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  • “Turning around worst ever billing through the pandemic, to record-setting results currently.” In this episode, my special guest Wes Ashworth shares his story of the proactive steps he took to overcome a perfect storm of business during the height of the pandemic. He also explains how he went from 100% contingency to 100% retained!

    Wes is the Vice President of Executive Search at Lee Group Search, and specializes in partnering with packaging companies nationwide to find the talent they need to grow and scale their business operations. He joined the company in 2014 as an Executive Search Consultant and was promoted to his current position in April 2020.

    I’m especially proud of this episode because Wes credits The Resilient Recruiter as being a “lifeline” during the toughest period of his career, and helping him access the motivation, strategies, role models and resources he needed to turn things around.

    Episode Outline and Highlights

    [2:27] How Wes finds the Resilient Recruiter podcast value-adding. [4:30] Wes shares his story on how he came into recruiting. [6:45] Why 2020-21 were the worst years for Wes and how he turned it around. [19:02] Key changes implemented to shift from the worst times to the best. [25:18] “The world belongs to askers,” - how moving to the engaged model drastically changed Wes’ recruitment results. [33:15] Great ways to pitch the engaged model to your existing contingent clients. [39:30] Turning around the worst ever billing through the pandemic, to currently record-setting results. [42:05] How having a peer group to pace yourself against can give better results. [46:00] How to develop your messaging approach to stand out in a world of noise.

    From Worst to Best Times - Key Success Factors

    Wes’ recruitment journey is indeed colourful in terms of successes and learnings. He joined the industry around 2014, and three years later he was stable and was billing $550k with his own book of clients. He had high hopes for 2020 and he even got promoted to VP.

    Then suddenly in March 2020, Wes’ high hopes came crashing down. Due to the pandemic, businesses and clients started to go away. His personal production plummeted and he was feeling the pressure. Being newly promoted, he had to carry his team’s performance which added more stress. Like with many others, the negativity brought about by the pandemic placed a great toll on Wes both personally and professionally.

    Wes was never a quitter. With the support of his wife and the proactive actions that he took, he was actually able to turn from the worst times to the best times of his career. This is a story I am sure you will want to hear. What are the key factors that enabled him to overcome this colossal challenge? Here are some takeaways from our conversation:

    Revisiting his business development and quantifying his efforts. Wes discussed how doing so made him realize that he lost around $600k+ in billings. Transitioning from 100% contingent, to 100% engaged/retained. This was not easy, but as Wes discussed it, he had to “put his stake in the ground and don’t look back”. Listening to the Resilient Recruiter podcast and reaching out to those whose stories resonated with him. Having a peer group - applying for and getting accepted to the Pinnacle Society.

    Wes discussed each of the above in this episode and even shared other best practices.

    The World Belongs to Askers

    One game-changer that contributed to Wes’ success is how he transitioned from 100% contingent to 100% retained. This was not easy at the onset as he had to be willing to walk away from businesses. Initially, Wes focused on implementing this approach to his new clients. How did Wes transition from pure contingent to engaged? He is a firm believer in the advice that “the world belongs to askers.” Asking the right questions enabled him to apply the retained approach to new clients and to some legacy clients as well.

    Wes is confident that he made the right decision, saying “honestly there is nothing in my mind that can convince me otherwise to do anything different.”

    Aside from the outstanding results profit-wise, he found that it makes more sense for him and his clients. With this approach, he is able to foster a working relationship based on trust. To Wes’ realization, if a client would not want to pay an engagement fee, it could be that they don’t trust you. He believes that if a client does not trust you, it will not be a good working relationship and best to move forward.

    How to Stand Out in A World of Noise

    Wes also shared his best approach to improving his messaging. There is a lot of noise out there at the moment, so how did Wes change his business development strategy? His approach is more niche specific. He also utilizes LinkedIn automation. He explained that it is not overbearing, it’s important to come across as a normal person. His messaging leans more on being raw, real and relevant. You will hear how he turned his messaging upside down and generated better results.

    Our Sponsors

    This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    We’re excited to announce that Recruitment Entrepreneur will be sponsoring the podcast! If you’ve dreamed of starting up or scaling up and exiting your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. Start a conversation here: https://www.recruitmentcoach.com/vc

    Wes Ashworth Bio and Contact Info

    A member of The Pinnacle Society, Wes continues to find success through his strong belief in doing the right thing, caring about people and fostering close relationships with both the company and the candidate.

    His proven process to align talent to grow businesses starts with taking the time to deeply understand what a business needs, the culture they’ve created for their team members and what type of candidate will help them grow. It stretches into getting that same level of understanding from the candidate. This work goes beyond a traditional meet and greet or interview. It’s more than a job description and more than a resume.

    For Wes, getting the perfect fit is the name of the game. Finding the candidate that fits the company and the company that fits the candidate are both critical. Only with a carefully evaluated fit will a candidate be positioned for success and find fulfillment in their job. In turn, companies benefit from an engaged employee who is a top performer over the long term.

    Wes’ laser focus on fit and long-term success has served him well. Recalling a client who turned to Lee Group Search with a job opening that several other agencies could not fill after more than six months of searching for candidates, Wes took the time to learn about the company and get up to speed on the nuances of the specific job requirements and culture of the organization. Within a few weeks, he was able to fill the position with the right candidate who went on to be successful with the company. Today, Wes counts the company as one of his most loyal clients.

    When he’s not matching candidates with positions, Wes enjoys spending quality time with his family and being around the water – piloting his kayak, catching a fish, or simply relaxing at the beach.

    Wes on LinkedIn Lee Group Search website link Lee Group Search on Facebook Lee Group Search on YouTube The Pinnacle Society website link Danny Parch’s PMC (Cause Wes wishes to support) website link Experience Camps website link

    People and Resources Mentioned

    Joe Rice on LinkedIn Rich Rosen on LinkedIn Josh Braun on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#67Think Like a Big Biller: How to Get Repeat Business and Referrals, with Rich Rosen TRR#55 How to Build (or Rebuild) Your Recruitment Firm to 7-Figures From Scratch, with Joe Rice

    Subscribe to The Resilient Recruiter

  • If you want to make more (and better) placements, you owe it to yourself to study “Performance-based Hiring.” The creator of Performance-based Hiring is Lou Adler, and I’m excited to have him on the podcast to learn from his four decades of recruitment experience.

    In our interview, you will hear Lou’s philosophy on figuring out the “performance objectives” for each role, instead of simply focusing on the skills that are needed. Lou’s models, examples and anecdotes are rich with insights for agency recruiters who want to gain the respect of hiring managers and get better results for their clients.

    With over 40 years in the recruiting industry, Lou's company ‘The Adler Group’ has trained over 40,000 hiring managers and placed over 1500 executives for many of the fastest-growing companies with clients including Disney, General Dynamics and Paycom. Lou has over 1.4 Million followers on Linkedin and is one of the top bloggers on LinkedIn’s Influencer program writing about the latest trends in hiring, employment, and recruiting. His articles and research have also been featured in Inc. Magazine, Business Insider, Bloomberg, SHRM, and The Wall Street Journal.

    Lou is the author of ‘The Essential Guide for Hiring & Getting Hired’ and the Amazon top-10 best-seller, ‘Hire With Your Head - Performance-Based Hiring to Build Outstanding Diverse Teams.’

    Episode Outline and Highlights

    [1:24] Lou’s fascinating story of how he became an executive recruiter. [6:46] The concept of “applicant control.” [9:30] How to become a thought leader in your recruitment niche. [12:46] What is the “One Question Interview?” [22:30] Get the respect and co-operation of hiring managers and other stakeholders with the Challenger Sales Model. [33:45] Lou shares his insights on Performance-Based and Evidence-Based Hiring. [37:00] Lou discusses the one-question interview with the analogy of peeling an onion. [43:01] How the performance-based approach can increase candidate engagement. [48:40] What is the most important piece of technology in recruitment?

    The Sherlock Holmes of Recruitment

    Lou has had a diverse experience in his career, from becoming a nuclear missiles engineer to running manufacturing companies as a financial analyst. It is in recruitment that he found his calling. Lou’s background gave him a unique perspective when he joined the industry. This led him to invent what’s now known as the ‘Performance-based Hiring' model. In this interview, you will hear out-of-the-box ideas that you may find useful in your own recruiting practice. Some of these are:

    Performance-based Hiring Evidenced-based Hiring The One-Question Interview Challenger Sales Model

    His insights are invaluable and I am sure you will find them beneficial.

    Ask the Right Questions

    Lou is famous for the concept of the “One Question Interview.”

    You will hear the interesting story of how Lou came up with this idea. The logic behind it is very straightforward - how would a candidate identify broken processes? How would the candidate solve it? What has the candidate accomplished comparable to how he responded to the two previous questions? Lou used the analogy of peeling an onion when describing this approach which is the basis of the evidenced-based and performance-based hiring. In fact, the process can be outlined as follows:

    Figuring out the performance objectives Having the candidate present what they accomplished Having the candidate present evidence of what they have accomplished

    It does make sense that this pragmatic approach can increase the probability of hiring the right candidate by focusing on accomplishments without emotional bias.

    The Most Important Piece of Technology in Recruitment

    You may also be intrigued with Lou’s perspective on the most critical piece of technology in recruitment. With Lou having around 1.4m followers on the platform, is it LinkedIn? Is it high-end CRM platforms? Here is what Lou said:

    “I did my last LinkedIn Talent Connect where I have thousands of people there. They talked all about this great technology. So I spoke in the afternoon to a sub-group… and I said ‘you know there is one piece of technology that nobody talked about. As far as I am concerned it is the most important and nobody… it is right here. It is the phone. You got to talk to people. To me, high-tech is not going to cut it. You got to combine the best of high-tech with high-touch.”

    Our Sponsors

    This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting up or scaling up and exiting your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. Start a conversation here: https://www.recruitmentcoach.com/vc

    Lou Adler Bio and Contact Info

    Lou Adler is the CEO and founder of Performance-based Hiring Learning Systems – a consulting and training firm helping recruiters and hiring managers around the world source, interview and hire the strongest and most diverse talent. Lou is the author of the Amazon top-10 best-seller, Hire With Your Head (John Wiley & Sons, 3rd Edition, 2007), The Essential Guide for Hiring & Getting Hired (Workbench Media, 2013) and the Lynda.com Performance-based Hiring video training program (2016). His current “Diversity Hiring without Compromise” initiative is focused on developing a colourblind hiring process that ensures the best people get hired regardless of race, religion, age, sexual preference and physical challenges.

    Lou is one of the top bloggers on LinkedIn’s Influencer program writing about the latest trends in hiring, employment, and recruiting. His articles, quotes and research can now be found in Inc. Magazine, Business Insider, Bloomberg, SHRM and The Wall Street Journal. The company’s new mobile-ready learning platform – Win-Win Hiring Learning Systems – provides instant access to all of the tools needed to find and hire outstanding talent.

    Lou on LinkedIn Performance-Based Hiring website link "Almost Daily Recruiting Show" podcast link The Essential Guide for Hiring and Getting Hired Hiring with Your Head - Performance-Based Hiring Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach

    Subscribe to The Resilient Recruiter

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  • There are significant advantages to being known as the premium brand in your market. For one, you can charge higher fees than your competitors. Secondly, your job as a recruiter is more fulfilling because you’re focused on delivering exceptional client and candidate experiences.

    Rob Bowerman is President and Executive Recruiter at The Bowerman Group, focused on recruiting for specialty and luxe brands. As you’ll hear from Rob, earning a reputation as the premium recruitment firm in their market has been a critical factor in their long-term success. Rob’s background in the retail sector gives him credible insights and perspectives on the topic of delivering outstanding customer service in the recruitment field.

    Episode Outline and Highlights

    [2:21] How The Bowerman Group are winning more retained searches and increasing their average fee. [9:33] Customer experience - lessons from premium retail brands that Rob has applied to recruiting. [14:54] Powerful questions you can ask your clients to assess their specific needs. [16:26] How to partner with HR while having access to the hiring manager. [21:13] Rob reveals their processes for ensuring a positive customer experience for both the candidates and clients. [27:48] What defines a positive client experience? [39:11] What could stop a recruitment firm from delivering a positive client experience? [43:49] How to consistently deliver a great experience to candidates even if they are not moving forward in the hiring process. [47:00] Rob reveals the burning issues discussed at a recent Pinnacle Society meeting, including preventing and handling counteroffers. [56:20] Why it is a great time to be in our industry.

    How The Bowerman Group Increased their Average Fee by $6,200

    The last time I collaborated with Rob in this show was two years ago. It was indeed an amazing conversation (link of the episode below) and as the head of the Pinnacle Society, Rob also introduced me to other members who became guests of this show. This kind of support brought tremendous value to our audience and I am truly grateful. What has happened in the last two years? As with all businesses, the last couple of years were truly unprecedented. Rob shared a lot of learnings and strategies.

    You will hear how they intensionally focused on higher-level roles. The benefit of this has been twofold - winning more retained searches while also increasing their average fee from $21,800 to $28,000.

    The success of the Bowerman Group can be attributed to how they value client and candidate experience, which became a core topic in this episode.

    Becoming a Premium Brand in Recruiting Through Client and Candidate Engagement

    Coming from the Retail and Merchandising industry, Rob learned a great deal when it comes to customer experience. From his standpoint, a customer is not only your client but your candidate as well.

    He recently did a LinkedIn post (link below) about notifying a candidate that will not be moving forward with the recruitment process. The main theme is, “How can you not approach recruitment - either as an internal recruiter or external recruitment partner - without empathy and appreciation for the candidate's work in the process?” This post got hundreds of reactions and responses. It amazes Rob that since we are in the people business, the reactions and number of reactions were indicative that it is a massive issue within our industry.

    In this episode, Rob gave a great analogy on what defines a great customer experience. He then shared their process of engaging with clients and candidates consistently. He also gave insights on what could be preventing a recruitment firm from providing the same positive customer experience to its clients and candidates.

    The Bowerman Group Difference

    So what makes the Bowerman Group different from other recruitment brands? How do they consistently ensure positive customer engagement from both clients and candidates? Rob elaborated on the following pointers that I am sure you will find valuable:

    How to ensure that you’re giving candidates feedback within 48 hours Doing the Job Intake Call effectively Asking the right questions to assess the client’s culture Partnering with HR and Hiring Managers Process for preparing both candidates and clients for interview

    Our Sponsors

    This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    We’re excited to announce that Recruitment Entrepreneur will be sponsoring the podcast! If you’ve dreamed of starting up or scaling up and exiting your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. Start a conversation here: https://www.recruitmentcoach.com/vc

    Rob Bowerman Bio and Contact Info

    Rob started The Bowerman Group in 2009 after having been a successful Executive Recruiter since 1994. He discovered his passion for Search following a career in merchandising and shares his love for the industry with his team, clients, and candidates every day.

    Carving out a unique niche that focused on speciality and luxe brands, he has developed long-standing relationships with many respected American and European designer apparel, accessory, jewellery, and home furnishing companies. Rob had a vision of creating a boutique firm that matched the unique profile of this niche—excellence, brand heritage, and an unwavering dedication to quality. This vision has manifested itself into a dynamic group that is experiencing consistent year-over-year increases in successfully completed searches within TBG’s unique niche.

    Rob currently serves as the President of The Pinnacle Society, the premier consortium of industry-leading recruiters in North America. He is proud of his association with this group of the “best and brightest” within the search profession as well as honoured to be the only “retail guy” in the organization.

    Rob Bowerman on LinkedIn The Bowerman Group website link The Bowerman Group on Facebook The Bowerman Group on Instagram The Bowerman Group on YouTube

    People and Resources Mentioned

    Rob’s LinkedIn post on following through with candidates How to Gain Access to Hiring Managers Without Alienating HR Michael Pietrack on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#32 How to Build a 7-Figure Search Firm with a Small Virtual Team, with Rob Bowerman TRR#106 How to Bill £12,800,000 in 14 Years, with Michael Pietrack




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  • Last time Paul Taaffe came on the podcast, we heard how this former CFO has enjoyed extraordinary success running a boutique search firm. He revealed how he managed to bill €4,000,000 in revenue with a small team.

    Nearly two years later, Paul is back for his second appearance on the show. You’ll hear fascinating insights on how to gain an advantage over the competition and outperform even the biggest search firms in the world.

    Paul’s philosophy is about providing “return on energy invested.” He and his team provide an efficient service without compromising quality by leveraging their relationships and market knowledge. You’ll learn how he achieves market mastery by carefully cultivating his network so he can deliver a shortlist in 30 days or less. On multiple occassions, Paul has made a €100,000 placement fee in 7 days!

    Paul is the founder and CEO of FINANCE People Solutions (FPS) based in Frankfurt, Germany. Prior to starting his business in 2014, he was either a CFO or CRO for US global corporations as well as high profile private equity funds and their portfolios where he mastered various change management challenges, from turnaround and restructuring to the implementation of new growth strategies.

    Episode Outline and Highlights

    [1:43] Paul shares the latest developments at his firm, Finance People Solutions. [6:15] FPS’ focus market, revenue stream, and marketing strategy. [10:35] How to choose the right client to work with - and when to walk away. [15:30] Coaching your clients on their recruitment process [16:53] Paul’s top tips on how to market a candidate. [20:36] FPS’ new Benchmarking Products as a differentiator [23:30] Why Paul launched his own podcast. [27:26] Why ‘head-hunting’ is an outdated term and Paul prefers ‘resource matching.’ [33:58] How to build your brand on LinkedIn. [43:01] Paul reveals what he learned from working for Phil Knight, Nike’s co-founder. [51:00] Why Paul likes to hire students when building his team

    Choosing the Right Clients

    Paul is a fan of positive energy which means he is selective of the clients he works with. He only works with committed clients, no contingency, only retained or exclusive. In our interview, Paul shared his criteria in client selection and when to ‘fire’ or let go of a client.

    “If we do not enjoy working together, if the process is not good, in this day and age if you get your hands on top three candidates or two or even one for this matter, we never say we are going to produce a shortlist, we will produce at least one … and the customer is not coming back, not setting up appointments, not picking it up, that is no good we are wasting people’s time,” is how Paul described it. He shared concrete examples based on experience how in some cases it did not work with some clients.

    Also, given the current situation in the market where recruitment needs to adapt, how do you coach your compatible clients on improving their recruitment process? Paul shares his best practices.

    Marketing and Brand Building Best Practices

    Although Paul’s background is in finance, he is actually excellent at marketing. In this interview, you will hear some of his marketing strategies including:

    FPS Benchmarking Product Podcast Partnership with FINANCE Magazin LinkedIn content

    Paul believes US companies are the best at marketing and says his experience at Nike helped him to become a great marketer.

    Why Head-Hunting is a Term of the Past

    Another interesting topic we talked about is the term “headhunting” which Paul believes is outdated. As Paul said, “The difference for us is we have relationships with these people… That is why I don’t like this term head-hunting… I call it resource matching. We match resources. We don’t headhunt people, we have them already in our network. So it is about what is the best position for these people. So it is an evolution from the old headhunting.”

    Paul doesn’t need to “hunt” because he’s already mapped his market and curated a strong network. Since he already knows and has relationships with the vast majority of the candidates in his space, he is able to move fast without compromising quality.

    Our Sponsors

    This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    We’re excited to announce that Recruitment Entrepreneur will be sponsoring the podcast! If you’ve dreamed of starting up or scaling up and exiting your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. Start a conversation here: https://www.recruitmentcoach.com/vc

    Paul Taaffe Bio and Contact Info

    Paul is the founder and CEO of FINANCE People Solutions (PFS) in 2014. He has been in the recruitment business since 2014, and prior to that, he was either a CFO or CRO for US global blue-chip companies such as Pepsi Cola, Nike, Lear Corporation, and Dell as well as having worked in Private Equity. He founded the PE Finance Organisation Benchmarking company, Taaffe and Partners in 2011.

    Paul on LinkedIn FINANCE People Solutions website link

    People and Resources Mentioned

    Joel Slenning on LinkedIn Shoe Dog, by Phil Knight Finance Magazin website link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#21 The Former CFO Turned Finance Recruiter Who Billed €4M Last Year, with Paul Taaffe TRR#53 How to Scale Your Staffing & Recruiting Firm to $16,000,000, With Joel Slenning

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  • Want to attract inbound client leads and convert them into engaged search assignments, where the client pays part of the fee up front?

    Then you’ll love my interview with Skip Freeman, founder of Smart Buildings Talent. Skip shared that he’s currently working on 13 engaged searches simultaneously at 25% fees. Of those 13 searches, 12 of them were inbound leads meaning the client approached Skip instead of the other way around.

    Skip reveals some of his most effective tactics and strategies, including a detailed masterclass on how to be “prominent and visible” in your chosen niche. You’ll also hear his fascinating story of resilience - from building a business, overcoming prostate cancer, and restarting from the ground up.

    Skip is the Founder and President of Smart Buildings Talent, specializing in Buildings Automation and Smart Industry. Skip graduated from the United States Military Academy, West Point, in 1976, with a bachelor's degree in Mechanical Engineering and has almost 20 years of experience as a recruitment business owner.

    Episode Outline and Highlights

    [2:22] Skip shares how he became a recruiter and the latest accomplishments of Smart Buildings Talent [9:24] How to become a specialist and find a super-focused niche. [15:06] Global Acquisition: Key factors that made Skip’s firm attractive to a global brand. [22:09] Steps to becoming prominent and visible in your chosen niche. [36:38] Skip’s tips for consistently creating and posting content on LinkedIn. [44:49] The importance of systems - Skip reveals his “sequence of recruitment operations.” [55:00] Skip’s process for closing engaged searches including the ingredients of a winning proposal.

    Finding a Super-Focused Niche

    A recent achievement that Skip shared is when a global IT consulting and contract staffing firm, Emerge360, reached out to acquire his brand, Smart Building Talent. This is an outstanding accomplishment for a business of its size - and what made it possible are three things:

    Finding a critical niche Having a systematic approach Building a brand

    On the topic of finding a critical niche, Skip’s background in mechanical engineering served as a foundation to look at focusing on automation and discovering the talent behind this industry. He then focused on his mastery in this specialty which was a critical game-changer in his business. Skip also revealed what made him prominent and visible in his chosen niche.

    Your Recruitment "Sequence of Operations"

    Another topic that Skip shared is the system he discovered, which he refers to as his sequence of recruitment operations. “A system is going to be a consistent process that everybody understands, and you have the tools as well as needed. Every time you get a job order, it enters into the system,” is how he describes it.

    Inspired by Mike Pietrack and Scott Adams, you will hear his four major steps to the job order fulfilment process:

    Find Attract Qualify Land

    How to Be Prominent and Visible in Your Chosen Niche

    Choosing the niche and area of specialisation is the first step, but how do you become prominent and visible in your chosen niche? How do you generate inbound leads? Skip shared how he does it. From his experience, he explained how he attends trade shows, creates articles and content specifically for his industry, and how he has become a “community leader” on LinkedIn. You will hear how to use polls to your advantage and how to generate inbound leads from LinkedIn.

    Our Sponsors

    This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained



    We’re excited to announce that Recruitment Entrepreneur will be sponsoring the podcast! If you’ve dreamed of starting up or scaling up and exiting your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. Start a conversation here: https://www.recruitmentcoach.com/vc

    Skip Freeman Bio and Contact Info

    Skip Freeman graduated from the United States Military Academy, West Point, in 1976, with a bachelor's degree in Mechanical Engineering. He served in the US Army Corps of Engineers, more specifically the Combat Engineers, after which he moved into industry as a chemical sales rep for a major speciality chemical company.

    He progressed from field sales into sales management. As a Sales Manager, Skip had started using one particular recruiter for all of his hiring needs. That relationship began with none other than an MPC marketing call. And while that candidate wasn't hired, many were over the next several years.

    Then Skip's firm was purchased. To stay with the company, he was going to have to relocate. That not being an option due to family reasons, he called his recruiter this time saying, "I don't need a candidate, I'm going to need a job." After some contemplation, his recruiter said, "Have you ever thought about running your own business? Skip said, "Tell me more..." and that's how Skip's recruiting career began.

    With some of Skip's recruitment work helping to hire chemists and chemical engineers, he was contacted by an agency in Washington, DC, which led to an interesting parallel journey. in which Skip recruited for the CIA for 4-years.

    In 2013, he started building a recruiting firm and his wife joined him in the business. His firm reached a size of 8 people when he suffered a personal setback, prostate cancer, which, more or less, took him out of the game for 3-years. One by one everyone in the firm dwindled away or needed to be fired until it was just Skip again along with his wife.

    Since then he’s completely rebuilt his business as the founder and president of Smart Buildings Talent, focused on buildings automation and smart industry. Today he is back with an exciting story that illustrates perseverance, discipline, and a will to win.

    Skip on LinkedIn Skip on Twitter @SBTrecruiter Skip on YouTube Smart Buildings Talent website link Smart Buildings Talent on Facebook

    People and Resources Mentioned

    Michael Pietrack on LinkedIn David Perry on LinkedIn Shield Analytics website link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#106 How to Bill £12,800,000 in 14 Years, with Michael Pietrack TRR#26 Canada Day Special: How the Rogue Recruiter Closed 1100 Searches, with David Perry



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  • “For those out there that are starting a firm or for those recruiters out there thinking about starting a firm… when people really will look at the mirror and understand what their capabilities are, and where there are gaps and they work on that, they will then become a better leader.”

    I am very much looking forward to sharing this episode with you. My very special guest, Bert Miller, with more than 25 years of leadership experience in the world of work, has been very generous in sharing golden nuggets of wisdom. Hear his fascinating insights on the “Great Realignment” and how it impacts our recruitment business today. You will also hear major trends in the recruitment industry as well as effective techniques you can use to warm up your leads.

    Bert currently serves as President of Protis Global, plus President and CEO of MRINetwork, a network-centric recruitment organization that offers consulting, training, contract staffing, and community building to over 325 search firms worldwide

    Episode Outline and Highlights

    [2:05] How Bert started as a recruiter leading up to him becoming President and CEO of MRI. [8:06] How recruitment firm owners can future-proof their business. [10:30] The 10-4-2 strategy to engage people on LinkedIn. [16:32] How to effectively use LinkedIn to warm up your leads using the headline approach. [26:25] What is the “Great Realignment?” [31:50] Bert’s principle on ‘storytelling your North Star.” [37:35] The importance of empowering your recruiters to have their own personal brand. [42:29] Circling back to the Great Realignment, how do recruitment business owners ensure that they are in the forefront? [45:13] Bert shares the biggest mistakes he sees recruiters making: from rookies to long-term veterans. [48:39] Success factors for owning and growing a recruitment firm.

    LinkedIn Strategies to Warm Up Your Leads

    How are you using LinkedIn as a tool to find potential candidates or clients? You will be delighted to hear strategies shared by Bert on how to warm up your leads using this platform. How do you connect with an executive? How do you make your presence felt with insightful engagement? Bert shared two techniques:

    The 10-4-2 Strategy and The Headline Approach

    The Great Realignment

    A fascinating insight shared by Bert is about the “Great Realignment”. In his words, “What happened in the last two and a half years only accelerated something that is already underway… The power of individuals coming in to play… The dynamics coming into play about the hybrid model, working flexible… I think companies that do not react or respond enough on the last several years to the individual… those organizations are now stepping back.”

    With this transition, how do recruitment businesses remain in the forefront instead of being left behind? Bert placed an emphasis on rehiring your people all the time - keeping the ones you have and storytelling your North Star. You will hear a more elaborated explanation about it in this episode. Also, key areas that would need to be addressed are:

    Proper planning Learning what is going on in your sector Going deeper in your ‘dig’

    Bert’s Success Factors in Owning and Scaling Your Recruitment Business

    With over 25 years of leadership experience in the world of work running Protis Global and becoming President of the MRI Network, what are the success factors that Bert can share to all our listeners?

    “I find myself at 60-years-old continuing to learn every day. I know that I am not there. My team does that too. So having that humility and vulnerability does not make you weaker as an organization, it actually makes you stronger.”

    Our Sponsors

    This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    We’re excited to announce that Recruitment Entrepreneur will be sponsoring the podcast! If you’ve dreamed of starting up or scaling up and exiting your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. Start a conversation here: https://www.recruitmentcoach.com/vc

    Bert Miller Bio and Contact Info

    With over 25 years of leadership experience in the world of work, Bert E. Miller currently serves as CEO of Protis Global, Ace Talent Curators, and President and CEO of MRI Network. MRI is a network-centric recruitment organization that offers consulting, training, contract staffing, and community building to over 325 search firms worldwide. Bert also co-founded Protis Global, an award-winning search and recruitment firm specializing in the F&B, CPG, cannabis, and hospitality industries. Bert is an active speaker, mentor, advisor, and investor. He hosts the MRINetwork Podcast and his new video podcast series, "Beyond the Bottom Line," features interviews with CEOs and leaders from across categories on issues impacting the world of work.

    Bert on LinkedIn MRI Network website link Protis Global website link BCC Media website link MRI Network on Facebook Bert on Twitter Bert on Instagram Bert on YouTube

    People and Resources Mentioned

    Joe Mullings on LinkedIn Building a StoryBrand, by Donald Miller Chris Voss on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR #80 How to Use Video to Attract Candidates and Grow Your Recruitment Business, with Joe Mullings



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  • Are you putting up with companies who aren’t your ideal clients? Does the thought of asking for a retainer or increasing your rates scare the hell out of you? Do you have a mind block to being more specialized or refocusing on a niche that’s truly aligned with the direction you want to take your recruitment business?

    In this interview, my special guest Jackie Rothschild shares how after years of struggle, a change in approach and mindset enabled her to attract the right clients – clients who were willing to work with her as a true partner. You’ll also hear Jackie’s inspiring story of resilience, and how a health crisis was the catalyst for renewed determination to succeed and no longer being willing to settle.

    Jackie is a Human capital advisor and retained search executive for PBMs (pharmacy benefit managers) and Physician practice owners who want to grow their business and hire the most qualified PBM, healthcare executives and clinicians.

    Episode Outline and Highlights

    [1:46] Jackie’s journey from being a licensed pharmacist to becoming a recruiter. [10:09] Jackie reveals her struggles and lessons when starting her recruitment firm from the ground up. [16:26] How you should define your niche if working in a broad industry. [21:30] How to identify the best client you should be working with. [26:23] Training a Virtual Assistant from administrative tasks to making placement - how Jackie developed her VA [32:46] Jackie’s recent biggest challenge and how it defines resilience. [49:58] Getting off the hamster wheel through retained business.

    From a Successful Pharmaceutical Career to a Starting a Recruitment Business

    Jackie shared her successful career as a licensed pharmacist when she worked in the Pharmacy Benefit Industry (PBM) for 15 years. Being a friendly person, she built an extensive network of connections. Her friends made her a point of contact if ever they needed to hire a specialist in the industry. This made Jackie realise that recruitment is something she should try. Even with no prior background, she took a massive salary cut, took a risk, and started her recruitment career.

    She was then assigned to build a branch for her staffing firm which became a huge success. This is when her husband encouraged her to start her recruitment firm. It was a strange idea in the beginning since she had no business background. She took a risk and started Acclaimed Staffing. At the onset, things were okay but were not clicking. This is where her story becomes interesting. She shared her struggles and learnings. You will hear instances of failures and adversities, but what will resonate is her journey of resilience.

    COVID Setbacks and Surviving Cancer

    An astonishing revelation that Jackie shared in our interview is how she was able to overcome a series of devastating events. In 2020, Jackie’s business was affected by the pandemic. At that time, she was also diagnosed with a very rare type of cancer with which very few medical professionals in the country can deal with it. As she was recovering from surgery, her husband had a heart attack.

    Those were trying times for Jackie and her husband. What type of treatment did Jackie have to endure? How was she able to manage her business? How is Jackie doing now? I am confident that you will be inspired by her story of grit, resilience, and courage. Her husband calls Jackie a badass, and once you hear her story I think you’ll agree!

    Getting off the Hamster Wheel Through Retained Business

    Jackie shared how she learned to filter the best client when she shifted to the retained business model. For her, it was a change in mindset. This enabled her to walk away from new clients that are not really a good fit and made her focus on her partners or clients that stood by her. If you are contemplating whether you should consider shifting from a contingent to a retained search model, I highly recommend hearing out how it became a game-changer for Jackie.

    Our Sponsors

    This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained



    We’re excited to announce that Recruitment Entrepreneur will be sponsoring the podcast! If you’ve dreamed of starting up or scaling up and exiting your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. Start a conversation here: https://www.recruitmentcoach.com/vc

    Jackie Rothschild Bio and Contact Info

    Jackie is the owner of Acclaimed Staffing and CEO of Rothschild RX.

    Acclaimed Staffing is an Arizona staffing agency that specializes in the healthcare career placement of all aspects for ambulatory surgical centres, clinics, medical offices, hospitals, imaging and radiology centres, nursing homes, home care, hospice, and other healthcare facilities. Jackie and her team have been trusted business partners for over 7 years servicing many medical offices, health plans, home health and assisted living facilities in finding mid-level and executive clinicians and ancillary staff.

    Jackie is a licensed pharmacist since 1995 and worked in the PBM (pharmacy benefit management) industry for over 15 years. Based on her deep PBM roots, RothschildRx was formed in 2021 to specifically service the PBM (pharmacy benefit management) industry.

    Recently due to their successful track record, the RothschildRx team is being awarded an exclusive talent sourcing agreement with a leading mid-market PBM.

    Originally from Brooklyn, NY, Jackie is living in Arizona where she lives with her husband, 2 children, and 4 “furry children”.

    Jackie on LinkedIn Acclaimed Staffing website link Acclaimed Staffing on Facebook

    People and Resources Mentioned

    Joel Slenning on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#53 How to Scale Your Staffing & Recruiting Firm to $16,000,000, With Joel Slenning



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  • An ironic fact about the recruitment industry is that we have a very high attrition rate and so much churn, which can often translate into a massive drain on profit and can be an impediment to growth. My special guest, Mark Skinner, shares how they set up a work culture which has led to their recruitment team having an average tenure of more than eight years.

    Mark is the Co-Founder & Managing Director of CSC Recruitment, a construction recruitment firm founded in 2005. CSC has 25 employees with 3 offices and specialist teams dealing with freelance, permanent, and executive search with a thriving international division. Mark began his recruiting career in 1998.

    Episode Outline and Highlights

    [1:56] Why Mark started his own recruitment business. [5:52] With an average tenure of 8 years, Mark discussed how they take care of their people. [15:29] How to set up an achievement culture for your recruitment team. [27:13] How to track and create an inventory of your team’s achievements. [32:18] Best practices for taking care of your team’s mental health - how to make them feel okay to share if they are not okay. [42:05] Mark shares their greatest accomplishments [50:50] CSC Recruitment’s approach to partnering with clients. [55:29] Key factor in CSC’s success in winning businesses: consultative and solutions sales approach.

    The Key to Having An Average Tenure of Eight Years

    If there is a secret to having a sustainable and profitable business that grows over time, holding on to your team members - especially the ones performing well - is important. Mark and I discussed how they take care of their people leading to their average tenure of eight years. Some of the key highlights of our discussion on this topic are as follows:

    Having a management mindset where people come first Covering healthcare and prioritizing mental health Recognize your team’s efforts with celebration and praise even on small wins

    The last item is a very interesting topic we covered which is about building a culture of achievement.

    Building a Culture of Achievement via Company Conferences

    On top of hosting sales meetings six times a year to recognize top billers, Mark’s company also do what they call ‘company conferences’. Over 17 years, they have done around 40 overseas trips where they take everyone. These conferences are a testament to how they value the contributions of their respective teams. The basis of where they are going or how expensive the trip is going to be will depend not only on individual achievements but also on overall group performance.

    It Is Okay Not to Be Okay - Taking Care of Your Team’s Mental Health

    Another theme that stood out in our interview is how Mark is taking care of their team’s mental health. “Let’s face it millions of people said it before, the stigma is about it, a lot of people don’t understand it… when we found people that we think are happy go lucky… and you found out, hang on one second, they’re not and you try and help them. When the business was new, we didn’t have a lot of things in our toolbox,” is how Mark described how it was when they were just starting their business. Their commitment to their principle of “people come first” ensures that they have sufficient support from professionals. They made it possible for the people in their team to have someone to talk to 24/7 and if needed, therapists to give help.

    What if people are not covered by their healthcare provider because of pre-existing conditions? Mark’s company pay a significant amount to help that person.

    Our Sponsors

    This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    We’re excited to announce that Recruitment Entrepreneur will be sponsoring the podcast! If you’ve dreamed of starting up or scaling up and exiting your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters who they can invest in. Start a conversation here: https://www.recruitmentcoach.com/vc

    Mark Skinner Bio and Contact Info

    Mark is the Co-founder & Managing Director of CSC Recruitment. He spent four years with Hays and Hill McGlynn (now Randstad) before setting up a construction division for a boutique agency and then establishing CSC 2 years later. A graduate in Economics and Politics from the University of Kent, Mark founded CSC Recruitment as a consultancy-led construction business to work with clients looking for a recruitment partner rather than a supplier.

    Mark on LinkedIn CSC Recruitment website link CSC Recruitment on Twitter CSC Recruitment on Facebook CSC Recruitment on Instagram Brain Trust - a non-profit organisation that Mark fully supports: website link

    People and Resources Mentioned

    Leanne Sara Jones Hunt on LinkedIn Craig Paisley on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#31 Protecting Your Team’s Mental Health While Scaling Your Search Business, with Paul Hallam



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  • Are you concerned about what is going to happen when the current growth in the recruitment industry starts to slow down?

    While the recruitment industry is still enjoying the momentum from 2021, propelling it forward through Q1 and most likely Q2 too, it remains a cyclical industry. Sooner or later, economic growth and hiring will decelerate.

    In this episode, Abid Hamid reveals the biggest concerns and hot topics on the minds of recruitment business founders and CEOs. The information that he shares in this interview can make a valuable contribution to any size recruitment business.

    His advice is to prepare right now for when the next slow cycle comes around. This could be in 6 or 18 months from now and nobody can predict the exact date for the change in direction. The only certainty is that there will be one again and this should urge recruitment business owners to take the necessary steps to protect their businesses while still scaling and growing.

    One of the ways to do this is by creating and sustaining sticky relationships with your clients. He explains all you need to know about how to do this in the next hour of conversation.

    Episode Outline and Highlights

    [01:38] Abid explains the importance of sharing ideas with like-minded experts in your field [04:00] What are the hot topics in the minds of recruitment CEOs? [06:17] What’s the definition of a client? What does a sticky client relationship look like? [09:50] What is the cost of the business you have and is it something you want? [13:00] Abid expands on payment terms and how to collect your accounts receivables faster [17:45] Abid’s thoughts about the next 12 months in the recruitment industry [21:46] How to protect yourself while continuing to grow your business [24:00] These are the characteristics that Abid looks for when hiring recruiters? [27:00] What is a Risk Matrix and how does it come to play in your business? [31:50] Abid’s plans for the US recruitment market [33:15] Why are there so many small recruitment businesses that don’t scale? [38:50] Understanding the process of scaling-up with Abid’s help [43:20] Why your business isn’t attractive to buyers – even if your billings are good [47:07] Abid shares some of Recruitment Entrepreneur’s success stories [50:55] How to allocate time to work on your business to scale rather than working in your business to earn an income

    What Are the Three Hot Topics on the Minds of CEOs Right Now?

    Abid states that currently, the thoughts of founders and CEOs centre around the current state of the market. He then breaks this down further, referring to what this entails. The first point to consider when you take a look at the entire market is how to build cultures in businesses where there is a flexible environment. Another point is how do you attract the right people in the market that is so heated when it comes to salaries. The third point of interest is, how do you create more sticky situations with your clients?

    He says that in these cycles, it is evident that flexibility in the workplace is here to stay and what is becoming vital now is how you manage this flexibility. For example, if your teams work mostly remotely but do spend some time at the office, you get teams to come in at the same time. This still allows for some collaboration on the sales floor.

    The Risk Matrix - What Is This and What Does It Mean To Your Recruitment Business?

    What are the characteristics that Abid looks for in candidates when recruiting internally?

    “For me, slightly out of the norm is good. Slightly unhinged is good…Slightly unhinged in the sense that you really, really know what you want because people who are passionate about something, they are slightly different,” Abid states before explaining what the Risk Matrix is that he is looking for in candidates.

    The Risk Matrix is the built-in barrier that we all have that determines our decisions regardless of whether we purchase something or make a phone call. While he sees the perfect candidate to have a bit of an unusual side, the Risk Matrix must still be controlled, making them prepared to go to the edge of their experiences, constantly expanding on what they are capable of and getting comfortable with.

    Why Are There So Many Small Recruitment Businesses That Don’t Scale?

    The recruitment industry has an abundance of small recruitment businesses and there are many reasons why the majority of them don’t scale. According to Abid, creating a successful business and an exit-able business are two different things. You need to know how to exit and plan for that in advance. It is also important to understand that many of the solo recruiters or boutique firms don’t want to scale as they’re only interested in a lifestyle business. That’s perfectly fine, so long as the business is providing what they want, and that they’re not letting fear hold them back from scaling.

    Abid further emphasizes that it is important to distinguish between generating an income from recruitment and building a recruitment business that you can exit from at a later stage. The latter is what Recruitment Entrepreneur helps their clients to achieve.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    Abid Hamid Bio and Contact Info

    Abid is trained as a lawyer, worked in corporate banking, and has been in the recruitment sector for the last 20 years mainly in management and leadership roles. He had worked globally within the recruitment sector and is a highly experienced business leader with a wealth of experience in various industry sectors and difficult geographies around the world. Abid had held various board positions from start-up to FTSE 250 Listed company and is currently Chairman and NED for 19 companies.

    Abid on LinkedIn Recruitment Entrepreneur website link Recruitment Entrepreneur on LinkedIn Recruitment Entrepreneur on Facebook Recruitment Entrepreneur on Instagram Recruitment Entrepreneur on Twitter @RecEntrepreneur

    People and Resources Mentioned

    Armed Forces Covenant website link Doug Bugie on LinkedIn James Caan on LinkedIn

    Connect with Mark Whitby

    Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach

    Related Podcast You Might Enjoy

    TRR #48 Recruitment Entrepreneur: How to Start-Up and Scale an Exitable Recruitment Business

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  • Have you ever dreamed of starting and scaling up a recruitment business to the point that you could achieve a successful exit? If so, you’re going to love my interview with James Caan, who joins us for his second time on the show.

    In this episode, James walks us through how to successfully launch, scale, and exit your business. His insights are backed up by his track record as the founder of Recruitment Entrepreneur, the world’s leading private equity firm specializing in recruitment start-ups and scale-ups. RE has been successfully operating in 60+ countries and has currently invested in 45 recruitment businesses. You will hear a case study of how one of Recruitment Entrepreneur’s partners was able to launched, scale, and sell their business for $12m in just five years!

    James is an investor, a serial entrepreneur, and a former panellist on the hit TV series Dragon’s Den. He founded two recruitment companies with combined revenue of £1B.

    Episode Outline and Highlights

    [1:41] James shares his perspective on the recruitment market of 2022 compared to 2021. [5:08] How Recruitment Entrepreneur helps recruiters build scalable businesses. [10:05] From $220k to $2M USD in billings in five years - James shared a Recruitment Entrepreneur case study. [22:08] Why is James now expanding Recruitment Entrepreneur to the US? [27:36] What is meant by smart capital and how it impacts the recruitment industry. [29:16] Expanding beyond the US - why Recruitment Entrepreneur is going global and why it makes sense. [35:35] James’ mindset on creating value for their clients. Also, hear James reveal their ‘secret sauce’ for their success. [40:55] How James’ team consistently helps enhance the value of businesses prior to exit events. [42:46] What buyers are looking for in a recruitment business that they may want to acquire. [47:45] How Recruitment Entrepreneur supports businesses in their portfolio to attract good talent. [54:44] How training and development can easily assimilate new joiners to your business’ work culture.

    Launching, Scaling and Selling a Recruitment Business for $12M in Only Five Years

    Since its founding in 2014, Recruitment Entrepreneur’s goal is to help founders and owners of recruitment businesses to globally, launch, scale, and exit their recruitment businesses. James shared a superb case study on how they worked side by side with James Absalom, CEO of Walter James recruitment. Below is the chronology of his success:

    James launched his business with Recruitment Entrepreneur In year one, he earned $350k compared to previous years of earning around $220k in average. By year five, he had 15 consultants with annual revenue of $5m and $2m in profit. Recently acquired by ZRG Partners for $12m

    You will hear James walk you through the process - what do you need to start? What is the thought process in deciding when to scale? How do you grow the billing? How do you attract talent? These are a few of the golden nuggets that you will hear in this episode. If you are strategizing on launching, scaling and exiting your recruitment business, you will enjoy our interview.

    How to Create and Enhance Your Recruitment Business’ Value

    James’ recruitment and entrepreneurial experience bring invaluable insights when it comes to enhancing businesses under their portfolio. You will hear James reveal specific key pointers for success. How do they create value and further enhance recruitment businesses to set it up in a profitable exit? “The single factor to success and scale is having the ability to attract and keep people,” James stated. He further elaborates on specific focus areas that founders would need to work on to make their business scalable and successful.

    James added, “First thing is, we don’t back markets, we don’t back sectors, we don’t back products. We back people, and that has been the mantra of my entire working life and it has never failed me yet.”

    Must Haves to Make Your Business Scalable and Exit-Able

    If you plan to scale and exit your recruitment business, you will hear the following key takeaways from our discussion:

    The importance of having a stable workforce by attracting and retaining the right people. Establishing a culture of coaching, learning, and development. Having a clear strategy for developing your brand. Having an international mindset.

    You will find James’ take on the above elements definitely insightful.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    James Caan Bio and Contact Info

    James founded private equity firm Hamilton Bradshaw in 2004 and joined the panel of heavyweight investors for BBC’s Dragons' Den in 2007. His main focus is on charity work, current investments, growing Hamilton Bradshaw and mentoring entrepreneurs to help ensure their success.

    With a passion for building businesses and backing talented people, he has been building and selling businesses since 1985 and thinks it is important to invest in people rather than products or businesses. James is a great believer that it is people who create a successful business through their passion and conviction, with a firm belief that “It’s your attitude, not your aptitude that determines your altitude”.

    James’ website link (You may find and download his audiobook via this link) James on LinkedIn James on Twitter @jamescaan James on Facebook James on Instagram Hamilton Bradshaw Group website link Recruitment Entrepreneur website link

    People and Resources Mentioned

    Abid Hamid on LinkedIn Doug Bugie on LinkedIn Walter James website link ZRG Partners website link Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#81 James Caan on the 10 Characteristics of Highly Successful Recruitment Entrepreneurs TRR#69 Recruitment Legends: Leadership and Life Lessons From 40 Years in the Global Recruiting Industry, with Doug Bugie TRR#48 Recruitment Entrepreneur: How to Start-Up and Scale an “Exit-able” Recruitment Business, with Abid Hamid



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  • I am always fascinated by hearing how recruitment business owners navigate their journeys through difficulties to grow their practices. That’s why I am very much delighted to share this episode with you on how my special guest, Doug Baird focused on four strategic pillars to successfully grow his small contract recruitment firm into a leading consultancy group today.

    Doug is the CEO at New Street Consulting Group (NSCG), a people advisory firm that helps their clients find, assess, build and accelerate teams and leaders who are as good in practice as they are on paper. NSC has been ranked as one of the best small companies in the UK, previously ranked in the Sunday Times’ Fast Track 100, and Doug himself has been a finalist in the Ernst & Young Entrepreneur Award.

    Episode Outline and Highlights

    [2:40] How Doug started his recruitment firm leading up to the foundation of New Street Consultancy Group. [9:30] NSC’s approach to offering client solutions via meaningful strategic conversations. [13:50] Growing through acquisitions - Doug shares his thoughts. [18:54] Doug’s Four Strategic Pillars for growing his recruitment business. [24:10] How to use the sense of dissatisfaction to achieve more in your career. [29:54] Discussion on some of the biggest challenges that Doug had to navigate through. [32:26] Sharing best practices to find the right people for your recruitment business. [34:35] What is governance and what does it mean for your organization? [37:11] How to balance your team’s structure when bringing in talent. [44:12] Utilizing technology as you scale your business. [49:43] Looking back at his journey, what are the things that Doug would have done differently?

    The Four Pillars of Success in Growing Your Recruitment Business

    Doug shared his story beginning in 2003 when he started Interim Partners. They started off as an interim management provider and contracting recruitment business. In this interview, you will hear how he was able to lead his company to growth which ultimately led him to establish a professional services consulting firm, the NSC Group.

    I asked for his critical success factors and you will certainly enjoy how he laid the foundation of his business growth on four pillars: talent, structure, governance, and technology. You will also hear us discuss each of these and I am confident that you will be able to pick up several golden nuggets of wisdom to use in your own journey of scaling your business.

    Using the Sense of Dissatisfaction to Your Advantage

    Tony Robbins once said that being dissatisfied is one of the best ways to achieve more and stay motivated. This is definitely the same with Doug. He believes that having a sense of dissatisfaction and having the courage to walk away from what you are famous for can work to your advantage. He revealed how this mindset gave him a clear vision of his end goal. Related to this idea, you will hear from this interview why growing your business via acquisition makes sense in certain situations.

    Strengthening the Pillar of Technology to Scale Your Business

    We also covered utilizing technology to effectively manage your recruitment business. Doug shared how they had to let go of some legacy systems they were using and how they adapted by using contemporary technology. We were very specific with some tools such as SalesForce, Bullhorn, Marketo, Cascade for HR, and others. An interesting thing that Doug shared is how they are using Salesforce and Bullhorn at the same time despite the potential overlap. You may be able to relate with some of the technologies mentioned.

    What Would Have Doug Done Differently?

    What I consider to be the best part of my conversation with Doug in this episode is when he responded to the question of what he would have done differently. “I would probably have tried to have held onto people, some of them that I’ve had at the very beginning,” is how Doug puts it. When you listen to this part, you will hear Doug’s sincerity as he further elaborates on what he meant.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    Doug Baird Bio and Contact Info

    Doug has 25 plus years in recruitment and professional services where he created and managed companies operating within Interim Management, Executive Search and Leadership Consulting. Outside of work, his four children keep him busy. With his family, Doug loves traveling, skiing and cinema. He enjoys rugby, plays golf badly and loves learning new things - fortunate to be heading to Harvard in May.

    Doug on LinkedIn Doug on Twitter @Doug_NSCG New Street Consulting (NSC) Group website link

    People and Resources Mentioned

    Katie Howard on LinkedIn James Caan on LinkedIn Greg Savage on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#15 How Katie Howard Cross Empowers Women in Recruitment to Excel TRR#81 James Caan on the 10 Characteristics of Highly Successful Recruitment Entrepreneurs TRR#64 The Recruiter Roadmap to Recovery: How to Thrive in a Post-Pandemic World, with Greg Savage

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  • “Leaving people in the situation where all their major needs are met. For us, that is what a truly employee-centric model is. It is putting our people’s needs first so that they are at their best, and in turn they will make sure that the service they are providing to our clients and candidates is also at its best.” This is how my special guest, Saira Demmer, explains their approach to creating a culture of high performance. If you are looking for strategies to increase your employee engagement and individual performance, I am sure you will enjoy this episode!

    Saira is the CEO of SF Recruitment Group, a specialist recruitment firm located in the Midlands. Since 1998, SF Group has placed over 40,000 people and they’ve been recognized as one of the Top 20 companies to work for in the UK. Saira is passionate about employee engagement and since joining SF has introduced a new people-centric business model which has delivered an increase of over 60% in individual employee performance and reward.

    Episode Outline and Highlights

    [1:45] From corporate to a big investment firm to recruiting - Saira shared how she fell in love with the recruitment industry. [10:54] How employee engagement is promoted at SF Group. [19:02] “Work where and when you want” - learn what this means in SF’s way of working. [26:10] Is it possible to enable people to measure and track performance without imposing KPIs? [30:23] The SF Experience and how it creates an environment where people can be successful. [34:08] Promoting intellectual freedom with a culture of coaching and guidance. [37:37] SF’s efforts in developing seniority and compensation to enhance performance. [40:42] How SF celebrates and shares success stories within the business. [46:53] Saira shares their plans for SF's expansion.

    How to Create an Environment of High Performance Recruiters

    SF Recruitment was listed 18th in the UK's 'Top 100 Small Companies to Work For', securing a place in the Top 20 for the second year. Their commitment to employee engagement has not only garnered them local and national recognition, but it is reflected in their performance as well. After joining SF, Saira introduced a people-centric business model that doubled productivity. Saira’s insightful take on KPIs may nudge you to re-think your strategy in terms of performance management and employee engagement. Here are some key pointers that Saira shared which I encourage you to focus on in this episode:

    The work “where and when you want to” approach. Promoting intellectual freedom among recruiters in a coaching environment. Backing up performance with an Employee Ownership Scheme

    The SF Recruitment Experience

    To show the level of commitment they have for their employee experience, Saira came up with a business model called the SF Experience. This is an approach wherein they are able to build a high-performing culture through autonomy and flexibility. Benchmarking of packages and earnings is regularly done. In fact, one notable achievement by Saira is achieving a 0% gender pay gap at SF three years after reporting a 23% gap in 2018! This combination of benefits indeed results in better profitability and employee retention. Listen to this episode to hear the specifics directly from Saira.

    An Insightful Take on KPIs

    I am a firm believer in knowing your numbers. Metrics and key performance indicators (KPIs) are incredibly valuable in order to manage and optimize your performance. Interestingly, Saira mentioned that in SF, they do not impose KPIs. I asked Saira to what extent they enable people to measure their milestones resulting in placements and billings? Be sure to listen to this interview to discover her answer.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    Saira Demmer Bio and Contact Info

    Saira is CEO at SF Group, a specialist recruitment firm headquartered in the Midlands. Saira joined in 2018 having previously been UK CEO and CFO at Ignata where she played a key role in building the group to over £40m of turnover today. Her knowledge of recruitment and talent solutions was honed during six years spent in Deloitte’s M&A strategy team, where she was involved in a number of high-profile deals in the recruitment sector.

    Outside of the boardroom, Saira is also a dedicated adventurer, she previously climbed half of Mount Everest and loves to travel the world to pursue her love of open-water diving.

    Saira on LinkedIn SF Recruitment website link SF Recruitment on Facebook SF Recruitment on Twitter @sfrecruiters SF Recruitment on YouTube

    People and Resources Mentioned

    James Caan on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR#81 James Caan on the 10 Characteristics of Highly Successful Recruitment Entrepreneurs

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  • Best results come from the best talents, and the best talents can be found in the best places to work. How do you make your recruitment company a top place to work? My guest, David Cathey, reveals their standards and practices that made his firm, Unity Search Group, amongst the Dallas Business Journal’s Best Places to Work for three years running.

    David is a Partner at Unity Search. He oversees Unity's finance, accounting and tax consulting/contract, Unity's IT division and Unity's practice development, including training and development of our core team members, along with client development, relationship management and candidate recruiting.

    Episode Outline and Highlights

    [01:24] How David and I got acquainted via podcast. [03:45] Discussion on training and why it is important to approach different learning modalities. [08:50] David reveals Unity Search’s ‘train-the-trainer’ approach and how it builds a supportive environment for newly hired recruiters. [14:30] The advantages of growing your own talent versus hiring someone with years of experience. [19:30] Hear best practices when hiring rookie recruiters. [24:22] Know more about Unity KPIs, standards, and how they build a culture of accountability. [29:33] Great ideas on gamifying your KPIs to drive a self-managing culture. [35:06] Distinction between micromanagement and helping your team to be successful. [41:30] Are client visits still ‘fashionable’ for recruiters? [50:05] The problem with Vendor Management Systems (VMS) - and how to avoid them. [53:55] David shares his battle with the ‘impostor syndrome.’ [1:02:00] What is next with Unity Search?

    Continuous Learning and Establishing a Culture of Accountability

    In our conversation, you will hear David shared Unity Search’s approach on team development focusing in the following areas:

    The importance of continuous learning and approaching different learning modalities Best practices in hiring inexperienced recruiters Train-the-trainer approach How to get consistent results by establishing a self-managing culture and accountability

    Why It’s Time to Start Doing Client Visits Again

    Because of the pandemic, most recruiters stopped or drastically reduced the number of in-person client meetings. The advent of technology also made it possible for recruiters to engage via Zoom or MS Teams which brings us to the question: “Are client visits still relevant when it comes to recruitment?”

    Dave shared how client visits are one of his team’s KPIs and how meeting clients face-to-face is more relevant than ever, now that pandemic related restrictions are getting more lenient. He shared his philosophy behind it, “You are not going to date someone long term and develop a long-term relationship if you haven’t seen them face-to-face.” David explained that the pandemic really took that in-person element away because everybody was working remotely. He then elaborated, “What ended up happening at least for our business … is your client visits turned to just phone call check-ins.” Now that restrictions have been lifted, David is making sure his team is taking the opportunity to get back out there and get in front of them.

    If you are running a local desk, this is something that you may want to look at to further engage with your clients and establish more connections. As Dave shared, “Sometimes meeting them for a cup of coffee, they love that because they are going out of their house.”

    Are You Struggling with Impostor Syndrome?

    If you are experiencing persistent self-doubt on your skills, talents and accomplishments, you may be suffering from impostor syndrome. This is like an elephant in the room that talented recruiters and recruitment business owners may be hesitant to discuss but it is something that everybody feels every once in a while. David courageously shared his battle with the impostor syndrome and how he overcame it. “I’ve really worked on changing my attitude towards impostor syndrome” David stated. You may be able to relate on how it can hold you back in your career or how it can make it difficult to engage with a client. David realized that it is actually rooted in fear and not getting out of his comfort zone. He then shared how he turned it into a benefit for him and the steps he took to get out of that comfort zone. I hope that you too can appreciate the nuggets of wisdom in this part of the interview.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    David Cathey Bio and Contact Info

    David’s experience includes over 15 years of executive recruiting on both a direct hire basis and consulting/contract recruiting basis. Throughout his recruiting career, his primary focus has been in accounting, finance, tax and information technology.

    After spending time as a Financial Analyst and Senior Pricing Manager for a large multinational organization, David began his recruiting career with one of the largest, US domestic recruiting firms, working in the Dallas/Fort Worth market for over 7 years. He established himself as a top performer in the organization, earning multiple incentive trips throughout his time as a producer.

    At Unity Search, David’s focus remains in development of core information technology, accounting, finance, and tax recruitment and consulting for (and with) our clients. David’s focus on being relationship driven and process oriented allows Unity Search to service our clients at our best.

    David on LinkedIn Unity Search website link Unity Search on YouTube

    People and Resources Mentioned

    Bob Marshall on LinkedIn Joe Slenning on LinkedIn Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach

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  • Many recruiters claim to provide excellent customer service. Certainly, nobody sets out with the goal of delivering bad service. But is customer satisfaction built into your recruitment process, and most importantly do you actually measure it?

    My podcast guest, Nick Eaves, is the Chief Customer Officer of Stanton House. As his job title suggests, customer experience is something they take very seriously indeed. They’ve made customer satisfaction central to the way they engage with clients and candidates.

    Nick believes it’s a key differentiator and one of the secrets to their success.

    The results speak for themselves - Stanton House is one of the UK’s fastest-growing recruitment companies. Since launching in 2010, they have scaled to £35m and a team of 80 people with offices in the UK, Singapore, Hong Kong and the US.

    Episode Outline and Highlights:

    [06:48] Candidates and clients are both customers [09:47] Nick explains their systems and processes to enhance customer experience [12:30] Being a hero at Stanton House requires more than being a great biller [15:34] Nick shares examples of how they differentiate their brand [18:20] What does their customer experience look like? [21:20] How to create a narrative with your customers in a customer-centric environment [26:50] What training do they provide to ensure that their team delivers excellent value [31:50] What motivated Nick to co-found Stanton House in 2010? [36:00] The switch from recruiting to starting a recruitment business [38:50] What are the success factors driving Stanton House forward? [41:40] How and why Stanton House has evolved away from the 360 model [46:50] Employing experienced recruiters vs developing professionals with no recruitment experience, which is best? [52:10] What characteristics do they seek in their team members? [53:50] The Pathway Program - how it promotes diversity internally and for their customers [57:55] Stanton House’s international expansion

    Candidates and Clients Both Deserve Outstanding Customer Service

    “When we started the company, right from the start, the one thing that we were adamant was going to be different about Stanton House was that we are passionate about the customer experience and that was going to be the heart of everything we did. It is part of the DNA and it remained true until today,” Nick expands on how much value their brand attaches to ensuring that both clients and candidates enjoy the level of service they deserve.

    He states that the recruitment industry often treats clients very well but not candidates so much. Yet, both are just people and the investment that a candidate has with a recruitment company has a far greater impact on the candidate than on the client.

    Therefore, Stanton House has a comprehensive system in place to ensure that they always deliver on customer satisfaction and this is the foundation of their success.

    Exploring the Factors that Contributed to Their Success

    When Nick and co-founder Neil Wilson founded Stanton House, they didn’t have any clients and could only rely on their networks. They were determined to make their venture a success and create a brand that values customer service.

    One challenge was that neither had actively run a recruitment desk for a while. Their solution was to get funding from investors so they could hire excellent people from the beginning.

    Nick highlights the following factors as the keys to the success they enjoy:

    The vision and the ambition to scale The desire to make a statement to the industry that if you operate with integrity, you can still win commercially. The culture, vision and values are the backbone of the business. Therefore, they hire people who share the same values as they do.

    Why Experience Isn’t the Most Important Criteria When Recruiting Recruiters

    When hiring internally, values fit is essential. It is why Stanton House often employs people without recruitment experience and then provides excellent training to give them the skills to be successful in the industry.

    Nick states that one of the most important things they are looking for in candidates for internal employment is the ability to overcome adversity. They prefer candidates who had to face severe challenges in their past and managed to overcome these challenges. They’re looking for individuals who will care about the customer experience and are not only concerned with making money.

    Work ethic and shared values are what bind their team and not age, gender, background or experience. This is how they manage to remain a team that achieves greatness.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    Nick Eaves Bio and Contact Info

    Nick Co-Founded Stanton House back in 2010 and has played his part in building the Business to the 80+ people it is today. Stanton House operates in the UK, Asia and the US in a range of professional service verticals and the vision for the Business is to Achieve Outstanding Performance through exceptional customer experiences.

    This balance of ambitious business success, a focus on the Customer and a true commitment to strong values go to the heart of Stanton House. As Chief Customer Officer, Nick is the custodian of measuring and enhancing that customer offering.

    Nick on LinkedIn Stanton House website link Acuity Partners website link Just Giving website link Stanton House on Instagram Stanton House on Twitter

    People and Resources Mentioned

    Mark Farris on LinkedIn Katrina Collier on LinkedIn Robot-Proof Recruiter: A survival guide for recruitment and sourcing professionals by Katrina Collier Steve Beckitt on LinkedIn Sourcebreaker website link Romney Rawes Recruitment Growth Accelerator Course SenseHQ Neil Wilson on LinkedIn

    Connect with Mark Whitby

    Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach

    Related Podcast You Might Enjoy

    TRR #98 How to Partner Successfully with Human Resources, Talent Acquisition and Hiring Managers, with Katrina Collier

    Subscribe to The Resilient Recruiter

  • How resilient is your recruitment business? What will you do the next time there’s a financial crisis, like we experienced in 2020?

    In this interview, my guest Lauren Stiebing describes the experience of her pipeline evaporating in March 2020. She goes on to reveal how she used that setback as an opportunity to create new service offerings that complimented her core business. Best of all, the new Mentoring program she developed aligned with her passion for and commitment to championing gender diversity.

    Could you recession-proof your recruitment business by creating multiple revenue streams? Listen-in to Lauren describing her process for researching the market, creating a “minimum viable product” and sales strategy leading to a very successful launch. She also shares how she uses “video sales letters” as part of her fresh and innovative approach towards marketing.

    Episode Outline and Highlights

    [02:50] Behind the scenes of a podcast and overcoming nerves. [03:50] What happened at LS International in the last two years? [06:45] Don’t panic! Lauren’s key lessons learned during this period. [11:03] Had no searches to work on, so she used the downtime to develop a new service offering [12:22] How the need for female talent in leadership roles led to a new venture [16:04] Find out how creating an MVP (Minimum Viable Product) can prevent paralysis by analysis to stop you from proceeding on a new venture [20:03] Lauren shares why they are not planning to grow the mentoring business too quickly [22:50] There is value in taking a step back from your network and seeing with whom you can partner for future ventures [24:30] What did the marketing process look like and how did Lauren include selling through teaching? [25:57] What is a “video sales letter” and why should you create one? [31:33] What is the value of a landing page? [36:50] Change required that Lauren steps out of her comfort zone, what did she learn from this? [40:00] How to use podcasts to your advantage to build trust with your audience [42:45] Can you hire less experienced recruiters and develop them successfully?

    Female Mentorship - Answering a Need In the Market

    When the pandemic hit in March 2020, Lauren suddenly had no searches to work on. She was coming off a record year and had money in the bank, so at first she didn’t panic. But as the months went by without any signs of improvement, she realized she had to try something new.

    “Always analyzing the market, analyzing what is happening and when you see a gap or a need, to really create a minimal viable product and see how the client reacts,” is how Lauren describes her process for developing a new service offering.

    What Lauren realized is that there was a need for mentorships for female executives. Her clients often struggled to recruit female talent into leadership roles. So rather than recruiting outside talent, companies should invest to develop and advance their own female employees so they could promote them internally.

    This is how LS Elevate, Lauren’s mentorship program came into existence. Her initial goal was to sell 10 mentorship programs in the first year. However, the sales and marketing campaign exceeded her expectations and she ended up selling 27 - more than double her original target. Now, in the second year of the program, she is ready to expand but is cautious about growing too quickly. She would rather enjoy sustainable, long-term growth instead of over-extend herself. Especially since her search business has picked up again.

    Podcasts Are The Perfect Way to Present Yourself As An Authority

    Lauren has published roughly 60 podcasts and states that these podcasts play a vital role to earn the trust of potential clients and candidates. When she already has a rapport with these people when they meet for the first time, it makes discussions and negotiations so much easier.

    Lauren is also committed to constantly trying out new and different marketing ideas to see what delivers the best results. One of her most effective marketing strategies are “video sales letters.” In this interview, she shares all you need to know to create your first video sales letter.

    Plans for Growth and Hiring for Attitude Over Experience

    Lauren is growing her team once again and I asked what she looks for in a potential hire. She believes that “learning, agility, and curiosity are what is going to make someone successful.” comes Lauren’s words infused by her own experiences and the many mistakes she made as a young recruiter. Lauren is highly committed to the learning and development of her team and wishes for them to step outside of their comfort zones and to explore wider horizons on the constant journey of self-improvement.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    Lauren Stiebing Bio and Contact Info

    Lauren is a small-town girl with big dreams. She has a degree in International Studies from Louisiana State University and Vrije Universiteit Amsterdam. Her passion for head-hunting, top-notch networking abilities and being a skilled judge of people made her an experienced head-hunter. She is the founder of LS International, persevering, hard-working, resilient and has high personal standards.

    She is dedicated to the success of every client and candidate with a burning ambition to transform executive search. Lauren specializes in finding the best people for Sales, Marketing, and General Management positions in the consumer goods industry across the USA, Europe, Middle East and Asia. Her relationships with candidates and clients give her a broad and deep knowledge of markets and people. Both clients and candidates acknowledge that they love working with her because of her unique ability to craft solutions that balance client needs with candidate interests. Extensive international travel allows Lauren to pursue her hobbies of collecting currency and attending electronic music events.

    Lauren on LinkedIn LS International on Twitter LS International website link LS International Podcast

    People and Resources Mentioned

    Larry Weinberg LS International Blog Article - How to Increase Female Promotability by 66% LS International Careers

    Connect with Mark Whitby

    Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach

    Related Podcast You Might Enjoy

    TRR 10 How to Build Your Personal Brand As A Recruiter

    Subscribe to The Resilient Recruiter

  • Recruiters everywhere are experiencing a surge in demand for quality candidates combined with an increasing quest for diversity and inclusion. Traditional approaches and outdated processes are proving inadequate to meet these challenges. Consequently, many recruitment firms are failing to capitalize on the huge potential for growth.

    My next guest, Natasha Makhijani, has managed to transform these challenges into an opportunity to revolutionize the recruitment industry. In this episode, Natasha shares how her team has developed their own mobile apps to increase candidate attraction, engagement and diversity. She also reveals how they ensure much greater diversity and how they’re pioneering the use of Amazon’s Alexa to stay at the cutting edge of executive search.

    Episode Outline and Highlights

    [0:30] Why I invited Natasha back for the second time on the show [03:38] Inclusion in the Queen’s Platinum Jubilee - how did Oliver Sanderson earn this prestigious recognition? [09:28] How technology helped the brand to grow despite the pandemic [16:55] How Natasha creates employee engagement and provides practical and emotional support while working remotely [22:49] The benefit of having a dedicated research / market mapping team [25:46] What are the three types of recruiters the brand employs? [30:00} Natasha’s role as Co-Chair of the HR Section Group at APSCo [31:20] A revolutionary approach to diversity and inclusion [35:00] The charity focused on helping to uplift emerging talent and overcome the challenges faced by marginalized professionals [39:46] How the Snapp CV app brings technology and search together to increase talent engagement in a candidate-driven market [49:40] Using effective video content to grab the attention of high-level professionals and get them into your recruitment process [51:30] New ventures - Natasha’s success in finding investors for a radical solution taking the recruitment industry into a new direction.

    Being a Part of The Queen’s Platinum Jubilee

    Across the UK, plans are put into place to celebrate the Queen’s Platinum Jubilee. 2022 marks the 70th year since her ascension.

    For the Oliver Sanderson team, this is an even more thrilling event as the recruitment business has been chosen as one of 70 companies across the UK that represents the values of the British Monarchy and what they stand for.

    The brand is the only recruitment business that has received this honor and the team’s advances in the field of technology and taking the recruitment industry to a more digital world is what they are being recognized for.

    “Alexa: Find Me a Job”

    When it comes to advances in technology, the team at Oliver Sanderson is at the forefront of development. Their Oliver Sanderson OS Executive App – brings digital innovation to the executive search process.

    Natasha explains, “when we go out and map the candidates, once we’ve got a long list of candidates whom we think are of interest. At that point, you can either just reach out to them or you can send them a link to an app which allows them to watch a little video.” If they like what they see, they can proceed from there onwards but you already got them to the point to make a small commitment. The app is proving to be a highly effective solution to combat the challenges of a candidate-driven market.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allows recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    Natasha Makhijani Bio and Contact Info

    Degree Qualified from City University and a Masters in HR from the USA. Natasha began her professional career with Hays Logistics on their graduate scheme. She set up the Victoria office with her manager, and within two years, the Victoria office and the staff of eight were the top-performing office in the country. She was offered the opportunity to work with Michael Page and Robert Walters. She started with Michael Page Human Resources, and she became their top biller within HR during her first year. She helped set up their St Albans office and then moved to London to set up permanent recruitment for the Public Sector. Later, Natasha was promoted to Managing Consultant and contributed to the growth of the Public sector office. She considers herself lucky to have had a revelation to an entrepreneurial community from an early age, and she believes this helped her to shape into somebody who is vibrant and enthusiastic and with a keen interest and passion for business.

    Oliver Sanderson is a dynamic brand in Executive Search & Selection that looks after Perm and Interim assignments to FTSE 100 & 250 clients. They offer retained, exclusive and contingent end-to-end recruitment in a variety of disciplines and serve major UK & Global sectors. They also provide cutting-edge service solutions to customers, ensuring the needs are met in tune with the changing marketplace. As the market changes, so do the needs of candidates and clients, and the expert team at Oliver Sanderson ensures there are strategies created around new topics matters, IR35 and BAME, to name a few, to satisfy client and candidate needs.

    Oliver Sanderson offers access to new products such as their mobile job app from candidate attraction, to Drag & Drop to 1st stage video interviewing platform through their sister company Snapp CV Group PLC. Devising an alternative method of recruitment through their technology strategy has helped to move forward in the recruitment space, and they are excited about developing the digital side to recruitment through the use of Artificial Intelligence with new products.

    Natasha on LinkedIn Oliver Sanderson Group PLC website link Oliver Sanderson Group PLC on LinkedIn Oliver Sanderson Group PLC on Instagram Oliver Sanderson Group PLC on Twitter @OliverSanders9 Oliver Sanderson Group PLC on Facebook Snapp CV website link

    People and Resources Mentioned

    APSCO website link Ann Swain on LinkedIn Diversely website link Helen McGuire on LinkedIn Influence: The Psychology of Persuasion by Robert Cialdini Gary Vaynerchuk

    Connect with Mark Whitby

    Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach

    Related Podcast You Might Enjoy

    TRR 30 How to Open Doors and Build Relationships at C-Level TRR 90 How to Build a World-Class Talent Development Program TRR 57 Diversity as a Differentiator How Recruiters Can Attract 70% More Diverse Talent

    Subscribe to The Resilient Recruiter


  • Would you like to generate an average revenue increase of 30% per year? In this interview, Simon La Fosse shares how La Fosse Associates has achieved this every year for the past 15 years.

    When Simon founded La Fosse Associates, his focus was on creating a values-led company and treating people well – including team members and customers. He firmly believes that the core values of Caring, Ambition and Humility have been a huge factor in company’s sustained success as they scaled to a team of 250 people.

    Simon also expands on why La Fosse Associates give share options to everyone in the business and 40% of the company is owned by the employees. He explains how it has benefitted them not only with staff retention but has also created a culture where everyone is extremely motivated to contribute to the company’s consistent growth. Their commitment to looking after the people on their team has earned the brand several awards.

    Another more recent but highly exciting addition to Simon’s portfolio is Futureproof. This venture is completely revolutionary and has the potential to set the recruitment industry off in a new direction. Through innovative thinking, Futureproof is a solution that overcomes the demand for more diversity and also addresses the severe talent shortage in technology.

    Episode Outline and Highlights

    [3:00] How does La Fosse retain their culture over multiple offices for so long? [8:35] Designing your company culture [10:50] Find out how care, ambition and humility are pillars in their brand [13:20} What does care look like in the recruitment industry? [18:56] How to use different ways to celebrate success [25:02] Can you measure a culture fit during interviews? [31:50] Simon shares details about their share options and how it impacts their success [39:42] What are the secrets behind the commercial success La Fosse enjoys [46:50] Can you effectively measure the office vibe and what to do with the results? [49:29] What are the KPIs the management team focuses on? [53:30] Futureproof - a radical evolution in recruitment

    Why Do Values Play Such A Vital Role In La Fosse?

    “The better I treated people, the more successful I was,” this is the observation Simon made as he looked back on 15 years in the recruitment industry before he founded La Fosse Associates. Back then the recruitment industry was very competitive and income-driven, making his observation quite profound for the time. However, it was this wisdom that he took with him as he felt that it was something that would give his brand a key strategic advantage.

    Today, the brand still operates on principles that celebrate care, ambition and humility as determining factors to their success. It is by upholding these principles and giving it space in everything they do that the brand manages to sustain its value-driven culture for more than a decade. Through sustaining this brand culture, it has earned several awards but even more importantly, La Fosse has been able to show 30% growth year on year, for the past 15 years.

    At La Fosse Associates, 40% of the Company is Owned by the Staff – Why Is the Share Option Scheme Open to All Employees?

    The first characteristic that differentiates the way that La Fosse gives share options is the fact that the percentage of the business that is reserved for share options is much larger than usual. I’m not aware of any other recruitment company that is 40% owned by the employees. The second is that they don’t only offer share options to the senior management team and the highest billers. Every employee has access to this opportunity.

    “I started the business and I took the risk but you know I am one person amongst 250 and I don’t do much billing anymore. So, you can see where the value is being created and it is not me. So I think to say 60% seems really fair to leave me with,” Simon expands on how they came to the point of offering as much as 40% of the business to share options rather than the conventional 5-10%.

    The longer you are part of the team and the more you progress in the level of role you fulfill, the larger your share option grows, but essentially everyone, even those who just started as fresh graduates, has access to this opportunity.

    Futureproof - Helping to Address Diversity and Talent Shortages in the Industry

    As the recruitment industry can be very stagnant, the foundation of Futureproof came as a breath of fresh air. Simon admits that it has been an expensive venture, but it represents a major transition in the recruitment industry. It allows the team to select the best of the pickings of graduates before putting them through relevant training and placing them in the workplace for two years. The academy enables them to present their clients with a diverse group of junior candidates. As students don’t have to pay for this training, it allows access to training on the basis of how good you are rather than whether you can afford to pay the fees. The result is fairness and diversity when it comes to the selection of suitable candidates they can present.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    Simon La Fosse Bio and Contact Info

    Simon is the founder and now Chair of the technology recruitment business La Fosse Associates. He also more recently founded a rapidly growing subsidiary business called Futureproof; a diverse and free-to-learn tech academy.

    Everyone’s a shareholder in the group and the mission is to continue to rapidly grow a purpose-driven business with the hope of positively impacting the whole recruitment industry. La Fosse Associates has won a few awards for growth and the way they treat people, which they keep at the heart of their ethos as they continue to expand.

    La Fosse Associates is 15 years old, over 250 strong, has a number of UK offices, and established operations in Los Angeles and New York

    Simon La Fosse on LinkedIn La Fosse Associates website link Futureproof website link La Fosse Associates on Instagram La Fosse Associates on Facebook La Fosse Associates on Twitter i-intro on Youtube Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach

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  • Are you ready to progress from contingency to retained recruitment services but aren’t sure how to pitch it? It is often a lack of confidence in what truly differentiates your brand – and the value you can deliver – that keeps recruitment business owners trapped in a position of earning less than they deserve.

    As the COO of i-intro, James O’Brien has helped hundreds of recruiters transition to a retained recruitment model. He’s also a champion and advocate for recruiters, a true thought leader who is committed to sharing knowledge and insight to benefit the recruitment industry. In this podcast, he shares many helpful tips and offers valuable guidance to make the shift from contingency to retained services easy. He provides ways to overcome a lack of confidence and how to distinguish yourself by effectively differentiating your service.

    James has more than 30 years of experience in the recruitment industry and understands all the pain points of recruiters and he has the solutions to help them overcome this with outstanding success.

    Episode Outline and Highlights

    [02:15] The obstacles to generating video content - and how to overcome them [07:02] Why and how to create authentic videos that build your personal brand [10:30] What equipment do you need to create valuable video content? The answer might surprise you! [13:55] James’ career transition from running a large executive recruitment firm to jumping into the world of “rec tech” with i-intro [19:13] Why retained recruitment isn’t just for executive search assignments [21:00] How can you earn a better return on your efforts and triple your income? [24:10] How to present yourself with confidence as someone adding value to your clients [32:20] Teaming up with the right people to take your business to the next level [35:20] How to pitch the added value that your service delivers in the form of ROI [37:23] What are the “three promises” James makes to clients that enable him (and i-intro users) to get paid up-front payment? [40:00] How James uses a “bad hire calculator” to show clients the true cost of staff turnover [42:35] Clients only see recruiters when they have a problem - use it to your advantage [44:00] Exploring the different solutions that you can present to your clients [45:30] Steps on how to distinguish your brand by differentiating your service

    Escaping The Grip of Limiting Beliefs

    Creating videos or podcasts is one of the most powerful tools to establish yourself as an authoritative figure inside your niche market. Yet, many professionals still shy away from capturing themselves on video or audio because they can only see and hear their shortcomings. They convince themselves that the value of their message is overshadowed by these imperfections that are so prominent in their eyes.

    James disagrees: “If you are saying something that is going to be useful to somebody, then people do want to hear.” He believes that people “appreciate the realness of who you are,” and will overlook a less-than studio quality production. This belief that you are not capable of doing it is merely self-limiting, holding you back from achieving the success you deserve.

    How To Tripple Your Income

    “I am not here saying that retained recruitment is the only way to deliver service. But I am someone who says that retained recruitment is not just the executive search assignments,” James states his belief that this is the way to increase your revenue without increasing your efforts.

    He explains that by opting for retained recruitment, you can increase your conversion rate from 20% which is the norm for contingency recruitment, to 60% or more. It means that you can triple your income without working harder. You will also be able to work smarter with your clients and candidates and have more fun doing so. The secret is not in working harder but in being able to convince a client of your value of your service.

    How to Convince Clients to Appreciate You

    “There is a perception of what a recruiter is and what they do that the market has and they have that for a very good reason…but if you hold yourself and have your self-worth and believe that you are worth it, then you should have the confidence to tell your clients what you do,” James states.

    He says that you should refrain from positioning yourself as a recruiter for you deliver much more than merely sourcing a few CVs. You should be able to differentiate yourself from the rest by being able to express to your clients what you truly offer them and how hiring you will benefit them. He explains some of the practical steps that will help you to do this with great success.

    Are you ready to make the transition from offering a contingency service to the position where you can rather enjoy a fair exchange for your expertise through a retained recruitment model?

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    James O’Brien Bio and Contact Info

    James O-Brien has been the COO of i-intro for the past six years and during this time he grasped an in-depth understanding of the challenges that recruiters face when they transition to retained recruitment services. During his career, James trained hundreds of recruitment firms and helped them to fully understand and be able to utilize the i-intro platform. He was an early adopter of the i-intro platform and process while he was still running EO Executives, an international interim management and executive search firm. James’s career in recruitment dates back to the 1980s. During most of the past 30 years in the field, he has been involved in coaching and training recruiters as well as being the coalface of the industry.

    James O’Brien on LinkedIn i-intro website link i-intro on Instagram i-intro on Youtube Connect with Mark Whitby Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR #43 How to Transition from Contingency CV Supplier to Consultive Retained Recruiter, with Plamen Ivanoff

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  • Want to grow your recruitment business more rapidly? In today’s podcast, you’ll hear the remarkable story of how Ben Broughton managed to grow his start-up, Primis, to 21 staff members and revenue of £1.1 million in just five months. Primis specialises in recruitment in the field of technology and serves the UK and US market with a vision to expand into Europe soon.

    Ben started his career in recruitment in 2000 at SThree where he ran and set up offices across several locations before moving onto Premier Group in 2006. Here he spent 14 years as managing director, taking the company from 14 people to 110 and growing the revenue to £30 million and £10 million in Net Fee Income.

    While the core focus of Primis is the field of technology, the company and its success are centred around diversity and inclusion, giving everyone access to shares and putting people first.

    Episode Outline and Highlights

    [2:23] How to build a start-up to 21 staff in only five months earning £1.1 million NFI [3:50] Aiming for 50 heads and £3.5 million NFI by year-end [4:18] Touching on diversity and how it fits into Ben’s idea of success [6:41] Ben’s vision to become the fastest-growing tech recruitment company in the UK in three years [7:33] Access to shares - giving everyone a piece of the pie [8:43] What are the success factors resulting in this exponential growth? [10:25] Ben’s take on future-proofing the business [11:00] Taking diversity and inclusion to a new level [13:46] Offering clients multiple solutions depending on their needs [17:49] Looking at such rapid scalability from a practical perspective [22:00] Partnering with recruitment clients [23:20] Having a personal relationship with your leaders is vital [25:16] Sharing insights into breaking into the US market [28:16] Employee Management Incentive Scheme (EMI) provides staff with global ownership [32:55] The big lessons learned with scaling a business [36:10] Balancing work and life as a start-up owner? [39:50] Don’t micromanage - let people do what they do best [46:30] People do business with people - it is vital to nurture client relationships [49:00] The biggest challenge Ben had to navigate [53:50] Find out what is next for Primis

    Making The Most of Shareholding

    “Give everybody access to shares in the business. I think for me personally, I currently have 80% of the organisation but if I end up with 60% and the team has the other 40 but we’re worth four times as much, then that is just a no brainer for me,” Ben explains that they want everyone to feel like they have a piece of the pie, to promote even greater success for all. One of the reasons why Ben left the Premier group was because he didn’t have enough control to make the changes he desired. Thus, shareholding is something that is not only important to him on a personal level but also as a vital part of his success. Coupled with having the right people on board, success comes much easier. Ben states that ownership is key to creating a space where staff feels they belong and the outcome is that they deliver even greater results.

    Getting The Right Practical Aspects In Place To Obtain Such Rapid Growth

    When you are starting a business to grow it at a rapid pace, it does require that you have certain measures in place to ensure that everything happens at a certain pace. How did Ben do this?

    As he has been in the industry for quite some time, he had access to a strong network. He trusts his team of managers with whom he has relationships outside the office too. They empower these managers to operate more independently and this helps the growth of the business. Primis partnered with two rec-to-rec partners The team is launching their training academy to ensure recruits get the proper training to hit the ground running. They are creating an environment of inclusion and diversity When it comes to clients, they offer several service options They ensured financial backing in advance.

    What Are The Mistakes Ben Has Made Along the Way

    As a large part of Ben’s success at Premier Group was the large expansion he delivered on, taking the recruitment team from 14 to 110 people, he can share some lessons learned. The following are all things he mentions to ensure rapid expansion

    Take care to ensure work/life balance Don’t micromanage your team Clients are your partners and it is vital to build personal relationships

    These and many other insights that Ben brings to the podcast can help you too to speed up the growth of your business.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    Ben Broughton Bio and Contact Info

    Ben’s career in recruitment started in 2000 when he joined the team of SThree. Here his primary responsibility was to set up and run offices for the company across Birmingham, Leeds and Reading.

    By 2006, he moved on to Premier Group. After successfully expanding the contract function of the business he continued to open offices for the Premier brand in Manchester, London, Birmingham, New York and Austin. During his 14 years as managing director, he led the company to expand from 14 people to 110, reaching revenue of more than £30 million and £10 million NFI.

    As founder of Primis, Ben scaled the business to 21 employees since September 2021. Ben’s mission is to grow the Primis brand into a leading technology-focused recruitment business that puts people first.

    Ben Broughton on LinkedIn Primis website link Primis on LinkedIn

    People and Resources Mentioned

    Steve Beckitt on LinkedIn SourceBreaker website link Amoria Bond website link OneUp website link Steve Wynne on LinkedIn

    Connect with Mark Whitby

    Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy How Recruiters Can Promote Diversity, Equity and Inclusion, with Chikere Igbokwe, Ep #102 How to Build a High-Performance Sales Team and Skyrocket Your Growth, with Ian Moyse, Ep #83

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  • Looking back on the past two years, how would you summarize the impact that Covid-19 had on your business? For most companies, this was a devastating time and an even worse period for the individuals who worked in these firms. It was no different for the team at Cubed Talent Management, but they opted to turn the cards into their favour and can now look back on two records years. Added to this success, they are confident in predicting a 35% increase in the budget for 2022.

    What Steven Street, CEO of Cubed Talent Management, brings to the table is much more than 25 years of experience and exceptional skills in the industry. The insights he is sharing is much more profound as it speaks of a deep understanding of how to take a calm approach amidst global chaos. Under his guidance Cubed Talent Management could revert back to basics, set certain vital systems in place and excel beyond expectations

    “Without sounding like I am fetishizing the pandemic which was terrible and truly a crisis for too many people. There was something strangely exhilarating about the whole thing where there was little we were completely in control of and I think it had a bit of a levelling effect,” is Steven’s take on the first couple of weeks after Covid-19 became a very relevant reality. In this podcast, he shares how his team managed to turn what could have been a disaster into profound success.

    Episode Outline and Highlights:

    [0:28] Introducing Steven Street [3:24] How Covid-19 illuminated the need to live by your company values [9:48] What is CIRCLE and how did it create a launchpad for new growth and success? [14:00] Freedom regarding working conditions ensured productivity [15:25] 1st of June 2020 became recovery week 1 [18:00] Lesson #1 from the pandemic - keeping it simple [25:00] Redefining key markets to include sustainable sectors [26:30] What were the most prominent changes ensuring record-breaking years? [28:13] The benefits stemming from looking at the business from a different perspective [32:25] What is a pre-registration storyboard and how to use it to differentiate your brand [43:13] Hosting virtual events for clients helped to improve the team’s success in converting more candidates into placement [53:02] Effective implementation of “doing more and talking less” [58:50] Addressing increased personal productivity and improved behaviour

    How Cubed Talent Management Managed to Turn Covid-19 Into Two Record Years

    “What the pandemic taught us was really was to flatten and simplify and we went back into direct drive. For every input, for every hour worked, for every pound spent, for every effort expended, we’ve got to see the wheels turn and they’ve got to turn quickly and they got to turn and take us into the right direction to the next destination which was recovery, consolidate. grow and then scale.”

    Steven explains how they realized when the pandemic stripped away the numbers they were used to and all the comforts and certainties that come along with success, all they had left was each other and the values they shared and the bonds that tied the team together.

    The platform they could use to gain traction again consisted of basic human needs of association, community, security and a sense of belonging. The result was a record two years in the business. As they had no choice but to change, they opted to go at it “really hard and radical.” They realized that they went through the typical enterprise maturity cycle and that they need to take on the mindset of being a startup again. This was how they could attend to the tasks that really mattered and made a difference to their success. From here they could proceed from recovery mode, to consolidate, grow and scale. This is where they are now and the foundation that allows them to put an exciting but reasonable growth expectation in place for 2022.

    The Values That Served as the Glue Leading to Success

    CIRCLE - what does it stand for? Steven explains what these values are what they were holding onto. He also emphasizes that for values to be the platform of your success, you need to do more than claim them, you need to live them. While value statements are mostly written manifestos of what your brand stands for during times when all is well, their team has experienced that their values became even more tangible when all bets were off due to this immense disruption of lives the world experienced during especially the height of the pandemic.

    Lesson Learned - Keys to Lasting Success

    Cubed Talent Management showed themselves as exceptionally successful to manage their in-house talent optimally during a time that might as well turn out in quite a different manner. What did they learn during this time?

    Simplify procedures Redefine key markets Be more productive Be more discerning about what communication is necessary and when Revert to doing what a start-up does

    These are only some of the aspects Steven believe will enable a recruitment firm to enjoy an unexpected level of success.

    Our Sponsors

    This podcast is proudly sponsored by i-intro®.

    i-intro® is an end-to-end retained recruitment platform. Our technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees and increase their billings. Be sure to mention Mark Whitby or The Resilient Recruiter for a 25% discount. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained

    Steven Street Bio and Contact Info

    Got into recruitment on the ground floor - fortuitously, with Larry Gould's business Link Up in June 1993 - followed by a successful stint with Pertemps (which would have been my forever career - had I not launched Relay Recruitment in 1996; subsequently sold in 2011. Now working with an amazing handpicked team at Cubed Talent Management.

    As stated on my LI profile: a human Swiss Army knife, problem solver, acquirer and nurturer of World Class talent, therapist, wine drinker, believer in a brighter future and, most importantly- lover of dogs. 🐶 Yorkshire born and bred - dragged up in Bradford.

    A vociferous enemy of mediocrity, shabby service, average aspiration, poor standards and negativity.

    My own personal mission is to launch a community enterprise supporting young people with Autism, Aspergers and other additional needs into dignified internships, work placements, work experience and ultimately, quality career pathways.

    Steven Street on LinkedIn Cubed Talent Management website link Cubed Talent Management on LinkedIn Cubed Talent Management on Twitter Cubed Talent Management in Facebook

    People and Resources Mentioned:

    Non-profit Org that Steven Supports: Martin House Children’s Hospice Fundraising and Creating Awareness for Martin House

    Connect with Mark Whitby

    Get your FREE 30-minute strategy call Mark on LinkedIn Mark on Twitter: @MarkWhitby Mark on Facebook Mark on Instagram: @RecruitmentCoach Related Podcast You Might Enjoy TRR #51 Disrupting the Recruitment Industry: Radically Rethinking Our Client Relationships, with Steven Street

    Subscribe to The Resilient Recruiter