Net-Temps.
December 14, 2017

Jobseekers: Sign In | Sign Up Recruiters
  InFocus Newsletter Newsletter archives


Share this article:
Bookmark and Share

5 Rules for Effective Job Order Management

  1. Only work on high probability Job Orders:

    • I once heard from a $1 Million producer that for every 15 job orders he wrote, only 2-3 of them would be worthy of a full search.
    • Top recruiters are at peace with the idea that they can’t place every candidate and they can’t fill every job order.
    • Managers: Require rookies to get permission to work a search.
    • Pre-close these items with clients: hiring process, urgency, what happens if it goes unfilled?
    • Focus on marketing stars rather than simply filling orders.
    • Get comfortable saying “no” to clients with unrealistic expectations.
    • Know your target: if you’re a micro firm, go for higher end searches where you can have an impact. If you’re a mid sized firm, you can target mid level searches with lots of openings that you can tag team on.
  2. Have a system for defining the best searches to work on:

    • Label each job order as an A, B, or C.
    • An “A” must have: Cooperation, urgency & marketability. An “A” search warrants both a database search as well as original research.
    • A “B” is missing one of the above components and a “C” is missing 2 or more. A “B” warrants a database search only and a “C” does not warrant any effort at all.
    • Write these orders under a heading of A, B, or C on a white board and update it daily.
    • Label your candidates as A, B or C too and screen them thoroughly.
  3. Tell your clients why it is in their interest to give you timely feedback:

    • Pre-close timely feedback: “The clients who get the full focus of my team are those who respond quickly and give us feedback”.
    • Remember that your clients will treat you the way you teach them to treat you.
    • Let them know why you will be calling: Either to clarify specs, present someone or ask for feedback. Also let them know that most calls will last 5-10 minutes.
    • Ask them to notify you of any changes so that you can pace yourself.
    • Pre-close the issue of timely feedback with candidates too.
  4. Talk to your clients directly about any lack of feedback:

    • Remind them of what schedule they committed to if they flake out.
    • If they are not responding, be clear on the fact that the search is on hold until you hear back.
    • Let them know their decision making and timeliness are being observed by the candidate.
    • Make 2 calls then send one fax. If they still don’t respond, move on.
  5. Ask your clients for concrete commitments:

    • Get interview times in advance. This tests your client’s urgency and also motivates you to take immediate action.
    • Add a “client responsibilities” section to your agreement letter.
    • Get exclusives or retainers from your clients.
    • If nothing else, get a $2,000 engagement fee.
    • Schedule follow up calls while your client is on the phone with you.

- Gary Stauble

Gary Stauble is the Principal Consultant for The Recruiting Lab, a Coaching Company that assists Firm Owners and Recruiters in generating more profit in less time. Gary offers 3 FREE SPECIAL REPORTS on his training website including, “The 3 Things that Lead to Placements”. Get your copies now at www.therecruitinglab.com.