Home >> Content Tracks >> Content Tracks >> Improving Profitability Takeaways from Improving Profitability Conference Session Track The Cobbler Without Shoes: Successfully Sourcing, Recruiting, and Developing High-Performing AEs & Recruiters Moderator: Threase Baker, President, ABBTECH Professional Resource Recruiting turnover is a serious challenge for IT and engineering staffing firms today. The impact is damaging, especially for smaller firms who don’t have large teams to find, onboard and train new recruiters. The talent shortage means that staffing employees are already stretched thin, without having to worry about retention within their own organizations. Threase Baker, President, ABBTECH Professional Resource, assembled an all-star panel of four industry veterans to talk about how to better find, attract and train recruiters. They included: Rick Carlson, Harvyst Consulting Partners David Morgan, President, Information Technology & Engineering, Addison Group John C. Larson, President, Cohesion - Consulting & Staffing Matt Greene, Senior Director, Recruiting, Signature Consultants Here’s three big questions Threase posed to the panel, and the biggest takeaways they shared with the room. What makes a good sales person and recruiter? It’s NOT experience. Most panelists and those in the audience have success hiring college graduates. Many have also had success in particular with internship programs. Top five attributes that matter: competitiveness, discipline, coachability, grit and passion. A college degree doesn’t matter. While university campuses and events are a great source for candidates, not having a degree isn’t a deal breaker. For those in the sales industry, personal attributes are more important than an education. Anecdote: Cohesion’s John Larson encourages everyone to read the book Grit to understand what makes a good recruiter. Which industries are good sources for talent? Assistant managers in the retail industry, surprisingly enough, are often a great fit. They share a lot of the same attributes as successful recruiters, and their experience translates well into the staffing industry. Generalist recruiters make good IT recruiters. Many consider moving into IT from other areas of staffing as a promotion or step up for their career. IT staffing firms benefit from their knowledge of and direct experience in the staffing industry already. Those are in the service industry are often a good fit for recruiting. They understand the sales mentality, have great communication skills and are good at delivering a red carpet experience. Anecdote: “Service industry workers” doesn’t just mean waiters. Rick Carlson from Harvyst Consulting Partners shared his experience in hiring someone he became familiar with as an employee of his pest control company, explaining that he shared all the same attributes that were needed for a recruiter. How can we better train recruiters? Give new hires a mentor. It’s a mutually beneficial relationship, as the mentor grows just as much as the mentee by sharpening their skills and helping to problem solve new challenges. Expectations aren’t often understood, from what the day-to-day job entails and activity levels it takes to be successful to what metrics they’re measured against. For smaller companies, the challenge is consistency. The experience from the hiring process to the onboarding process to early employment must be a smooth transition. The panelists also shared other pieces of advice: John Larson, Cohesion: You need to be sourcing ALL THE TIME. If you have a need for recruiter, it’s too late. David Morgan, Addison Group: Use data to your (future) advantage. If a college graduate rejects your job offer, track them and follow up a year later to see how it’s going and if they’re ready to consider recruiting. Matt Greene, Signature Consultants: Don’t be fooled by professional interviewees. In some ways, college guidance counselors have over-trained graduating students for job interviews. Find ways to challenge recruiting candidates to ensure they aren’t just telling you what you need to hear. Rick Carlson, Harvyst Consulting Partners: To retain someone, you have to ensure they are successful. To do that, you have to give them a roadmap. Our thanks to the moderator and panelists for a great session with some actionable takeaways that can help staffing firms of all sizes. Double Your Firm's Profitability: The Five Essential Actions Panel Moderator: Al Bates, Principal, Distribution Performance Project Click here for slides According to the TechServe Alliance Operating Practices Report, high-profit IT and engineering staffing firms are more than twice as profitable as the typical firm. How do they do it? In this special 2 hour session, Dr. Al Bates, the chief architect of the OPR and Sales & Recruiter Metrics Report, will draw upon the industry’s most comprehensive benchmarking reports to provide a roadmap and demystify what it takes to become a high-profit firm. In outlining the five essential actions that you can take to drive greater profitability, he will lay out not only “what to do” but “how to do it.” 2019 SPONSORS 2019 SIGNATURE SPONSORS 2019 EXHIBITORS 247 Headhunting Access Capital Advance Partners Assurance Asurint Avionte Staffing and Recruiting Software Bullhorn CareerBuilder Ceipal Corporation ClearlyRated Crelate Daxtra Technologies, Inc. De Bellas & Co., LLC echogravity EmployStream Flexible Funding Gustav Technologies, Inc Herefish IDB Bank iLabor Network IMS People Indeed iSpace, Inc. JobDiva Menemsha Group Networkers Funding, LLC Oorwin Labs Inc. People 2.0 PGC Group Resource Rhythm Systems Round Table Resource Group SALES MANAGE SOLUTIONS Sense S.J.Hemley Marketing TechScreen, Inc. TextUs TrackerRMS TSN Partners START UP ALLEY Diversify Offshore Staffing Solution Recruiting Innovation Software Next Door Staffing Future StaffUpApp, LLC XOR, Inc.