I get that the phone is heavy right now...so what. - RecruitingBlogs2024-03-28T23:01:08Zhttps://recruitingblogs.com/forum/topics/i-get-that-the-phone-is-heavy?commentId=502551%3AComment%3A633341&x=1&feed=yes&xn_auth=noGreat discussion & I thin…tag:recruitingblogs.com,2009-05-04:502551:Comment:6365852009-05-04T16:13:15.075ZTodd Kmiechttps://recruitingblogs.com/profile/ToddKmiec
Great discussion & I think the right answers are there. One thought to add that you hit on but should be emphasized....."It is what it is, stay true to the basics." You have to stay true to the basics in regard to how you motivate. The basics are time tested and they work. It is what it is, this is a tough market. Some of the team are good enough to make it in this business and some aren't. In times like this, more will fail to make it. It's just tougher to do so. All you have to do is…
Great discussion & I think the right answers are there. One thought to add that you hit on but should be emphasized....."It is what it is, stay true to the basics." You have to stay true to the basics in regard to how you motivate. The basics are time tested and they work. It is what it is, this is a tough market. Some of the team are good enough to make it in this business and some aren't. In times like this, more will fail to make it. It's just tougher to do so. All you have to do is stick to the basics, know that it will take more diligence and more patience on your part to get the results you want and that fewer will survive and thrive and you'll just have to replace them. That's okay. Same formula as always, just more of it. Thanks Pam!! I was a little d…tag:recruitingblogs.com,2009-05-04:502551:Comment:6365282009-05-04T14:52:49.866ZDawn Skibahttps://recruitingblogs.com/profile/DawnSkiba
Thanks Pam!! I was a little discouraged with my first time posting to a discussion. Thanks for the agreement and that I am not totally off my rocker (probably just a little bit).<br />
<br />
Happy Monday!!!<br />
<br />
<cite>pam claughton said:</cite><blockquote cite="http://recruitingblogs.ning.com/forum/topics/i-get-that-the-phone-is-heavy?page=3&commentId=502551%3AComment%3A635890&x=1#502551Comment635890"><div>Dawn,<br></br><br></br>I totally agree with you! The agency I used to work with did half day on Friday…</div>
</blockquote>
Thanks Pam!! I was a little discouraged with my first time posting to a discussion. Thanks for the agreement and that I am not totally off my rocker (probably just a little bit).<br />
<br />
Happy Monday!!!<br />
<br />
<cite>pam claughton said:</cite><blockquote cite="http://recruitingblogs.ning.com/forum/topics/i-get-that-the-phone-is-heavy?page=3&commentId=502551%3AComment%3A635890&x=1#502551Comment635890"><div>Dawn,<br/><br/>I totally agree with you! The agency I used to work with did half day on Friday for those who were billing. They measured money on the board instead of sendouts, but I could see the 5 sendouts as a similar measurement. It was very motivating! It also helped push us to get the money on the board asap, so we could lock in those Friday half-days.<br/><br/>My ratio is a placement for every 4 in-person sendouts, so I'd be making 5 placements a month if I had 5 sendouts a week. That's a pretty good month! :)<br/><br/>Agree as well that work/life is a huge consideration and it's how some of my clients differentiate themselves. I have to say, it's much easier to sell a candidate on a company that values work/life balance and things like flex-time/hours. I just made a placement this week that was a lower salary than what the candidate was ideally seeking, but he'd also be working far fewer hours at this company that at a big firm in the city. His commute will be shorter, and other benefits are great, like profit-sharing, etc. One of my banking clients was big with flex time and I would always emphasize that with candidates as they had the option of self-selecting where they wanted to work, up to 100% from home. That is very attractive to a lot of candidates.<br/><br/>~Pam<br/><br/><br/></div>
</blockquote> Dawn,
I totally agree with y…tag:recruitingblogs.com,2009-05-02:502551:Comment:6358902009-05-02T11:52:37.791Zpam claughtonhttps://recruitingblogs.com/profile/pamclaughton
Dawn,<br />
<br />
I totally agree with you! The agency I used to work with did half day on Friday for those who were billing. They measured money on the board instead of sendouts, but I could see the 5 sendouts as a similar measurement. It was very motivating! It also helped push us to get the money on the board asap, so we could lock in those Friday half-days.<br />
<br />
My ratio is a placement for every 4 in-person sendouts, so I'd be making 5 placements a month if I had 5 sendouts a week. That's a pretty good…
Dawn,<br />
<br />
I totally agree with you! The agency I used to work with did half day on Friday for those who were billing. They measured money on the board instead of sendouts, but I could see the 5 sendouts as a similar measurement. It was very motivating! It also helped push us to get the money on the board asap, so we could lock in those Friday half-days.<br />
<br />
My ratio is a placement for every 4 in-person sendouts, so I'd be making 5 placements a month if I had 5 sendouts a week. That's a pretty good month! :)<br />
<br />
Agree as well that work/life is a huge consideration and it's how some of my clients differentiate themselves. I have to say, it's much easier to sell a candidate on a company that values work/life balance and things like flex-time/hours. I just made a placement this week that was a lower salary than what the candidate was ideally seeking, but he'd also be working far fewer hours at this company that at a big firm in the city. His commute will be shorter, and other benefits are great, like profit-sharing, etc. One of my banking clients was big with flex time and I would always emphasize that with candidates as they had the option of self-selecting where they wanted to work, up to 100% from home. That is very attractive to a lot of candidates.<br />
<br />
~Pam<br />
<br />
<br />
<cite>Dawn Skiba said:</cite><blockquote cite="http://recruitingblogs.ning.com/forum/topics/i-get-that-the-phone-is-heavy?x=1&id=502551%3ATopic%3A631891&page=2#502551Comment633636"><div>Every generation is different. Every generation (all the way down to each person) is motivated by different factors. Good managers need to acknowledge and adjust their training, motivating, and communication to get the best out of your employees. Long gone are the days of working loyally for the same employer for 40 years with the reward of a pension and a watch.<br/><br/>As a recruiter, I ask every candidate "When you hear about an opportunity, what is the first most important thing you must hear to be interested? Second? Third?" From the younger work force, flex time or work/life balance is usually in the top 3. Another one is the culture and liking the people that they work with. That doesn't mean they aren't any less self motivated to excel at their job. They are still aware of their responsibilities and willing to do whatever it takes to get the desired results. It is what is important to them and motivates them. I don't think my younger candidates are any different than younger recruiters.<br/><br/>Being a successful recruiter takes much more than a 40 hour work week. Everyone of us is on the phone in the evenings talking to candidates that work in cubicles with ears. Everyone of us spends evenings planning our next day or doing internet research. Rewarding someone who gets 5 send outs per week with a Friday afternoon off is not offering them a 35 hour work week because it takes a whole lot more effort and hours to reach that goal.<br/><br/>Even if you are independant, you are going to motivate yourself with extra rewards or incentives. I like to buy myself something nice or get my nails done when a check comes in. I put an annual cruise into my business plan as a reward if I reach a net profit goal. Anyone that has lost weight will tell you that non food rewards at certain milestones helps keep you going and pushing harder. Is the ultimate reward a healthier body or a great big commission check? Of course! Shouldn't you just do it because of that ultimate reward alone? Of course! I still don't see anything wrong with incentives for small goals along the way to reaching that ultimate goal.</div>
</blockquote> Jennifer,
Wow, your situatio…tag:recruitingblogs.com,2009-05-01:502551:Comment:6355572009-05-01T17:27:46.715ZTom Byrnehttps://recruitingblogs.com/profile/TomByrne
Jennifer,<br />
<br />
Wow, your situation sounds like the one we are experiencing!! Much of what you wrote sounded as if it came from my own lips. I've weathered 3 recessions in my 20 years in the business. Passion, attitude, and self-motivation are vital characteristics needed to be successful. I believe that experienced recruiters must be self-motivated. It is not my job to motivate them, I am not the rah rah type anyway. I am very supportive, positive, work a desk daily and do not ask my team to do…
Jennifer,<br />
<br />
Wow, your situation sounds like the one we are experiencing!! Much of what you wrote sounded as if it came from my own lips. I've weathered 3 recessions in my 20 years in the business. Passion, attitude, and self-motivation are vital characteristics needed to be successful. I believe that experienced recruiters must be self-motivated. It is not my job to motivate them, I am not the rah rah type anyway. I am very supportive, positive, work a desk daily and do not ask my team to do anything I wouldn't do myself. I find that my preaching, one on ones, come to Jesus talks, etc. are being tuned out. Surely, you would think by looking at one's paycheck should be motivation enough.<br />
<br />
Thanks for sharing your struggles. It looks like you got some decent feedback and suggestions.<br />
<br />
Best of luck!<br />
<br />
Tom I tend to agree with Ross. Th…tag:recruitingblogs.com,2009-04-30:502551:Comment:6351002009-04-30T23:32:42.589ZRegina Farrhttps://recruitingblogs.com/profile/ReginaFarr
I tend to agree with Ross. There's nothing like modeling the skills desired to get some results from those who truly want to learn. You mentioned the team was young....maybe that's just what they need.
I tend to agree with Ross. There's nothing like modeling the skills desired to get some results from those who truly want to learn. You mentioned the team was young....maybe that's just what they need. I agree!!!!!
I am normally j…tag:recruitingblogs.com,2009-04-30:502551:Comment:6342612009-04-30T11:33:32.381ZDawn Skibahttps://recruitingblogs.com/profile/DawnSkiba
I agree!!!!!<br />
<br />
I am normally just a casual observer. I guess I learned my lesson!<br />
<br />
Good morning!
I agree!!!!!<br />
<br />
I am normally just a casual observer. I guess I learned my lesson!<br />
<br />
Good morning! Like Sandra says, it's time t…tag:recruitingblogs.com,2009-04-30:502551:Comment:6342422009-04-30T11:12:32.359ZMaureen Sharibhttps://recruitingblogs.com/profile/MaureenSharib
Like Sandra says, it's time to saddle up.<br />
And Dawn, it's amazing what you can get done getting up early, isn't it?<br />
;)
Like Sandra says, it's time to saddle up.<br />
And Dawn, it's amazing what you can get done getting up early, isn't it?<br />
;) The intention of my original…tag:recruitingblogs.com,2009-04-30:502551:Comment:6340452009-04-30T01:07:37.916ZDawn Skibahttps://recruitingblogs.com/profile/DawnSkiba
The intention of my original post was to offer "out of the box" incentives besides $$$. $$$ is tight for all organizations and it was a suggestion that may provide the same results without Jennifer having to dig deeper into her pockets. I think we have to agree to disagree regarding whether rewards should be given.<br />
<br />
My questions to candidates are to uncover their possible motivation for making a change and uncovering their pain. Since I recruit candidates through cold calling, they usually…
The intention of my original post was to offer "out of the box" incentives besides $$$. $$$ is tight for all organizations and it was a suggestion that may provide the same results without Jennifer having to dig deeper into her pockets. I think we have to agree to disagree regarding whether rewards should be given.<br />
<br />
My questions to candidates are to uncover their possible motivation for making a change and uncovering their pain. Since I recruit candidates through cold calling, they usually provide answers that would make their jobs more pleasurable. They are not looking to make a change or desperate for a new position. Sometimes my opportunity offers flex time/work from home or a better match to their personality and/or ideal culture. Sometimes not. The number one reason people leave their position is due to their immediate manager which can be a result of personality differences.<br />
<br />
I am not part of this new generation, but rather a "young at heart" 38. I can only comment on their motivations based on what I hear from my younger candidates and as a generalization. Again, it is still very personal what drives individuals. I cannot defend their values and expectations. I also do not think that I can change an entire generation. I can either not hire them or work with them in a way that benefits them and therefore my organization.<br />
<br />
By the way, I would answer work/life balance and flex time while I worked inside an agency for 3 years. Now, as an independant for 2 years, I value my flexibility. I can now attend more Rugby games or chaperone field trips. That doesn't mean that I don't work hard. I just get up a little earlier, work through lunch, manage my time during school hours, and bring out the laptop after bedtime. The same way that I worked at an agency but now with the priceless ability to be more available to my family.<br />
<br />
I truly value the lively debate. Thank you for your opinions and the opportunity to share mine. Maybe it is time pull out the…tag:recruitingblogs.com,2009-04-29:502551:Comment:6339242009-04-29T20:42:06.470ZRob McIntoshhttps://recruitingblogs.com/profile/cambor
Maybe it is time pull out the old Glenn Garry Glenn Ross scene "Coffee is for closers"<br />
<br />
<a href="http://www.youtube.com/watch?v=0WCcKIkMp8Y">http://www.youtube.com/watch?v=0WCcKIkMp8Y</a><br />
<br />
"Have I got your attention now"<br />
<br />
p.s - Bad language advisory warning :-)
Maybe it is time pull out the old Glenn Garry Glenn Ross scene "Coffee is for closers"<br />
<br />
<a href="http://www.youtube.com/watch?v=0WCcKIkMp8Y">http://www.youtube.com/watch?v=0WCcKIkMp8Y</a><br />
<br />
"Have I got your attention now"<br />
<br />
p.s - Bad language advisory warning :-) Every generation is different…tag:recruitingblogs.com,2009-04-29:502551:Comment:6336362009-04-29T18:08:47.159ZDawn Skibahttps://recruitingblogs.com/profile/DawnSkiba
Every generation is different. Every generation (all the way down to each person) is motivated by different factors. Good managers need to acknowledge and adjust their training, motivating, and communication to get the best out of your employees. Long gone are the days of working loyally for the same employer for 40 years with the reward of a pension and a watch.<br />
<br />
As a recruiter, I ask every candidate "When you hear about an opportunity, what is the first most important thing you must hear to…
Every generation is different. Every generation (all the way down to each person) is motivated by different factors. Good managers need to acknowledge and adjust their training, motivating, and communication to get the best out of your employees. Long gone are the days of working loyally for the same employer for 40 years with the reward of a pension and a watch.<br />
<br />
As a recruiter, I ask every candidate "When you hear about an opportunity, what is the first most important thing you must hear to be interested? Second? Third?" From the younger work force, flex time or work/life balance is usually in the top 3. Another one is the culture and liking the people that they work with. That doesn't mean they aren't any less self motivated to excel at their job. They are still aware of their responsibilities and willing to do whatever it takes to get the desired results. It is what is important to them and motivates them. I don't think my younger candidates are any different than younger recruiters.<br />
<br />
Being a successful recruiter takes much more than a 40 hour work week. Everyone of us is on the phone in the evenings talking to candidates that work in cubicles with ears. Everyone of us spends evenings planning our next day or doing internet research. Rewarding someone who gets 5 send outs per week with a Friday afternoon off is not offering them a 35 hour work week because it takes a whole lot more effort and hours to reach that goal.<br />
<br />
Even if you are independant, you are going to motivate yourself with extra rewards or incentives. I like to buy myself something nice or get my nails done when a check comes in. I put an annual cruise into my business plan as a reward if I reach a net profit goal. Anyone that has lost weight will tell you that non food rewards at certain milestones helps keep you going and pushing harder. Is the ultimate reward a healthier body or a great big commission check? Of course! Shouldn't you just do it because of that ultimate reward alone? Of course! I still don't see anything wrong with incentives for small goals along the way to reaching that ultimate goal.