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3 Vital Steps For New Billing Managers

Posted by Nicky Coffin

Remember those days when you sat down at your desk flicked your mental switch and raced down your list of ‘to do’s’, chasing candidates and clients and business developing.  The days flew by and making placements was pretty straightforward;  wasn’t it?


Then you decided it was time for your next challenge, some career development and managing the team seemed the next logical step. Then you had the big surprise? It’s not as easy as it looks, juggling your own desk and managing someone else especially when the recruiters in your team don’t work like you do?


It is one of the biggest burden’s billing managers can face; keep their team on track, nailing their own billings, while keeping their head above water.


It’s all ultimately possible and doable; you just need to know the process and where to start.


Spend time thinking and planning


It’s not just you involved in the equation any longer. As a star recruiter you will have been unconsciously competent at all the key aspects of you role as a recruiter.


Accountant doing financing in the office with a calculator for a


Think about your drive to work this morning? I bet you can’t remember most of it? You brain takes over because you know exactly what to do and when; it’s the same as your billing skills. Those vital skills are firmly entrenched in your ‘recruiter’ muscles.


Now you are managing a team of recruiters all your skills won’t be as honed. There are also brand new skills that you need to engage.  That is where thinking and planning comes in.


  • What is THE key goal for the team?
  • What do you need to be doing and when with your team?
  • What are the key drivers that will produce results for your team?
  • What will your approach be with individuals?
  • What skills do you need to master first and how are you going to learn them?


Know your team

portrait of modern business team inside office building


In a work context wouldn’t it be great if we were all the same. Unfortunately we aren’t. That means that your team will all be unique; what fires up their mojo might be quite different from yours.


This comes down to a recruiter’s values and beliefs which I have mentioned before. Find out what is important to someone and you have uncovered their on switch to better results.


Remember you don’t need to be mates with everyone in the team, though you do need to understand what makes your team tick and coach them to higher performance.




KPI’s (key performance indicators) are the secret sauce behind most successful organisations. KPI implementation is one of the first things I teach on all of my development programmes.


3D Modern Signboard Of Kpi


The trick is to make sure that your KPI’s are aligned to the results you want to achieve based on your company objectives and goals.  Really logical I know and yet some companies I come across have either no KPI’s at all or KPI’s from the ark that are identical for everyone. One company realised that one of their KPI’s was linked to attendance at a local networking event. When they changed sector they still continued to attend even though none of the companies they wanted to target were attending.


Plan, act, analyse and review


Here is one of the key differences with recruitment managers that succeed and those that don’t. It was a strategy I was taught a number of years ago that I have developed for recruiters. It’s based on Deming’s circle. We have covered the first two parts above. Next comes the analyse and review. So many managers give an instruction and then don’t check in with the team member to see how it’s going. Those that do will see a marked improvement in results.  Make the follow up and review as important as setting the plan and goals.


Make yourself important


When you first move into a role like this it can be tempting to go for the 24/7 mental approach. Honourable yes; sustainable no! Top performers get the balance right. You need to have times when you unplug. You can then come back with fresh perspective on what to do next.


Sitting at your desk for 15 hours plus a day won’t bring you improved results. In fact probably the opposite. Of course you want to make an impression and you will work longer hours initially. Just get the balance correct.


I hope you found this article useful.  If you would like some more tips on how to deal with the inner game or help your team to deal with their inner game – 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


Warmest regards,