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There are three questions that every recruitment managers needs to know. It is something I highlight often in recruitment manager training because it really is at the heart of turning around underperformers. The questions you need to ask your consultants are:
1) “What do you want specifically?”
2) “What will that give you or get for you?”
3) “Why is this important to you?”
The reason that these three questions are so powerful is that they relate to someones beliefs, values and purpose.
Why do people stop performing?
Often you’ll have experienced recruiters with 1 – 5 years recruitment experience who are way below target. They know exactly what they are supposed to do – the actions and behaviours to get results. They have the skills and capabilities to be a great recruiter. Yet, “WHY ARE THEY NOT BILLING????????”
The problem normally lies at someone’s Values, Beliefs or Purpose. Normally they have not got enough reasons why they need to do it for themselves, or it’s not important to them or they have lost sight of the purpose of why they are doing recruitment for themselves. This can then create a lack of confidence, lack of focus, de-motivation and sometimes fear.
The problem is NOT with skills or training. The problem is linked to motivation or beliefs or values or purpose.
Do you remember a time as a kid when you really wanted something? I remember really wanting a white mini with go faster stripes when I was 17. At the time, I had about £100 in my bank account – the car cost £600. It’s amazing how resourceful you can get when you really want something! I remember working 3 jobs in all spare hours to raise the cash to get this car. Because I was really motivated, getting that car was really important to me! I had a clear purpose for raising the cash. It only took a couple of months to earn the cash.
It’s like that for recruiters and if you can help them realize what’s in it for them (WIIFY) – something they really want to have or to feel, a change happens at a higher level and they uncover the skills and capabilities to get there. If they don’t know how to do something, then at least they are motivated to find out and learn how to do it!
So when you ask the question: “What do you want and why is that important for you” it helps them to get clear on their values and motivations.
Also remember :
“You can’t think yourself into a new way of acting, but you can act yourself into a new way of thinking.”
Your next step is to help them work out a plan of action and then support them through any fears or uncertainty. By confronting the problem straight on, up-skilled with different approaches and techniques will give them confidence to change their way of thinking. Remember to agree a set of specific actions with timelines, targets, measurements and as always a time to review with you!
I hope you found this article useful. For more advice on how to get your under performers back on track, join my FREE Webinar ‘The 6 Step System to Convert Your Under Performers to High Billers in 14 days or Less’
Click on this link to sign up: 6 Steps Convert your Under Performers to High Billers