGER

KNOW THEY WILL PAY

KNOW THE CULTURE AND COMPANY

KNOW THEIR RESPONSIVENESS AND

PATTERNS

PERSONAL CONTACT IS BEST MOSTPEOPLE JUST DONT KEEP IN

TOUCH WELL ENOUGH!


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Where the JO s are hiding

referrals

Personal Referrals are a

FANTASTIC way to get new JOs. DOESNT HAPPEN BY ACCIDENT HAVE TO ASK FOR THEM

IMPLEMENT A PROCESS

LETTERS OF RECOMMENDATION(ASK FOR THEM AFTERSEARCHES)

SURVEYS


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Where the JO s are hiding chaseads USE MPC OR YOUR KEY SELLING

POINTS INDUSTRY MAGAZINES (PERFECT

FOR NICHE) AGGREGATORS

INDEEDJOBSTER SIMPLYHIRED

COMPETITOR WEBSITES (IN YOUR

NICHE BUT NOT IN YOUR


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Where the JO s are hidingReference checking GREAT SOURCE FOR NEW CLIENTS AND

CANDIDATES, AS THEY ARE PROBABLY IN

YOUR NICHE. REQUIRE CANDIDATES TO ANSWER

QUESTIONNAIRE AND PROVIDEREFERENCES EARLY IN THE PROCESS

ASK CANDIDATES FOR AT LEAST ONE

FORMER BOSS, ONE FORMER CO-WORKER AND ONE FORMER DIRECTREPORT

SELL TO THE REFERENCE AT THE END OF ATHOROUGH IMPRESSIVE REFERENCE

CHECK.


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,Dear John

Mike shared your contact information with me and gave me.permission to contact you as a professional reference I-am working with a client who is a world class hunting

, .resort and who has interest in bringing Mr Quinn aboard.as a key manager Both sides feel like the fit is good at

,this point so they have asked me to collect the opinions"of a few of Mike's select references to garner an outside

" .perspective on Mike as a manager

,Over the years I've conducted countless reference checks" "and I've found that some people prefer to write the

" " .answers and some people like to discuss the answers In,addition I've found that those who write their responsetypically share more meaningful information about the. ,candidate Either way I've found it is a good idea that

. ,you see the questions ahead of time Therefore I'veattached the questionnaire that I use as a format for the

.reference interview for your review I will be happy to- ,discuss this with you real time on the phone or if you

,prefer to simply write the answers and send it back that.will be fine as well

he time sensitive deliverable is as follows( ime sensitive for Mike as the client company is):aiting on the reference checks Please respond,o me with either the completed form or a timend best number at which to give you a call to- .is cus s r ea l ti me

- ,Thank you in advance for your reply

EMAIL SCRIPT FOR REFERENCE CHECK


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Where the JO s are hiding:MARKETING getting customers to come to

you

RUN ADS IN INDUSTRY

MAGAZINES WEBSITE : OPTIMIZE YOUR

WEBSITE FOR INCREASEDTRAFFIC (blogs, etc.)

NEWSLETTERS WRITE FOR INDUSTRY MAGS SPEAK AT INDUSTRY EVENTS

YOU TUBE, FACEBOOK,


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HOW TO LAND THE JO S

Cold calling A LIST COLD CALLING: IN PERSON

GOOD HANDOUT MARKETING

MATERIALS Your process (6-steps) Your metrics Your sendout presentation

TRASH AND TRINKETS? Something

useable. HOW TO BUILD A LIST

Industry Association in your Niche (e.g.Top 100 blow molding companies inthe US)

Sales Genie, Info Usa, Hoovers, D&B


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HOW TO INCREASE

YOUR HIT RATE ONPRESENTATIONS!

( , )not me by the way


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Increasing YOUR hit rate: wiifm What s in it for me

Has to PROVIDE VALUE, keeping in mind theWIIFM: Whats In It For Me Me being thehiring manager (and good, well rehearsed

scripts). Multiple Touches: 7+ Contacts to make a sale Value Proposition statement

Statistics (on target, length of stay, etc.) Candidate (MPC) for known or unknown need.

Process (cover sheet) Free until successful

Cost of not having someone in place

Time Savings

Warranty programs


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Increasing YOUR hit rateMULTIPLE TOUCHES ( !)most people give up too soon CREATE A PROCESS FOR recurring

calls, then plan and DO it.

CRM software Good planner or even just a

spreadsheet

Keep Calling &/or Emailing: It

takes 7 calls to becomefamiliar. You need to be infront of the company when theyhave a need!

Set Goals and work backwards.


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Vital contact statistics


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Increasing YOUR hit rateknow your VALUE PROPOSITION VALUE PROPOSITION We are

contracted by a select fewindustry leaders in your marketto find the very elite salesengineering an operations

talent to support their growthand product development.Earlier today, one of thesehighly talented a-players

mentioned your company as


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Improving your hit ratebrag with your statistics

IMPRESSIVE TO QUOTE

STATISTICS SUCH AS: 70% of our candidates get

interviewed, and we requirethat they must meet 83% of

YOUR criteria (5 of 6 key) 1 in 3 interviews gets hired

Average length of stay is 5 years4 months.

We fill XX% of job orders that we


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Increasing your hit rateMpc presentations

EASIEST way to get new job ordersfrom NEW clients.

MPC: Most Placeable Candidate Must be a rare talent (4 year BSME,

proven sales star, supervisor froma niche)

Must be low paid (4 year BSME @55K) Must be degreed, have right

experience and great stability

MUST be a compelling presentation


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.Create a pdf sendout

presentation that includes a,highlighted cover sheet, ,resume questionnaire

,reference checks letters of.recommendation

Choose 6 key criteria with

the hiring manager and/ensure you have 5 6 rON T SEND OUT!Dramatically increase your

interview to submission.ratioSE T HI S TO E L L Y OU RE R V I C E S HEN YO U SHOW THE,LI EN T YOUR FORM AT SEND AAR GE TE D CA NDIDA TE O N THE! !!OR M


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QUESTIONNAIRE


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Increasing your hit rateknow your process

6 steps

1.Define Requirements

2.Implement Search3.Qualify Candidates

4.Present to Clients

5.Offer, Negotiate, Close6.Follow Up

7.


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Increasing your hit rate we!will work for free You have No Risk. You dont pay

anything unless you hire. AND

You dont hire unless you find theperfect person. AND

We have a guarantee in place to makesure that this person works out.

If you can get free help, that is talentfocused and guaranteed, whyWOULDNT you use us? We eitherperform or it costs you nothing, andyou get to review more people that

you cant find elsewhere for free.


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Increasing your hit rateCost of not having someoneSALES PERSON EXAMPLE: ($80K

salary=$20K fee) SALES GOAL: $2MM per year @

20% gross= $400,000 Per year inEBITDA.

Cost per day (250 days per year) =$1600 per day.

If we expedite your process by 2


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Increasing your hit rate timesavings

We can take this search off your plate,prequalify, and using our process,give you people ready to interview.

We can put multiple people on theproject who specialize in findingemployees just like this.

Hiring us is like hiring 500 companiesby utilizing our network of affiliates. We also offer Assessments, Background

Checking, Reference Checking,Degree Verification, (etc.) tostreamline the process at our cost as


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POTENTIAL PITFALLS (ofhaving too many JOs)

P rio ritiza tio n -o n re s p o n s iv e to c u s to m e rs o s s o f c u s to m e rs o t d o in g a g o o d jo b o f s c re e n in g

O s a ck o f fo c u s ( )o o m u c h w o rk b o o h o o o o r m o ra le


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issa oct 2010 how to get jo's and lots of them

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