Recruiting Coach: Take Your Recruiting Career To The Next Level! by Kimberly Schenk

A recruiting coach provides one-on-one support. If you’re new to recruiting, transitioning from corporate recruiting or staffing to contingency fee work, then a mentor can facilitate by helping you adjust your thinking. Expanding your capabilities begins with defining your new role.

All change comes from within. Your ideas of what service you provide, how you provide it, and what that service is worth to your clients has to shift within your mind in order for you to successfully assume any role. Titles alone are meaningless. To be a top recruiter one must first embrace the value they provide.

When you believe in what you have to offer, others will believe you. The next step is to make sure the words you choose, mannerisms, behaviors, and thoughts are professional. As a consultant, all your relationships with business people depend on your ability to talk with ever level of management as a peer. Your mindset determines how others treat you.

You set the tone of discussions with your demeanor, tone, questions, and intention to reach your goals. If a client attempts to demean your role either consciously or unconsciously, you have the option of challenging them, and/or not accepting what has been presented. Saying, “No” takes practice.

Example: As an in-house recruiter you may be conditioned to send a hiring manager 4 – 10 resumes of prospective candidates. In your role as an Executive Recruiter that behavior is counter productive and wastes time. When you’re clear about your role when a hiring manager tells you to send over all the resumes you have before he’ll schedule an interview you must be able to explain how you work.

“That’s not how I work. We’ve reviewed in detail what you’re looking for in a candidate. You’ve explained to me what you require in a candidate’s background in order for you to extend an offer. My job is to screen candidates and send only the most qualified individuals to you to interview. You’re paying me a substantial fee to save you time and money. Let me do my job. The first person I send you will be an exact match. I’m very good at what I do and sending a pile of resumes to you wastes your time and mine. It slows down the process. What times do you have open next Tuesday for an interview?”

When you understand the principles of recruiting, the words you use may vary to fit the situation at hand, but the essence of the content will establish you as someone they can trust to deliver the candidate they’re after. You are relieving them of a burden and freeing them to do what they do best. There’s value and power in what you provide above and beyond presenting qualified candidates.

When you work with a recruiting coach prepare your questions so your time together delivers the maximum benefit. Ask yourself better questions. Write down your answers and compare them to the answers your coach voices. The key is to find the answers that resonate with your core. While you’re gut instinct may not be eloquent, it could be correct. Grow your intuition and judgment muscles by stretching your imagination.

A good recruiting coach provides insights, tips, wording, and strategy. The objective is to close more deals, make more money, manage your time efficiently and be happy. Ask yourself what you want from your coaching sessions. Let your coach know and she’ll help you accomplish your goals quickly.

Bio: A no-fluff, step-by-step recruiter training program on how to recruit will take your production to the next level within a few months. We stand ready to place this process in your hands. Kimberly Schenk has recruited in multiple industries for 20 years. She’s been training recruiters and coaching for 10 years. Schenk cares about your success and over 1100 professionals have benefited from her programs.

Loan Officer Recruiting - Fast Track To Dominating local Markets

If you’re the CEO or VP of Production of a medium size mortgage company, defined as 200 – 2500 employees, the recent rebound in the housing market is prime time for beginning your next growth spurt. As an Executive Recruiter and trainer it’s been wonderful to watch many companies chip away market share from the Big Banks. Recruiting loan officers now will accelerate your momentum.

The industry changes over the past five years were overdue. Prudent, financially solid mortgage operations have been gathering steam and re-shaping the mortgage landscape. Some companies have added in-house recruiters to their roster; also a smart move. As a rule in-house recruiters tend to be over burdened with search requests from all factions of the company.

Take your company to the next level by training all branch managers to recruit. Most mid-size mortgage companies expect team leaders and managers to recruit but how many actually know how to recruit? As business picks up, sure you’re going to close more loans because you’ve worked hard to put all the pieces in place to handle the influx of loans. What’s your strategy to continue on the same trajectory?

Don’t stop growing. Take this opportunity to side-step inertia and grow exponentially. A handful of your competitors are arming their front lines with the same tools the best headhunters use. Those managers will recruit more efficiently and effectively with recruiting principles in hand. For a small investment in recruitment training, your production goals will all be exceeded.

As a recruiter, today if I picked up the phone and left messages with five branch managers, three would call me back. We’d talk about their goals and company culture and I’d accept two search assignments. There are not enough good recruiters in the market to fill the need for loan officers. Put your company's future in the hands of 'recruiters' (branch managers) who are emotionally and financially invested in your success.

Recruiting training will have your branches avoiding common mistakes and hiring loan officers every quarter or every month. For example, most managers are oriented to the bottom line (one of the reasons I love them as clients). Their direct style and urge to state the highlights of a company immediately when ‘pitching’ an offer to a candidate is a strategy that most often fails. What’s the best way to engage a candidate? You need to know.

What would happen if you proposed marriage on the first date? A healthy person would turn you down. Good recruiters use sound principles to attract, engage, build a little rapport, and establish some trust all within their first phone call. They withhold their strongest, best company tidbits until the candidate is emotionally and mentally ready to buy the information that will close the deal.

Recruiting takes practice, but one can be successful during the first recruiting call IF they know the process and what to say and what to do in the proper order. While candidates typically react in a handful of predictable ways, how a recruiter manages the process is crucial to not wasting precious time thwarting their own efforts.

Find a recruiting mentor for your all your branches (pick me, pick me) and whip your new-hire strategy into shape within twelve months. Recruiting looks easy but it can be brutal. What does not recruiting cost your company? If there were a simple solution (training) would you be interested in buying it?

Ask yourself: What’s the biggest challenge and frustration surrounding complacency of branch managers when it comes to recruiting? Is the answer a lack of recruiting skills? Loan officer recruiting  is the path to rapid expansion. This investment will pay dividends for a lifetime. The best way to meet all your production and market growth goals is to empower local markets to capitalize on recruiting loan officers they hear about every day.

***A no-fluff, step-by-step recruiter training program on how to recruit loan officers will take your mortgage production to the next level within 12 months. Kimberly Schenk has recruited in the mortgage industry for 20 years. She’s recruited in multiple industries and has been training recruiters and business people for 10 years. Schenk cares about your success and over 1100 professionals have benefited from her programs.

Mortgage Recruiting: Ready to Think Big and Increase Profits? by Kimberly Schenk

The most prevalent model in the mortgage branch system has managers originating while managing an office. Recruiting talented loan officers is the fastest route to sustained monthly growth. We’ve all watched medium size mortgage companies open new branches as a way to expand their territories quickly. Why not grab more of your local market share with the same strategy?

It’s time to think bigger. Capitalize on your expertise and start transferring your knowledge to a new generation of loan officers who are getting trained and licensed. Recruiting is a sales position. As a mortgage pro you sell Realtors on using your service. You sell yourself to customers as a knowledgeable professional they can trust. You sell everyone on your company.

Recruiting is a defined process. With training you can recruit the talent you want, when you want, to make your office a powerhouse loan operation.

Adding 3 loan officers to your staff who each close 1.5 million a month obviously adds 4.5 million to your production each month. How hard would you have to work to close an extra 4.5 million by yourself? Work smarter and expend less energy. Now consider the numbers if you consistently recruit and add 6 loan officers to your team in the next twelve months, and another six the year after.

Recruiting takes practice and know-how. Using the best tactics will protect and bolster your brand. The best recruiters use a system to qualify and dismiss less than desirable candidates. They only extend offers when they know a candidate will accept. They know how to dismantle counter-offers made by an existing employer. Success lies in being prepared and managing the process.

How can you manage a process you don’t know? Recruiting looks easy but can be brutal. There are proven methods and strategies to attract and hire the strongest and most dedicated originators. Have you considered how much money you can save in headhunting fees if you systematically were able to recruit and hire the candidates you want?

In-house recruiters have multiple offices clamoring for candidates. They can only do so much. Why put your livelihood in the hands of distant recruiters? Why delegate this key responsibility when you’re in front of a faucet of candidates? When you have a recruiting method, adding loan officers is like picking flowers from the garden. Recruiting is mysterious only when you don’t know how.

Branch managers come across names of the competition every day. They’re in the prime position to gather those names and initiate harmless conversations. By understanding how to recruit effectively. You're having conversations anyway; Make them count. A seasoned manager will recruit 30 – 40 – 50 loan offices for their operation in 24 - 36 months. Those guys (women included) are killing the competition, and growing their paycheck.

Would you like one office to add over 100 million dollars in closed loan production or more to your bottom line this year? The mystery of recruiting evaporates once the principles are mastered. A few tweaks to your existing techniques may be all that’s needed. Of all the routines one can choose to master, recruiting has the potential to improve your life in a profound way.

We’re all people with goals and personal motivators. Learn to recruit. Save yourself time, money, and aggravation from ineffective recruiting attempts. Stop looking at recruiting as an extra chore. Embrace the possibilities and ride your career to the moon!

NOTE: A no-fluff, step-by-step training program on how to recruit loan officers will take your production to the next level within 12 months. We stand ready to place this process in your hands. Kimberly Schenk has recruited in the mortgage industry for 20 years. She’s recruited in multiple industries (engineering, legal, insurance, financial )and has been training recruiters and business people for 10 years. Schenk cares about your success and over 1100 professionals have benefited from her programs.
visit: Magic of Recruiting