Recruiting Tips to Achieve Higher Show to Training than Company Average

Another Vector WinDuring my 5 years at Vector I ran hundreds of 90 minute group interviews to thousands of people and loved it. I achieved a 20% higher show to training than the average for recruiters in the company. Somewhere along the way I learned the very core reasons that affect your interview to training conversion. It was beyond memorizing the 16 page interview and just doing it over and over, although that did have a role.

Below you will find my tips for recruiters.

 
The hope is that by implementing these very tips into your recruiting structure, you too can get 20% higher averages than the rest of the recruiters in your company.

  1. Stay present with your interviewees. Once you have the interview down and you’re doing 3 interviews a day, 5 days a week like I did, one of your biggest challenges becomes staying present with the applicants. My mind used to drift to the massive to-do list I needed to start cracking away at or the sales I could increase by inspiring my team of 100 people. Stay focused anyway – even though it’s hard.
    Those hopeful applicants are your future sales team and their expectations and attitude about the job starts the moment the call in. You can tell when someone is only half listening to you…they can tell too. It’s not fair to them on any level to be off in wonderland while they expect your time and focus to be centered around them.
  2. Personalize your interview just enough to give you the power you need to get a high show percentage. I was trained originally to not stray from the words within those 16 pages, to not make jokes because it’s unprofessional and to act a certain way from beginning to end. This is what was taught based on what worked for the company in the past and I had a lot of respect for that because of their growth and obvious knowledge of the proper system needed to achieve that success.
    At the same time, my show to training percentage hovered around company average or 5% less at times. I knew in my soul that I could do better – I just had to figure out how. So, I started experimenting. One interview with 15 people I’d be completely loose and fun. Bad show to training. The next interview I’d be stiff as a board. Better show, but still around company average. Then I started to act somewhere in the middle. This allowed me to act more myself. I was somewhat loose, but dead serious at the right times. I knew when it was appropriate to segue and when it wasn’t.
    I began to study the crowd heavily – their reactions, when they laughed and when they didn’t, when they took notes, when I started to lose their attention, etc. Memorizing the words to the interview allowed me to say each word while taking note of the shift of momentum that occurred in the crowd. By personalizing not necessarily the words, but the *feel* of the interview, I was able to soar into record show %’s for the company.
  3. Believe it or not, you are a salesperson, not just a recruiter. Your job is to sell those applicants on what you have to offer. Yes, the economy is still in less than great condition and people are desperate. I know plenty of people job hunting and I’ve noticed a constant. They are willing to budge a little but are still picky on the job they want.
    It is wrong to assume that you don’t have to try as hard now because everyone needs a job. If anything, you need to try harder than ever. Sales are down and you need all the help you can get. So think about what sold you on the position, what keeps you at your job. Then, take that excitement and passion and express that energy to your applicants.
  4. Where’s your music? Caution…there is a fine line here. When I genuinely tried to promote all the things I loved about Vector (and that was a long list!) applicants saw that as me trying too hard. It took many interviews for me to realize just how much I could share vocally and then had to save the rest of that energy (about 85%) and express it in my tone and body language.
    Remember, it’s not what you say but how you say it that makes the difference. I was always taught to focus on the delivery of the words and to focus on the *music*. In a song, the words are a partial reason you love a song — the rest is the music behind the words that strike a chord deep down in you. We would strive to take that knowledge and apply it to recruiting.
  5. Study the top recruiters in your company and others. I was always studying from other top performers and reading books to enhance my skills. I never stopped learning. I had to interest in being average and still have no interest. Ask questions, get involved, study your interview and polish your skills.

In coming weeks I plan to share more of my management and sales experience with you. I have some training videos I’ve created that will be coming soon to the site, so stay tuned. Let’s work on increasing sales, creating more efficient training programs and bringing in income that makes you forget all about a broken economy. Stay tuned to see what happens next!

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