the million-dollar duo: two methods for building a million-dollar desk
DESCRIPTION
Presentation from the Fordyce Forum 2011, presented by Adam DalvaTRANSCRIPT
Adam Dalva Search Max, Inc.
The Fordyce Forum 2011
Two Methods for Building a Million-Dollar Desk
Professional History
1. Started in NY in Financial Services
2. Entered Recruiting industry in late 2003
3. Second-generation recruiter
Recruiting History • 2004-2006 Management Recruiters of Coral Springs
• 2006-2007 Solo Producer
• 2007- Present President Search Max, Inc
Three Identified Business Models
2004-2006 Management Recruiters of Coral Springs
Adam Dalva Managing
Partner
Internet Researcher Admin
Second Managing
Partner
Project Coordinator
Project Coordinator
Project Coordinator
GOAL: TO BUILD A LARGE DESK WITH A SINGLE RECRUITER AS THE MAIN POINT OF CONTACT
2006-2007 Solo Producer
Adam Dalva
GOAL: WORK A SOLO DESK
2007- Present President Search Max, Inc
Adam Dalva
Public Relations Recruiter
Vice President/Media Recruiter
SEO Recruiter
Investor Relations Recruiter
Project Coordinator`
Medical Device Recruiter
Clinical Research Recruiter
Contract Clinical Research Recruiter
Internet Researcher
Admin
GOAL: BUILD A BUSINESS 2 RECRUITERS AT A TIME. FOCUS TO BE ON RECRUITERS RUNNING A FULL
DESK IN MANY INDUSTRIES
Pros & Cons of Each Model
• Lead business development • Choose which clients we work with • Negotiate fee agreements personally • Control client contact • Higher margins
• Complete control of all aspects of business • More flexibility
• Building real business • Ability to expand into multiple industries • Others can take on leadership roles • Unlimited growth potential
THE PROS
Pros & Cons of Each Model
• All the pressure is on you • Hampers ability to build true business • No others can reduce workload on principals • Presence always required as decision maker
• All the pressure is on you • Not building a scalable business • Growth extremely limited • Always have to be present • Solitary work environment
• Giving up control • Lower margins
THE CONS
Define A Business Plan
• Choose business model
• Use a template that will accomplish your end goal
Building The Team
CSMRI: • COMFORTABLE NOT
TAKING A LEAD ROLE • NO EXPERIENCE IN
RECRUITING BUSINESS • PATIENT IN WANTING TO
RUN A FULL DESK • A GOOD LISTENER,
PATIENT IN LEARNING • CAN AFFORD TO WORK IN
THIS ROLE
SearchMax: • WANTED TO TAKE CHARGE
RIGHT AWAY • INDUSTRIOUS • HAS LOFTY GOALS FOR
THEMSELVES • HAS ALREADY
DETERMINED THIS IS THE CAREER FOR THEM
• NEEDS LESS DIRECTION • HAS LEAD IN THE PAST • STILL TRAINABLE • CANT AFFORD NOT TO BE
IN HIS ROLE
Selection Process
• Obtain as large of a candidate pool as possible
• ALWAYS have ads on Job Boards AT ALL TIMES
• Leverage social media advertising (Facebook ads, etc)
• Include referrals from current employees
Determining Who Will Be A Fit
• INTERVIEW PROCESS
• WONDERLIC
• DRAKE P3
Interview Process
1. Phone Interview 2. Face to Face Interview 3. Wonderlic and Drake P3 4. Spend a day with the team 5. Final interview with me
MRI Recruiter Job Description • Ability to solicit passive candidates by reaching out via phone in an effort to introduce them to a new
career opportunity. (This is the primary day to day responsibility). This is a VERY phone intensive position.
• Ability to compartmentalize your activities. The primary job of a recruiter is to speak with as many candidates and hiring managers as possible throughout any given day. All of the activities that support this are subordinate.
• You will be required to work after hours from home, including weekends and nights. • Solicit companies for their staffing business through daily marketing calls. • Create a LinkedIn network • Thoroughly understand the businesses of the companies who make up your defined industry. • A strong understanding of the positions you will recruit for. • Stay abreast of industry news, events and change. • Ability to learn and thoroughly use our database. • Building daily call plans and effectively planning. • Ability to engage both hiring managers & candidates in conversation and complete CDS & NAP’s. • Manage emails, Linked In &Job Boards w/o sacrificing the lifeblood of our business… the phone. • Ability to organize, using PCR and Outlook. • Be a team player that helps others and applauds their success. • Become a knowledgeable center of influence among both Hiring Authorities and Candidates.
Job Description
“Warning: If you do not want a career in which the primary function is making phone calls, you are in the wrong place. If you like people, like the phone are ambitious and can execute. You will never have to look for another job again. “
Drake p3
The Drake P3 is an on-line talent management system that uses an assessment instrument to help companies hire and manage people who will perform well in their job. In fact, any time person-to-person or person-to-job fit is an issue, Drake P3 can help. Drake P3 reveals a person's natural tendencies, communication styles, emotional intelligence, motivational needs, decision-making abilities, energy levels and more. Drake P3 provides fast results in a cost effective manner and can easily be used and interpreted by non-specialists. The reports are in plain English and provide practical insights that managers can understand and use immediately to impact employee performance.
Drake p3
Drake p3
MY TEST RESULTS
The Wonderlic The Wonderlic Cognitive Ability Test (formerly known as the Wonderlic Personnel Test (WPT)) is a twelve-minute, fifty-question test used to assess the aptitude of prospective employees for learning and problem-solving in a range of occupations. The test was developed by industrial psychologist Eldon F. Wonderlic.[1] The score is calculated as the number of correct answers given in the allotted time. A score of 20 is intended to indicate average intelligence (corresponding to an intelligence quotient of 100
Examples of scores from everyday professions include:
Chemist – 31 Programmer – 29 Journalist – 26 Sales – 24 Bank teller – 22 Clerical worker – 21 Security guard – 17 Warehouse – 14
Sample Wonderlic Questions
What are we looking for • A pattern of rising to the top • A pattern of staying with something from start to finish • The ability to paint a picture and or articulate • A past job that make the candidate interact with strangers on a
regular basis • A sense of humor • The ability to work fast • The ability to take direction and work as part of a team • Smart, both book smart and street smart. • “quick on the uptake” • Good creative writing skills
I’ve Hired Someone!
Prep for the New Hire • Computer set up • Pre-populate internet favorites with in-house defaults • Email address is set up • Add to phone directory • Business cards already done • Training materials prepared • Schedule for the first 2 weeks is written and presented • They understand what my role and others in the office
role will be in their training • Expectations are fully disclosed
Daily Schedule
• 8:00-8:30- coffee, prep for day review schedule on PCR • 8:30-9:00 check and return emails • 9:00-11:00 morning Power Hour • 11:00-12:00 return calls, set interviews, prep candidates • 12:00-1:00 Lunch • 1:00-3:00 POWER Hour (2) • 3:00-4:00 -Return calls, set interviews, prep, put
together full data sheets, candidate debrief, prep • 4:00-4:30 Daily Meeting- review activity, goals, set new
daily goals • 4:30-5:30 Plan
Managers Role
• Depends on the Model • Work with new staff one on one • Make calls • Get job orders • Create the daily schedule • Create the habits you want in your employees • Critique calls and writing samples & Data Sheets
Training
• Hands on Approach • We have a formal training program which
every recruiter must go through • Work as an apprentice with another
recruiter for a minimum of 6 months • Rotate industries to determine the best fit
Metrics
• Minimum of 80 Dials and or 3 plus hours of phone connect time
• Recruiters with less than one year of tenure- 20 Marketing calls per day 100 per week
• 3 complete data sheets on new candidates per day with a full CDS and Resume
• Complete schedule including all marketing and recruiting calls in PCR daily
• A complete plan for IR daily
Creating a Culture
• It must be fun otherwise it becomes a job • Everyone must work as a team and help each
other • Applaud each others victories • Upbeat atmosphere- Music is always on (we like
it loud) • People who have made the decision to make this
their career, invested in being the best • Ongoing training
Staying Sharp
• Daily meeting- Discuss the days activities, accountability to goals. Set new goals, review new Searches as a group, review new candidates as a group
• Lunch and Learn (Bi- Weekly) • Best Practices by our recruiters 2 times per year • CSAM • MRI meeting trainings • Morning meetings- Video
Motivational Contests
• Friday Happy Hour- call metrics based 2 Friday’s per month
• Power Hour contests • Data sheets contests • Send-out contests • Annual Billing Contests • Team Goal for 1st and 2nd half of each year