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52 Cups of Coffee - How to build your network if your are in your first few years in Recruitment

Tue, 23 Jul 2024 11:38:58 GMT

52 Cups of Coffee: How to build your network if you are in your first few years in Recruitment.

For recruiters who have entered the industry within the last couple of years, I’m guessing things are feeling quite different lately? The job market isn't as buoyant as it once was, and the days of clients ringing with roles seem like a distant memory. I’ll go as far as saying that this may seem like a "tough market" for the recruiters with a couple of years of experience under your belts. It's understandable if this shift feels challenging—it's a new phase where the traditional norms of recruitment are reasserting themselves.

360 Recruitment Reality
But the reality is, what we're experiencing now is a return to normal in recruitment. After a period of high demand and rapid placements, the market has balanced out. This shift requires recruiters to adapt their strategies. No longer can we rely solely on clients calling in with roles; it's now about proactively winning and nurturing relationships with them.

For the last couple of years most recruiters have been in delivery mode and now all of a sudden your manager is telling you to be a 360, win work etc... Yet transitioning from a delivery-focused role to a 360-degree recruiter can be daunting. Suddenly, there's a need to balance client acquisition with candidate sourcing and placement. Where do you begin?

52 Cups of Coffee Strategy
A fantastic mentor of mine a while ago told me about the concept of 52 cups of coffee… Essentially it suggests meeting with a new industry contact once every week. By consistently expanding your network in a deliberate manner, you not only increase your professional connections but also gain invaluable insights and knowledge. Each cup of coffee represents an opportunity to learn, exchange ideas, and uncover potential business leads.

Imagine the cumulative effect of 52 weeks of networking—your network expands exponentially, and so does your understanding of market dynamics! This approach not only enhances your visibility within the industry but also positions you as a proactive and resourceful recruiter! I’d call that a win :)

The Big Point
So my point being - don't let market fluctuations dictate your success. Embrace the concept of 52 cups of coffee as a roadmap to professional growth and resilience in your career. Every cup of coffee is not just a meeting—it's an investment in your career and future success. Start building your network strategically and watch your opportunities expand. Something worth investing in.

Chris Perdikis

Why Success in Recruitment Matters More Than Perks: A Recruiters' Perspective

lee@sorciety.com (Lee Jones) — Mon, 01 Jul 2024 14:18:22 GMT

Why Success in Recruitment Matters More Than Perks: A Recruiters' Perspective.

In the dynamic world of recruitment, success isn’t just a metric – it’s the lifeblood that sustains job satisfaction and career longevity. As someone deeply embedded in the industry, I’ve seen a concerning trend recently: over 90% of agency recruiters I have spoken to in the last 6 months have expressed a desire to leave our field. This statistic isn’t just a number; it reflects a deeper issue that deserves attention.

The Craving for Success

Most recruiters I engage with enjoy the essence of recruitment itself. They relish connecting talent with opportunities, yet many urge to transition into internal roles or talent acquisition… Why? It boils down to a singular theme: a lack of perceived success in their career. When recruiters don’t achieve placements or feel the gratification of a job well done, dissatisfaction creeps in.

My former manager once gave me a crucial insight into this topic: "If people are making placements and making commissions, they feel better about their job and they feel better about themselves - it's your job as a leader to make them successful". This statement resonated profoundly with me and still does because it underscores the pivotal role of agency leadership in shaping career fulfillment these days.

Beyond Perks: The True Recipe for Retention

Often, agencies invest in lavish perks like flexible work hours, office amenities, exotic retreats and more - to boost morale. While these are undoubtedly appealing, they shrink in comparison to the impact of genuine success. Flashy benefits may attract talent, but they won’t retain them if the core need for accomplishment and self-actualization ( The Top of Maslow's Hierarchy of Needs) remains unmet.

Investing in Success

What truly empowers recruiters isn’t just superficial perks but rather tangible support: comprehensive training, cutting-edge tools, and robust resources that enhance their ability to make placements. In my experience, agencies that prioritise equipping their teams with the right skills and tools consistently yield higher returns than those focusing solely on external perks.

The Path Forward

For recruitment agencies looking to not only attract but retain top talent, the strategy is clear: invest in success. Create an environment where recruiters thrive by ensuring they have the training, resources, and mentorship needed to excel. This approach not only boosts morale but also cultivates a culture where success is achievable and celebrated.

As we navigate the evolving landscape of recruitment, let’s remember that while perks are enticing, they’re fleeting. What endures is the sense of accomplishment that comes from making a meaningful impact in people’s lives. By prioritizing success, agencies not only inspire their recruiters but also secure their commitment for the long haul.

To sum up: success isn’t just a destination, but a journey that begins with empowering recruiters to excel! Together, let’s redefine success in recruitment and create a future where every recruiter feels valued, accomplished, and eager to continue their journey in this dynamic industry.

- Lee Jones & Associates

Recruiter CV's - The info you need to showcase

wow@shazamme.com (Default Author) — Mon, 19 Jun 2023 01:42:57 GMT

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Here at Sorciety we see hundreds of CVs a year from Recruiters. New recruiters, veteran recruiters, Internal recruiters and almost all of them have the same thing in common.

They are really really ordinary.

It is ironic considering it is what we do for a living and yet most recruiters put so little effort into ensuring their own CV is up to scratch. So here are a couple of pointers and tips to help you stand out when applying for roles yourself.

Clearly Articulate what it is you recruit

We see this a lot that recruiters don't actually mention what their agency does or what desk they are on themselves. Be sure to go into detail about the specifics about role types, where you are recruiting in terms of location and the level of the roles.

For example:

XXXX is a boutique Recruitment Agency focused on recruiting a range of IT roles in Australia. I focus on recruiting Developers in Melbourne from $100K-200K on a permanent, temp and Contract basis in the Banking & Finance sectors.

Focus on your Achievements more than your Responsibilities:

Too often we see people have a massive list of responsibilities but only one or two achievements. Writing and Posting job ads, Sourcing candidates, updating the database blah blah blah….

Where you should be focused is your Achievements. This is where you are selling yourself.

Use as many numbers, figures and percentages as you can. Recruitment is a sales job, sales managers/agency managers want to see what you have done related to sales.

The more you can have related to your results and billings the better but they need to be backed up with the actual figures.

Examples

Lead billing for Construction division nationally in 2022 billing $480K in perm and $235K in temp.
Billed $380K in my first year with $250k of that in new business with organisations the agency had never worked with.
Personally grew the NAB account by $450k year on year through my own networks within the organisation
Achieved quarter on quarter growth every quarter in 2022 with 107%, 116%,122% and 144% to target for each quarter respectively.
Grew my temp base from 15 temps to 87 temps from March to September purely through reverse marketing and floating resulting in an additional $380K in revenue on the temp desk I inherited.

Hopefully these tips help you when it comes time to put your cv together. If you are looking for some help to get your cv up to scratch or advice when it comes to looking for a recruitment job reach out to Lee Jones for a confidential discussion.

Why you should use a Rec2Rec!

wow@shazamme.com (Default Author) — Mon, 19 Jun 2023 01:22:47 GMT

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As an experienced recruiter or someone looking to move into the recruitment industry, finding a new role can be both time consuming and daunting. Just like candidates will come to you to help them find a new role, one of the best things you can do is use a Recruiter to help you.

What is Rec2Rec?

Rec2Rec as we call it or Recruitment to Recruitment is the term used for agencies like Sorciety to help people get jobs in Recruitment. Society’s founders Lee & Chris have over 15 years each recruiting in Australia and leading recruitment teams which has enabled them to build a strong network with Agencies to help land you a role.

Why use a Rec2Rec?

Time: Finding a new role can be a job in itself. A Rec2Rec can present you suitable roles, and organise everything around your work schedule.

Different Options: Working with a range of agencies everyday Sorciety can present options to you with companies that you may not have even been aware of in the market.

Negotiation: A Rec2Rec can help you get the best possible salary based on your experience and achievements by handling all of the negotiations for you.

Relationships: Typically a Rec2Rec will have strong relationships with Agency Owners or Talent Acquisition managers which allows them to sell you into a role based on intangibles like cultural fit to help you get interviews with companies that may not necessarily be keen to meet you based purely on experience.

Interview Preparation & Coaching: Because we have relationships with hiring managers we can help you prepare in the right way to make sure you put your best foot forward when interviewing.

Follow Up: A good Rec2Rec will maintain constant communication with you when you start and can act as an intermediary if you are having any issues or concerns in your new role.

How to get the best out of your Recruiter

To get the best out of your recruiter we suggest that you pick just one and work with them exclusively. If you are working exclusively with them, your recruiter is able to spend more time putting effort specifically into you.

Find someone you connect with and feel has the best understanding of you and what you want and give them a period of time that you will work with them exclusively.

Sorciety is a premium supplier of recruitment talent for Recruitment jobs in Australia. If you are looking for a new role in recruitment get in touch with the team at Sorciety via hello@sorciety.com

Working from home - Not all it's cracked up to be

wow@shazamme.com (Default Author) — Sun, 30 Apr 2023 22:54:54 GMT

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Has working from home limited the growth & development of Recruiters?

This may not be too popular with Recruiters in their first 2-3 years of recruitment as you can probably guess where I am going with this. I think the Working from Home revolution has had a detrimental effect on a large group of recruiters in Australia.

Now before you make a call on this, just hear me out. I speak with somewhere in the vicinity of 60-80 recruiters a week in Australia. I would say that over 90% of these recruiters are in their first 2 years of their Recruitment careers so I think I have the knowledge behind me to have my opinion on this.

What I always find interesting is the reasons for leaving a role. Just about every time one of the top three reasons they are looking to leave is that they feel they are not getting enough training, support or development. In terms of what they are looking for, the number one is always the ability to work from home 2-3 days a week at a minimum.

Pre pandemic “working from home’ in our industry just wasn't a thing. Sure, there was the odd person here or there but they were usually seasoned, high performing recruiters. As a new recruiter you were in 5 days a week along with the rest of the team. The ability to seek out a manager or senior consultant was there on the spot. Regular face to face team training was happening regularly. But most importantly was the ability to sit next to and around a group of good recruiters and learn by listening and observing.

Five days a week in the office for your first 12 months gives anyone an advantage. In 2022 there were 248 working days. Compare that to someone working 3 days in the office it brings it down to 148 days. 100 extra days a year to soak in all the necessary skills to be a good recruiter!

Now I know many advocates of the WFH model will say that since moving to remote working productivity has increased, billings have increased and promote it all over the socials. However, I think that has been massively over emphasised. I would almost guarantee that the increase in productivity and increased billings has been due to factors like a very good market in 2022 and that most of that increased productivity has come from the experienced recruiters with 2-3+ years experience.

Speaking to a lot of agency owners they have seen similar trends. Many of these same agency owners are struggling to make a call on how to play it. Can you bring everyone back in 5 days….No chance. That’s an easy way to lose staff. Can you have the new recruiters in 5 days? Maybe but if everyone else isn't in, what's the point?

Do I have a solution, unfortunately not. Does something need to change to help the next generation of recruiters develop quicker, 100%.

Let me know your ideas or tell me I'm wrong!