Quick recap
Laura discussed the need to understand the quantifiable and measurable achievements of candidates to effectively market them to clients, with a focus on their unique contributions and benefits for the employer. The team also discussed the importance of authenticity, ongoing learning, and transparency in candidate selection and communication with clients.
Next steps
All recruiters to practice the "so what" game with candidates to extract quantifiable achievements and benefits for potential employers.
All recruiters to focus on highlighting a candidate's most recent and relevant leadership experience rather than total years of experience when pitching older candidates.
All recruiters to have 20-30 minute phone conversations with promising candidates to dig deeper into their experience and extract valuable details not apparent on resumes.
Focusing on Quantifiable Candidate Achievements
Laura emphasized the importance of focusing on the next two months to wrap up 2024 and kick off 2025. She stressed the need to understand the quantifiable and measurable achievements of candidates to effectively market them to clients. Laura also highlighted the need to play the "so what" game with candidates to understand their unique contributions. She then asked Mark to share details about a candidate he was considering, with a focus on quantifiable achievements. Chris Hillman suggested including key accounts and potential benefits for the employer. Laura suggested asking Mark about the candidate's territory ranking and growth.
Establishing Company Name and Retention Success
Mark discusses the accomplishment of establishing a company's name in a new territory from scratch in one year. Laura highlights the importance of quantifying achievements and linking them to benefits for the employer. Rob presents a candidate who improved team retention from losing 2 out of 8 members annually to zero attrition for 3 years while exceeding sales targets by 11%. Laura and Rob emphasize the cost savings from reduced turnover in terms of recruitment fees, training, onboarding, and underperformance during ramp-up periods.
Candidate Selection and Authenticity
Laura emphasized the importance of understanding a candidate's experience and how it translates to benefits for the client. She suggested playing the "so what" game to uncover the candidate's strengths and how they can contribute to the organization. Laura also highlighted the value of authenticity and ongoing learning in today's work environment. Chris Rosenthal shared his approach to candidate selection, emphasizing the need to dig deeper into a candidate's experience and to understand their motivations. He also stressed the importance of being transparent and genuine in communication with clients. Laura ended the conversation by encouraging the team to ask questions and seek clarification from candidates to better understand their value proposition.