Management R³: Recruiters Raised Right
Peter to Rookie: “Before you sign on the dotted line, know this: My job is 1st, to set your tempo, pace and rhythm of activity, then 2nd, to set the quality of your activity necessary to bring you the amount of money you told me you wanted, when I hired you. That’s my job. Your job is to hold that rhythm in place as I raise the quality of your activity rises. Deal?”
Session I Lesson Plan:
Self Analysis: “Do I have what it takes to build a replicable “placement business”… Or am I stuck with “a practice I can’t ever walk away from?”
Expect a little uneasiness in this first session. In his typical style of brutal honesty, Peter will take you through a very real checklist of the ingredients for successful “business parenting”. No different than raising healthy kids: tough love, backbone and a stronger commitment to a recruiters final outcome than temporary lack of “freedom” they will experience. If you believe everyone after training should get a blue participation ribbon, this ain’t your cup of tea. If you believe your numbers are soft because your expectations have been soft…you will walk away knowing why and how to fix that, in this session.
- What character traits exist in owners who have built systems they’ve successfully stepped away from?
- Do you know what the bodily tempo is in a strong recruiter and what they should be physically capable of in a day?
- Are you a “cash-in based”, look backwards manager, or an “activity consistency based”, predictive manager?
- What are the keys to finding great recruiters on purpose, not by accident?
- What and where were high performance recruiters before becoming high performance recruiters?
Session II Lesson Plan:
Shifting to Activity Based Management and Accountability Based Compensation
The average recruiter typically works to their level of financial comfort, and then relaxes. Not the 500K+ producer. She is not built that way nor driven by the motivation of comfort. The average 150-300K biller is.
Pay attention now. As the quality of the average billers’ activity rises (better candidates, more accurate matching, pickier about accepting searches), they can literally close as many, if not more deals with less activity. Right? Fast forward: Now you hire and new recruiters come aboard. They now start to observe a slower level of activity and a new lower standard of rhythm out of the old guard. The result? New rookies no longer have to earn the right to slow down because of higher quality activity. They start off slower because of what they see. Make sense?
I wonder what would happen if we locked a recruiters tempo of:
- # of Candidates recruited monthly,
- # of JO/Searches generated monthly,
- # of Sendouts/Submittals arranged monthly……into place, AS the quality of their activity improved? What might happen to their billings?
The answer is: Billings go through the roof without adding any desks… and we have 27 years of 3-Day Morgan Management Clinic graduates that can attest to it.
Will you get the same results as our In-House clients or 3 day Management Clinic owners got at Peter’s ranch? Nope. But you will get 6 hours of the most critical parts of it. This Morginar™ is a start, and some of you are bright and motivated enough to experiment with it.
Session III Lesson Plan:
The Morgan Quad Model: The System that Allows Management To Gradually Back Away
This is the silver bullet. It is in this session that you will learn the formula for enabling your best managerial prospects to prove and climb each rung on the ladder, allowing them to build their own lil’ company inside your four walls, without disrupting your dream, or your four walls. It ensures consistency of technique, culture and performance standards but most importantly, stabilizes and protects the “family” that is your brand. You are going to enjoy this… a lot.
