slide
slide
slide
slide
slide
slide
slide
slide
slide
slide
Home » Blog » Will “Their” Star Shine In “Your” Business?

Will “Their” Star Shine In “Your” Business?

Posted on January 30th, 2015 by Gecko Recruitment

star

The boundaries between success and failure in recruitment are thin. There are far more factors in being a “big biller” than some recruitment owners realise, and this can make the pursuit of such a person a riskier enterprise than you think.

“But they bill more than $500K for my competitor, what is stopping them doing the same for me?”

Unfortunately it’s not that simple. As in any sales related role, the pure numbers can sometimes be deceiving. There are multiple reasons what their success may not translate to your business.

They may benefit from close relationships with their clients, but where the clients have exclusivity arrangements with their current employer. This revenue stream would be closed for you.

They may have worked under a different business structure. They could be superb at filling the roles that others source for them, but if they are expected to work a 360 degree desk in your company, don’t assume that they are also a business development legend.

They may benefit from an industry leading candidate database, which they obviously can’t take with them, so ensure that your support systems measure up to how they previously worked. Time is money, and if they are messing around with cumbersome systems, their motivation is likely to plummet along with their billing.

They may have ultra-flexible working arrangements that you may not be able to accommodate for a new starter. They would have to prove themselves before you could allow that – what sort of example would it set to your current employees?

They may have inherited a warm desk when they joined their firm. If they don’t have the experience in growing a desk from scratch, that too may prove to be a serious issue. You won’t be able to hand them success on a plate; otherwise you wouldn’t need to bring in a big biller from elsewhere.

They may just have a superb relationship with their boss. Understand how they prefer to work and what sort of approach gets the best out of them. Compatibility (and trust) of this sort contributes hugely in an industry where judgement calls come thick and fast every day. If they have been closely managed, then you may need to watch out. If they are highly independent, you need to ensure that you will not stifle them.

Of course, many of these concerns can be assuaged by careful questioning and astute observations. Just because someone has not done something before does not mean that they don’t have to potential to do it in the future.

So, in conclusion, be careful when you are chasing these mega stars. You will never find out everything about their circumstances, but the more you dig, the clearer the picture will be. Never let it seem that you don’t trust them, just present it as part of your usual due diligence.

Most importantly, tell them as much information about your business as possible. Let them make the final decision about coming to you.

I have only scratched the surface with this article …. Hiring and retaining these “big billers” can make or break a recruiter. Make sure that you do it right!

Phil Dixon is Director at Gecko Recruitment – specialists in Rec to Rec for the Asia Pacific region.

Leave a Reply

Your email address will not be published. Required fields are marked *

 

Connect with us

Twitter
Facebook
RSS

Latest Posts

Know When It’s Time To Shut UpOctober 13th, 2017

Brevity is the soul of wit. You could apply


The Death Of The Suit?June 2nd, 2017

Images of Mark Zuckerberg in his grey t-shirt or


Clicking Isn’t CommunicatingFebruary 6th, 2017

In the age of “likes, tweets and shares” on


Popular Posts

Know When It’s Time To Shut UpOctober 13th, 2017

Brevity is the soul of wit. You could apply


The Death Of The Suit?June 2nd, 2017

Images of Mark Zuckerberg in his grey t-shirt or


Clicking Isn’t CommunicatingFebruary 6th, 2017

In the age of “likes, tweets and shares” on