Creative Signs - not related to recruiting : )

Sometimes we need to take a break from all the hustle and bustle and smile. Hope you enjoy these signs...someone sent it to me to share with you.

Creative Signs

In a Podiatrist’s office:

“Time wounds all heels.”

On a Septic Tank Truck:

“Yesterday’s Meals on Wheels”

At an Optometrist’s office:

“If you don’t see what you’re looking for, you’ve come to the right place.”

On a Plumber’s truck:

“We repair what your husband fixed.”

On another Plumber’s Truck:

“Don’t sleep with a drip. Call your Plumber.”

At a Tire Shop in Milwaukee:

“Invite us to your next blowout.”

At a towing company:

We don’t charge an arm and a leg. We want tows.”

Sign over a Gynecologist’s office:

Dr. Jones, at your cervix.”

On a Maternity room door”

“Push, Push, Push”

At a car dealership:

“The best way to get back on your feet – miss a car payment.”

Outside a muffler shop:

“No appointment necessary: we hear you coming.”

At a Veterinarian’s waiting room:

“Back in 5 minutes. Sit! Stay!

At an Electric Company:

“We would be delighted if you send in your payment.

However if you don’t, you will be.”

In the front yard of a Funeral Home:

“Drive carefully. We’ll wait.”

At a propane Filling station:

“Thank Heaven for little grills.”

Last but not least….

Sign on the back of another septic tank truck:

“Caution: This truck is full of Political Promises.”

Recruiting Contracts: Say "No" to Dumb Clauses!

I’ve seen a trend over the past few months where companies are asking recruiters to wait 90 days after their candidate starts working before the client is required to pay the recruiting fee. What disturbs me is  recruiters are agreeing to this nonsense. This is not good for your career. In fact I think it's total garbage. Here's some basic advice for full cycle recruiters: DON’T AGREE TO CRAZY TERMS! If you’re going to be a recruiter the sooner you grow a backbone the better.

Just because some corporate attorney puts a clause in a recruiting contract does not mean it’s reasonable. Say NO to terms that hurt you as a recruiter. Picture this: you go to buy a set of tires and after installation the service person says, “That will be $800.” What would happen if you responded with, “Please sign this paper that says I can drive these babies around for 90 days before I pay”? They would take the tires off your car.

The response to a contract that asks you to wait 90 days for payment is, “No”. End of story. Walk away if it’s a deal breaker. If you’ve read any of my advice you know I believe recruiters offer great value. If you don’t value your service and hard work, find another line of work! Just because something is written in a contract does not mean it's fair, reasonable, or cannot be challenged. Don't give someone permission to steal from you. Theft is theft. Don't wait 90 days to be paid for work that took 30 - 90 days before a candidate was hired.

A better response is, “I cannot agree to these terms. During the search process I work for you for free. Once you interview a great candidate I also follow through to make sure that candidate accepts your offer, resigns without incident, and starts the position with your company. A lot of effort went into finding a great candidate who fits your criteria. At the point of hire I expect to be paid within ten days and with your payment a 90 day Guarantee For Replacement kicks in. Should the candidate you approved and hired leave your company within 90 days I will replace that candidate at no extra charge to you. How does that sound?” Tie your guarantee to the condition of being paid promptly.

A big mistake some recruiters make is setting the tone to be treated like a clerk. You’re a consultant. Use your recruiting skills to establish equal partnership-status relationships. Guess what happens when a company ‘wins’ and you ‘lose’? You won’t want to work on their search and you shouldn’t! 

When you stand your ground and expect respect more often than not, you easily get what you want. It is reasonable to be paid for work completed. Those of you who’ve read my book know I usually (unless the search has caused me extra brain damage) offer a $500. Discount if my invoice is paid within 5 days. 99% of the time I get paid within 5 days.

The second benefit of saying ‘No’ to stupid contract clauses is the client begins to see you as a strong professional. Everyone recognizes a winner when they see one and people like to work with winners. Be seen as someone who can think, and ask for what you want. Demonstrate you are nobody’s fool. Be someone who makes things happen. Your client will treat you better.

Recruiting relationships are a two-way street. Stand your ground and choose to work with fair-minded clients. You’ll be glad you did.

by Kimberly Schenk, Headhunter, Trainer, Author. 

If you need a recruiting coach to help you solidify a more successful mindset, that’s my specialty. Thanks for reading.

If you recruit in the mortgage industry and want to know How to Recruit Loan Officers, I can help.

Looking For A Mortgage Recruiter? 5 Reasons to DIY!

If you’re in the mortgage business the recent upswing in housing sales is welcome news. Every month, per the Google search word tool about 600 companies search for a mortgage recruiter. Per the Indeed.com job site, there are 4260 jobs posted for loan officers. Simplyhired.com shows 28,804 posts for loan officers; CareerBuilder, 1361, and Monster, 1000. As an Executive Recruiter who has worked in the mortgage industry for over 20 years, I can tell you there are not enough recruiters  to fill the need for loan officers.

What’s the solution? If you’re a branch manager or executive in the mortgage industry and your company is in an aggressive expansion mode, seek out recruiter training. Recruiting is a skill you'll use throughout your career, no matter your position.

The fact is the fastest way to increase the number of loans your office closes each month is to attract top talent again and again. Every loan officer hired who can close 1.5 – 3 million a month will continue to increase their loan volume as the market improves.

Here are 5 reasons to seek out recruiter training from a top mortgage recruiter.

 1.     DIY recruiting saves you time and money. Why spend 6k – 15k or more per hire? You’re in the ideal position to gather names of loan officers with good reputations in your local market. You can approach them using the same techniques top headhunters use. You'll know how to gain trust, establish rapport, qualify, dismiss a candidate respectfully if needed, or move the process forward. This know-how is invaluable. Why pay a recruiter 100k a year when you can DIY with some high level training?

 2.      Choose to recruit and hire one loan officer a month or each quarter. Control your destiny and create a name for yourself in your local market as the man or woman who makes things happen.

 3.     Eliminate the frustration of ‘going without’. There’s no need to be at the mercy of an outside recruiter’s schedule or an in-house recruiter who has dozens or hundreds of offices demanding loan officers. Every recruiter you speak with has multiple clients clamoring for loan officers.

 4.     When you know how to recruit, you’ll avoid activities that waste your precious time. You’ll qualify potential candidates in less than ten minutes and select only a few to interview thoroughly.

 5.     You’ll know not to extend offers unless you’re sure the offer will be accepted. This protects your brand and raises your credibility in the community as a leader who hires the best producers. Loan officers gossip and free, positive PR is valuable.

When you know how to recruit, you can plant seeds in the minds of up-and-coming stars. When the time is right you’ll be equipped to close the deal and hire yet another top producer. Recruiting does not happen by accident. There’s a process and proven methods to generate results quickly.

Recruiting should be a priority for production managers at every level. Why delegate this important task to someone else? While it’s smart to share the tasks involved in the recruiting process, knowing how to systematically attract and hire the talent you want will place you light years ahead of the competition.

We live in a world of specialists. There’s value in working with a recruiting coach. They can quickly help you improve your technique. Those who make recruiting a priority will win big as a new generation of loan officers get licensed and established in the mortgage industry. We all benefit from professional training so consider learning the principles of recruiting.

Surprises surface regularly during the recruitment process and cause confusion. Don’t re-invent the wheel. Work with a recruiting coach for immediate feedback and strategy. Recruiting cannot be learned in one sitting. Cultivate a relationship with a recruiter and pay them by the hour for advice, if they don't have a formal program.

The magic of a great process is these techniques transfer to every kind of negotiation. When a transaction comes together beautifully, there’s an elegance to be appreciated. When everyone walks away happy, there’s satisfaction in knowing you’re the one at the center who made the deal happen. Recruiting is a skill that delivers one of the highest ROI you’ll ever experience.

by Kimberly Schenk, Headhunter, Recruiting Coach, Trainer, and Author

http://www.magicofrecruiting.com

Top Recruiter Secrets

Mortgage Branch Managers: Do You Know How To Recruit Loan Officers?

The mortgage business has been through Hell the past few years. As a recruiter I’ve watched thousands of mortgage professionals leave the business altogether. Instead of destroying a wonderful recruiting niche, the demand for loan officers and branch managers has surged. Those who’ve stayed the course will profit as the real estate market recovers. Branch managers who know how to recruit loan officers will benefit the most.

Many medium sized mortgage operations have seized opportunity with both hands by absorbing smaller operations. This has proven to be a smart move. Former owners of small mortgage companies have joined larger organizations. The parent company handles the compliance issues, and offers funding advantages that come with volume. Operating under a larger umbrella has some perks. The world did not end and life is starting to look good again for mortgage professionals.

Countless mortgage brokers and one-man-band operations didn’t survive. Mergers, bank closings, limited sources of funding are only a few items on a long list that have impacted the revenue of mortgage companies from coast to coast. The need to recruit talent has not diminished. Mortgage operations with in-house recruiters, cannot keep up with the demand.

For several years the estimated number of loan originators leaving the business was tracked at 4000 a month. A new generation of loan originators is entering the market. Understanding the fine points of recruiting is more important than ever. If you’re a branch manager or team leader trying to grow your local operation, set yourself apart by developing an effective, systematic recruiting process.

There’s no need to rely on in-house or contingency fee recruiters. If you’re lucky enough to have the help of a recruiter, take that assistance with a smile. Learn how to recruit for yourself and you won’t need outside help. When you know how to recruit you control your income and surge ahead of the competition.

Recruiting looks easy but it’s not. It’s frustrating to think you’ve got a sure hire and then find the candidate vanished without warning. Recruiters have survival skills. We use a system. We follow a process to maximize our efforts. We work efficiently and so can you. We earn every penny of our fees.

Branch managers and team leaders come across recruiting opportunities every single day. Those who know how to recruit are positioned to capitalize on these opportunities. They will be the biggest winners in the new world of the mortgage industry.

Would you like to hire 4 – 8 new loan officers in the next 12 months? How are you going to accomplish your goal? How many candidates must you qualify before you interview one? How do you not waste time on undesirable candidates? How will you recruit efficiently if you don’t have an effective process? There’s a better way than the prevalent ‘hit-or-miss’ method.

Don’t be so desperate to hire a loan officer you’ll accept a sub-par candidate. Raise your standards above ‘Do you have a NMLS license and a pulse?” We train recruiters. We train branch managers and team leaders to recruit as well. Everyone has had to adjust and change if they work in any part of the mortgage business.

When you know how to recruit loan officers you’ll feel more in control of your local universe and income. This is one set of skills that will also prove valuable in your primary business development. Seek out recruiter training and work with a mentor or coach until you have a defined recruiting process. Once you have a system you’ll set realistic hiring goals and meet those goals with ease.

by Kimberly Schenk, Executive Recruiter, Trainer, Author

Finding a Search: The One-Call Close

Recruiter training should include how to cold call for new search assignments.  For some reason calling for new business is a stumbling block for many recruiters. Even after being told how to execute a one-call close, they have trouble believing this technique will work. Calling for new business is like learning a new dance. It feels awkward at first but before you know it calls are being made with gusto. Getting new search assignments is fun.

First, this is crucial, act like a consultant. Talk with everyone as a peer. If talking with people who have upper level titles, like CEO, Hiring Managers, and VP’s intimidates you, stop and figure out why. Consultants solve problems. We are experts at hiring. We locate and recruit the exact candidate a client wants. You are special. Talking with those who will approve your fee, as an equal, increases your success rate.

With practice comes comfort. Treat your clients as you would a peer and you’ll gain respect quickly. You’ll also avoid being treated in a subservient fashion. Don’t be afraid to show some spunk. Challenge outdated thoughts. Share current best practice advice. Offer value during your call and as you negotiate your fee. Get comfortable addressing sensitive subjects by asking questions. Everyone wins when a recruiter knows how to do her job well.

Prepare your script and your mindset. Getting a search assignment is a one call close. Speak slowly and clearly. Speak with authority. Expect to be connected with the highest-level person who can approve your fee. Steer clear of HR departments unless a CEO refers you to them with his or her blessing.

My favorite way to initiate a search assignment phone call is by introducing a candidate. Keep in mind while it’s great to get that candidate an interview, they may not be the best person for the opening your client needs filled now. No matter how positively a client responds, a top recruiter will take a thorough search assignment every time.

“Jenna, my name is Calamity Jane. I'm an Executive Recruiter or Headhunter if you prefer and the reason for my call is I have surfaced a veteran accountant with 9 years experience. This candidate is a CPA, and has a degree from Boston College. He' currently working for the top accounting firm in Washington DC. Can you use a person with this background?”

Patiently wait for a response. Let the hiring manager process what they heard. Be cool and comfortable with silence. Don’t say a word until the party you called says no or asks a question. Answer questions with brief responses and quickly ask a new one. There are a number of buying signals clients give. Silence is one. They know there's a fee involved and they're deciding if they’re ready to take that leap.

“How much?” is another huge buying signal. “My fee is typically between 18% and 27% based on the difficulty of the search. Tell me, what position are you most in need of filling today?” (Notice I answered then immediately followed up with a new question). If the client says, “I want to interview the person you just described,” you say, “Fantastic. Let me ask you some questions to make sure he's a good fit for your company and the position you need filled. If he’s not an exact match I’ll send you a candidate who is perfect for the position. What's the title of the position you want to fill?


At this point you’re taking a new search assignment. Fill out your form. Keep asking questions. Get to know who this client is and whether you want to work with them. Clients relax and let you take the lead if your questions and demeanor command respect. This is your area of expertise and as the conversation unfolds their mindset is shifting. They believe you're a credible professional who’ll solve a pressing problem. Don’t let them down! Vacancies are costing your client money every day.

The key to a one call close for new search assignments is simple preparation. Act like the expert you are and be selective in choosing clients with whom you'll work. As a recruiter if you wonder if it’s possible to get a search assignment in one day, the answer is a resounding yes. Learn how to handle your clients and fill their positions efficiently. Get recruiter training or work with a recruiter coach if needed.

by Kimberly Schenk, author of the 'Top Recruiter Secrets' eBook and 'Cold Call Therapy'.

Recruiter Coaching For CEO's, Entrepreneurs, and Sales Managers

Do you want to recruit top talent but don’t have the budget for headhunter fees? Is your company poised for a growth spurt but lacking the people to handle an increase in business? What if you could locate and recruit the people with the right skills when you wanted? When you know how to recruit and you share that information with your team, you’re one step away from blowing your competition out of the water.

Recruiting is a sales position complete with a well-defined process. Top recruiters use proven techniques and strategies to make consistent placements. Much of their training is related to maximizing their placement efforts to serve more clients and ultimately make more money. You already know your business and thus only need to cultivate those recruiting skills you'll use.

CEO’s, business owners, and sales managers are often at the mercy of limited recruiting budgets and in-house recruiters who are flooded with personnel requests. Stop feeling frustrated and take control of more opportunities by learning those aspects of recruiting that pertain to locating, attracting, and hiring the talent you want most.

If you’re willing to work 2 – 4 hours a week recruiting for yourself when needed, you’ll reap the rewards of your efforts for as long as your recruits stay with your company. That’s a payoff worth considering. The same skills used to recruit are transferable to buying or selling companies and most transactions where negotiations are involved. Within 12 – 18 recruiting calls recruiters generally can find an ideal match.

The key is to work smart and efficiently. The recruiting process sometimes seems counter-intuitive in that the best recruiters never try to convince candidates to make a move. We actually spend more time dismissing sub-par candidates so our precious time is spent qualifying the best people. The most available people are often not the best people for the job. It's not difficult to develop the strategies and specific skills needed to recruit.

My suggestion for CEO’s, business owners with growing companies and sales managers is: Take matters into your own hands, find a great recruiting coach and get the people you want, when you want them! The recruiting process is dotted with communication minefields. A deal can blow up anywhere along the route to a successful hire. There’s a lot to learn but a coach in the background will make sure you’re doing the right things and avoiding blunders that kill placements.

Your recruiting coach is standing by with decades of experience to help you create credibility, establish trust, and say and do the things that ensure you get the folks you want on your team. Your coaching fee is a one-time charge. You’ll capitalize on what you learn during the dozens if not hundreds of conversations you have forevermore. Your first hire will pay dividends that far exceed any fee for recruiter coaching! Get busy and take your company to the next level.

by: Kimberly Schenk, Headhunter, Recruitment Coach, and Author