The Hidden Power of Your Billing T.E.A.M.

Posted by nicky

October 26th, 2016

It’s a corny saying I know and the truth is that teams, when they work together can and always do achieve more.

  1. Together
  2. Everyone
  3. Achieves
  4. More

Great teamwork and recruitment organisations haven’t always gone hand in hand; have they?

It’s common in many organisations that big billers aren’t good team players and can often be a pain to manage, leaving a trail of devastation behind them on the relationship front.

 

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The truth is it doesn’t have to be like this if you implement a technique known as slip streaming.

 

The power of the slipstream

I have alluded to this in the past in a couple of posts here. Notably my lessons from Geese and the death of 360 recruitment……. I know it sounds weird, though hear me out.

The term slip stream is probably best associated with the formation that geese use to fly when they migrate hundreds of thousands of miles.

They fly in a V formation – the head goose taking most of the impact which means that those following fall into the slipstream and get a much easier and less effort expended flight which means that they can cover up to 72% more than they would if they were flying on their own.

 

Lessons from nature that work in business

This concept works exceptionally well within your business too; it’s about using the strengths of the individuals in your team as they all work together.

Then they can achieve significantly more than if they were to work on their own; this is where your high performing recruiters hold the key to your business growth and success.

It’s common in other industries to utilise the various strengths of ‘selling teams’ and yet staffing and recruitment have been slow on implementing this in their own organisations.

Here is an example for you from a different industry that I personally experienced when I purchased our email software.

When I researched my options I emailed a contact form for a demo from one particular company. Literally within 30 seconds I got a phone call. This was a screening call to check me out and screen if I was a good fit; in other words, how serious was I.

It was established I was and a call was then booked with an actual sales person. Efficient for all concerned don’t you think?

 

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How does slip streaming practically work in recruitment?

Let’s use a top performer I know. I’ll call her call her Samantha for anonymity reasons.

Sam is an outstanding recruiter and she will find and work 10 jobs a month, placing around 40% of these jobs and leaving 6-7 behind, simply because she doesn’t have the time or resource to fill them.

So if you were to put another recruiter – either a junior or someone that is working really hard in another market and not getting the results they deserve to work with Sam to pick up the 6-7 jobs that were created and not filled– they would hit the ground running and you are then using resources effectively; to deliver more profits by leveraging the skill Sam has- being the ‘hunter’ super star BD person.

Any high performer in your business that is placing less than 50% of their jobs means that you could add someone else to work with them and ‘pick up’ what is left behind i.e. potentially lost revenue your organisation.

So I’d like to encourage you to ask yourself:

Who are the consultants that are currently making the most money? What is their % of jobs placed in the last 3 months?

If, as a team, they realise an increase of 10% on that amount how much extra revenue would that be?  What about an extra 20%?
Similar to our example in the last post about the IT recruiter, the numbers will soon stack up.

Here is something for you to now reflect on.

  • Who are the ‘high potentials’ in your business who could support the ‘high performers’ and capture that 20%?
  • Think about someone who’s working really hard but not getting the results. Someone perhaps who’s not great at business development but really good at account management.
  • Or someone that is great at candidate generation. This could even be someone new to the role that’s eager to do well.

 

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Before you say, “it can’t work in our company”, think it through. Yes, you will need to have a system in place and objectives and role definitions are key however the potential initial investment of time setting this up will pale into comparison to your increased profits.

Would you like to know more? Then get in contact here and let’s have a conversation.

 

Warm regards

Nicky

 

High performing consultants are the lifeblood of any successful recruitment organisation. The challenge starts when your recruiters underperform. There is a solution and I cover it in-depth in my latest ebook; How to Convert Your under Performers to Consistent Billers in 14 Days or less. You can download it here.

 

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