As promised, here are the Three Primary Rules for developing a scalable new agent recruiting process:
Rule #1: There is no replacing a guaranteed, consistent, and large number of high quality candidates across the entire calendar year.
Rule #2: Because of this large influx of candidates, one must have a system that tracks and enables consistent contact with every candidate from- first interest- through interview- to hire, so as to minimize any candidates falling through the cracks or being lost to competitors.
Rule #3: Finding a manager who can consistently execute the above rules should be considered an anomaly. You can find managers who are good recruiters, but to replicate their methods is extraordinarily difficult because they’ve developed their own personal system. If you depend on the managers alone to do your recruiting, you’re running the risk of inconsistent recruiting. In our experience of directing large flows of candidates toward managers, we’ve found that they simply aren’t wired to complete the tasks required to contact each candidate at the frequency we’ve seen essential for good results. This is not an insult to managers. Nothing could be further from the truth. Good managers are wired to be good at interactions, leading, inspiring, coaching, and of course… their own, individual, idiosyncratic, style of recruiting. They are very good at sitting across the desk from a candidate and inspiring them to become an agent – Our numbers consistently show that most managers convert 25% of their interviews into new agents who are excited about joining their company. So… get them a lot of people to interview!
[Addendum to Rule #3: If you are executing on Rule #1 (having a consistent, large volume of candidates), then a central recruiting coordinator who is “wired” to handle the large number of tasks it takes to execute Rule #1 is essential.]
Because of the first two rules, companies must simultaneously execute two recruiting systems. One system should encourage the development and accountability of each manager recruiting through their own personal methods, and the other should include systems built with the first two rules bolted on the side. Remember, I am talking about a “scalable, repeatable recruiting system.” This must be a system that allows everyone to do their best work every day. It must not be a system that requires dependency on any one person, nor should it be difficult to replicate.
And most importantly, everyone involved must appreciate each other’s work across all parts of the process, for each piece takes an enormous amount of consistent work. Sourcing large numbers of candidates, funneling these contacts toward interviews, trying to convert these into hires, etc…all are pieces of an important puzzle and must be acknowledged.
When the above rules are followed, it will not only have a substantial impact on improving results, but will also reduce the level of frustration for everyone involved.
Editor’s Note: This article was written by Dr. David Mashburn. Dave is a Clinical and Consulting Psychologist, Partner at Tidemark, Inc. and a regular contributor to WorkPuzzle. Comments or questions are welcome. If you’re an email subscriber, reply to this WorkPuzzle email. If you read the blog directly from the web, you can click the “comments” link below.
