The Yearly SIX Essentials – Part One – The First Three
As you head into the final stretch of the year, let’s break down the Six Essentials that will drive your success as a recruiter. These aren’t just tasks; they are non-negotiable activities that top producers implement daily. If you’re goal setting for the new year, remember these core principles handed down by the industry’s Big Billers.
Here’s the first part of the SIX – The First Three:
1. Focus on Activities that Lead to Money
Robocruiter (one of my top-producing mentors) had a simple but powerful daily mantra: “When I walk into the office, I ask myself, ‘What’s the first thing I must do to make money today?’” The difference is subtle, but critical. Robocruiter wasn’t asking himself what needed to be done; he was asking what generated results.
His answer? Send Outs. He would ask, “Who do I need to call to get my first Send Out? Once I lock that in, where’s the second one coming from?” After knocking out these two critical tasks, he would turn to the rest of the day.
I remember working with a franchise network years ago, and one recurring issue was this: their offices were filled with Job Orders that looked perfect—typed, spell-checked, beautifully formatted. But they had zero Send Outs. These franchisees thought they were in the business of writing Job Orders, but they weren’t. They were in the business of arranging Send Outs. Everything else was just noise. Send Outs are King—nothing else even comes close.
2. My Value to My Firm Is My Ability to Pick Up the Phone and Speak into It
We live in an age of overwhelming information. It’s easy to get distracted by the endless flood of data that’s available at our fingertips. The internet’s compulsive pull is real—you check your emails first thing in the morning, and before you know it, you’ve fallen into a rabbit hole of low-value tasks.
But here’s the truth: Your value isn’t in data acquisition; it’s in communication. Top recruiters know their success is directly tied to their ability to engage with people, whether in person or on the phone. Remember what sales trainer Cavett Roberts said: “In order for people to buy from us, they must like us, believe us, trust us, and understand us.” These things aren’t possible with just email or texts. They happen when you pick up the phone and build rapport.
It’s simple: If you’re not talking to people, you’re not making placements. And if you’re spending more time checking stats than speaking with candidates or clients, you’re missing the point. Period.
3. Make Scintillating Presentations
A top-tier recruiter knows how to make a presentation that sizzles. The key here is the FAB formula—Feature, Accomplishment, and Benefit. Let’s break that down:
- Feature: What has the candidate done?
- Accomplishment: How well did they do it? (Give concrete numbers—this is where the magic happens.)
- Benefit: How will these accomplishments translate into success for the hiring company?
Now, when you present your Most Placeable Candidate (MPC) using the FAB method, you’re not just talking about their resume. You’re talking about real impact. You’re answering the unspoken question every hiring manager has: “What can this candidate do for me?”
A great presentation isn’t just about the candidate’s qualifications—it’s about conveying how excited you are to present them. Enthusiasm is contagious. As Cavett Roberts wisely said, “People are more moved by the depth of your conviction than by the height of your logic.” When you’re pumped about your candidate, your hiring manager will be too.
Tom’s story…
I once worked with a recruiter named Tom, who struggled with presentations early in his career. He knew the basics—he had the right background, the right skills—but his candidate introductions were flat. One day, he came to me frustrated. “I know the candidates are great, but I just can’t get hiring managers to see it. I send out resumes, and I get crickets.”
I had him sit down and walk me through how he was presenting his candidates. It was a laundry list of qualifications and buzzwords, but it lacked any real pizzazz. No story, no real sense of why this candidate would be a game-changer for the client.
So, we reworked his approach using the FAB method. Instead of just listing experiences, he started framing each candidate’s impact. For instance, rather than simply saying, “This candidate has 10 years of experience in supply chain management,” he framed it like this:
“This candidate revolutionized inventory management at her last company, cutting costs by 20% and improving delivery times by 15%. Imagine what she could do for your team.”
His presentations instantly became more powerful—and his success rate skyrocketed.
Conclusion
The key to success as a recruiter isn’t about checking off a to-do list; it’s about focusing on the activities that truly move the needle. Remember, your job is to generate Send Outs, connect with people, and present candidates in a way that excites your clients. Follow these Essentials, and you’ll finish this year strong and set yourself up for success in 2025!
Next week: The Yearly SIX Essentials – Part Two – The Final Three!
Bob
Bob Marshall began his recruiting career over 44 years ago at MR in Reno, NV. In 1986 he established The Bob Marshall Group, International, where he has trained recruiters throughout the United States and also in the United Kingdom, Malta and Cyprus. With a dedication to executive recruiting, he continues to offer his proven training systems to individuals, firms, and private corporations both domestic and in select international territories. To learn more about his activities and descriptions of his products and services, contact him directly @770-898-5550/470-456-0386(cell); bob@themarshallplan.org; or visit his website @ www.TheMarshallPlan.org.
Bob Marshall
President
TBMG, International
247 Bryans Drive, Suite 100
McDonough, GA 30252-2513
770-898-5550
520-842-5550 (fax)