SW6 Associates’ Post

𝐖𝐡𝐲 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐈𝐬 𝐂𝐫𝐮𝐜𝐢𝐚𝐥 𝐖𝐡𝐞𝐧 𝐇𝐢𝐫𝐢𝐧𝐠 𝐟𝐨𝐫 𝐂𝐨𝐦𝐦𝐢𝐬𝐬𝐢𝐨𝐧-𝐁𝐚𝐬𝐞𝐝 𝐑𝐨𝐥𝐞𝐬 🌟 When it comes to hiring for commission-based sales positions, flexibility is not just a nice-to-have—it's a must. Here’s why adaptability plays a pivotal role in the recruitment process: 1. Tailored Compensation Plans: Tip: Flexibility in designing compensation plans can attract top talent. Tailoring commission structures to align with individual motivators and market conditions can lead to a 30% increase in candidate interest and satisfaction. 2. Adapting to Market Changes: Tip: The ability to adjust recruitment strategies based on market trends is crucial. Companies that stay flexible can respond more effectively to shifts in demand, potentially boosting their recruitment success rate by up to 25%. 3. Customizing Job Descriptions: Tip: Adapt job descriptions to reflect the specific needs and expectations of the role. Customization helps in attracting candidates who are a better fit, improving the quality of hires by 20%. 4. Offering Varied Work Environments: Tip: Flexibility in work arrangements, such as remote work or flexible hours, can enhance the appeal of commission-based roles. Organizations with flexible work options see a 35% increase in candidate applications and employee retention. 5. Adjusting Training and Support: Tip: Provide tailored training and support based on individual needs. Flexible onboarding and continuous development opportunities can boost performance and retention by up to 40%. Flexibility in these areas ensures that you attract and retain the best talent while staying competitive in a dynamic market. Embrace adaptability to build a successful commission-based sales team! How has flexibility impacted your hiring process for commission-based roles? Let’s discuss in the comments! ------------------------------------ Contact me to explore how my tailored recruitment strategies can help you find and retain top commission-based sales talent. #SalesRecruitment #FlexibleHiring #CommissionBasedRoles #TalentAcquisition #SalesTeam

Anatomy of Hiring a Chief Sales Officer Part 3: Collaboration at its Best   From the outside looking in, recruiting could look like it’s not much more than sourcing a good candidate. What we do, however, is much more comprehensive. We help you land the right candidate at the right price, which takes teamwork. Collaborating with a hiring manager on compensation for a new hire is crucial for a successful recruitment process. My RIA client definitely gets an A for collaboration. Early in the recruiting process my hiring managers were humble enough to admit they had no idea what the compensation should be for their new Chief Sales Officer. A CSO is a difficult thing to price out because they need to command the respect of the Financial Advisors they are managing and add value, but they are assuredly going to make less money than the top performers. So the first thing we did was Gather Market Data on CSOs all across the country. We tapped into our national network, looked at all our past offers and were able to provide our client with market data on current salary ranges. This information served as our benchmark. After market data we moved onto Total Compensation: To land an A candidate, you have to consider other components beyond base salary. For a sales role like a CSO, you want to tie variable compensation to results / KPIs. You also must factor in your benefits, equity (if any), and any additional perks the company offers. Presenting a comprehensive view of total compensation can make the overall package more attractive. Lastly, Customizing the offer based on Experience and Skills: To land big fish, you need big bait. I always make sure to submit candidates with varying levels of experience, accomplishments and compensation levels. My client can then decide based on merit and fit what type of compensation makes the most sense. This example of collaboration and communication led to an amazing hire and both parties were extremely happy!! #executivecoaching #executivesearch #chiefsalesofficer #RIA #recruiting Global Recruiters of Mid-Cities (GRN)

Why is bringing a Change and Transformation Manager with specialist recruitment industry knowledge into your project a good idea? Hiring a change and transformation manager not only allows you to focus on your tasks without distraction, I bring specialised knowledge and skills that you and your teams may not have, and can effectively lead the project while conducting research and handling any heavy lifting required. This frees up your time and energy, allowing you to focus on your daily responsibilities confidently. Is it worth it? Hiring a consultant to review your operational processes and tech stack goes beyond simple expenditures; it is an investment towards achieving operational excellence and gaining a competitive advantage in today's ever-changing business landscape. As an ex COO with over 20 years recruitment industry experience I offer a fresh perspective, untainted by internal biases, provide innovative ideas or a back to basics approach and thorough feedback. My expertise in identifying inefficiencies and proposing optimisations can lead to significant cost savings and increased ROI. As a consultant, I offer complete flexibility to customise services for each client's specific needs. No project is too big or small, whether you are based in the UK or internationally, I can support you with a couple of hours a week, a few hours a month or full time for a 6-9 month project as a couple of examples. This agility ensures maximum value and return on investment. With over 20 years of experience in the recruitment industry, my specialisation and passion lies in serving clients within the recruitment and staffing industry looking to identify operational efficiencies, improve productivity, increase revenue and achieve strategic growth. This focus ensures tailored solutions and expert knowledge in navigating recruitment technology and processes seamlessly. I am currently coming towards the end of a long-term project and am available to start working with a new client from July. If you would like to chat about how I could potentially add value to your project then just book a call using the link in comments. #changemanagement #recruitment #recruiting #staffing

How to end the war between recruiters and hiring managers.⚔️ Let’s talk about a common conflict in HR. This one is between recruiting and hiring managers. If the hiring managers have very little to do with the hiring process, things can get contentious fast.  😒 Here’s a great example: I once worked for a client that recruited sales people regularly and needed about 10-15 new sales representatives every quarter.  The role itself was hard to recruit for because the role required a very specific type of candidate and they were hard to find.  So here I am in HR, helping to recruit, busting my butt everyday to source candidates, connect immediately, phone screen and present them to the hiring manager.  Only to be questioned by the hiring manager on my sourcing techniques and critiqued on my phone screening.  Now, I'm all about open communication, but my issue was that the hiring manager knew my full process and they could see all the data, yet acted like they didn’t have the data and had no recollection of the prior conversations and regular status meetings.  And this quickly turned into a cycle of blaming recruiting and HR for not having enough employees. This was so unproductive and we recognized it. 🤔 We knew that if nothing changed, we would continue to have this battle and wouldn’t recruit enough sales representatives and the cycle would continue. So, we worked together to include the hiring manager into the process more, so they would have more ownership. Eventually, we came to a place where we realized if we worked as a team and addressed issues, we could be more collaborative and more productive.  💪 And of course, this was a WIN for the company because we were able to staff appropriately. Have you ever been in this situation and experienced a similar conflict? I know I can’t be the only one😅 #recruiter #recruiters #hrmanager #hrmanagers #hr #hrprofessional

If you have business critical roles in your team which are sitting or becoming vacant, here is some great advice as to how to speed up your recruitment process! #recruitment #professionalservices #businessdevelopment #marketing #communications

Should you leave Agency Recruitment if you don't like the role of a 360 Recruiter? Short answer: No Granted, the majority of roles that exist in Agencies is that of a 360 Recruiter. However, many Recruiters in our industry don't know how to deviate away from this role, and into something more niche See list of other positions you can do in Agency Recruitment ▶180 Delivery Consultant ▶Account Manager ▶Business Developer ▶Strategic Business Developer ▶Project Manager / Coordinator ▶RPO Lead ▶Bid / Tender Manager ▶Billing Manager ▶Team Manager - Non-billing ▶Associate Director I'm not saying it's easy to just move into an RPO Lead or a Strategic BD position, and many of these roles do not exist in the smaller boutique Agencies, but there's definitely life in Agency outside that of a 360 Recruiter Given how most Recruitment Companies struggled to bring on new Clients this year, I feel there will be a push from Large, Mid-Sized and Boutique businesses towards the following positions ▶Account Manager ▶Business Developer ▶Strategic Business Developer There's already been an increase in the volume of pure sales roles within smaller recruitment businesses over the last 6 months and I feel this trend is likely to continue into Next Year So if you're contemplating your next recruitment career move and are unsure what direction you want to go, reach out to the CIR team today #careersinrecruitment #r2r #rectorec #rec2rec

Happy Monday everyone, When I was a senior manager (not in recruitment) I didn’t have a budget to spend as such, was more of a P&L to manage (circa £15 mill in revenue..) So I had to oversee the whole areas operation to keep in the black across the year. EBIT or EBITDA was constantly front and centre of thinking.. I was always one for ‘you can’t save yourself rich’ and ‘play to your strengths’. Learnt this from the chap I was taking over from as he was my mentor previously. My personal strength was client management, so I invested heavily in the revenue side. Ie increasing revenue and diversifying our portfolio would set us up for better success. I also knew that increasing rev could allow for better cost management or at least invest in that side. More resource, equipment etc.. On the contrary I knew that the operating management side I’d be ‘weaker’ at having come from the sales side for years. So I knew I had to hire someone like me but from as good as I was at client stuff but this time from operations. Usually you would ‘pinch’ someone either from another company that you both worked at, or try to convince someone from another area (frowned upon) to come with you to the new area. But I was out of both options, so had to look at the team of 100 people from within. So I set about an operational reorg with the (sales team were fine and I’d mentally vetted that with one addition who I’d lined up for the key account position before) op lead and their team. It meant a couple of drivers joining the office based op team, and a couple of new additons into various positions. The incumbent op manager was fine for the operation we had, but I knew training and development was needed for what my vision was. Ramping up national accounts and key accounts would create a lot more work for our op team, more vehicles, longer and larger delivery routes etc. So I spent the first 6 weeks purely in a delivery / op role working through the op model with them and a view to drive commercial output. Why am I telling you all this? I see companies and clients instruct recruiters to fill roles which is usually driven by live searches. However if you want someone who understands/has experience in - team management, commercial value, outcome based delivery and financial knowledge then look no further. My last 2 team builds in recruitment I’ve felt at home as I was able to have conversations with CDOs and senior leads on things that are much more than the role. Understanding how each and every hire impacts the business is critical to how we design a scalable recruiting model to match of the data strategy. My talent architecture method worked for them, and it will for you. I love this side of recruitment so always up for a chat about all things op model, cost analysis, outcomes, delivery etc! #recruitment #leadership #analysis #teamdevelopment #strategy #hiring #data

Why is bringing a Change and Transformation Manager with specialist recruitment industry knowledge into your project a good idea? Hiring a change and transformation manager not only allows you to focus on your tasks without distraction, I bring specialised knowledge and skills that you and your teams may not have, and can effectively lead the project while conducting research and handling any heavy lifting required. This frees up your time and energy, allowing you to focus on your daily responsibilities confidently. Is it worth it? Hiring a consultant to review your operational processes and tech stack goes beyond simple expenditures; it is an investment towards achieving operational excellence and gaining a competitive advantage in today's ever-changing business landscape. As an ex COO with over 20 years recruitment industry experience I offer a fresh perspective, untainted by internal biases, provide innovative ideas or a back to basics approach and thorough feedback. My expertise in identifying inefficiencies and proposing optimisations can lead to significant cost savings and increased ROI. As a consultant, I offer complete flexibility to customise services for each client's specific needs. No project is too big or small, whether you are based in the UK or internationally, I can support you with a couple of hours a week, a few hours a month or full time for a 6-9 month project as a couple of examples. This agility ensures maximum value and return on investment. With over 20 years of experience in the recruitment industry, my specialisation and passion lies in serving clients within the recruitment and staffing industry looking to identify operational efficiencies, improve productivity, increase revenue and achieve strategic growth. This focus ensures tailored solutions and expert knowledge in navigating recruitment technology and processes seamlessly. If you would like to chat about how I could potentially add value to your project then just book a call using the link in comments. #staffing #recruitment #changemanagement

Ever wondered what a Director does in a recruitment agency? Let's break it down! First off, it's crucial to understand that the role of a Director can vary from agency to agency. Generally, a Director is someone who oversees multiple teams, typically 3 or more, and manages at least 15 individuals. These teams often operate across different verticals and job functions. So, what exactly does a Director focus on? Business Development: This involves bringing in new clients, nurturing existing relationships, and upselling to major accounts. Winning retained or exclusive projects is the goal here, resulting from strategic business development efforts. Client Management: Directors often find themselves in the thick of client disputes, working to resolve conflicts related to fees, backouts, late payments, and sometimes even legal matters when consensus cannot be reached. People Management: A significant portion of their time is dedicated to managing managers who oversee teams. This includes training sessions, weekly one-on-ones, addressing underperformance, overseeing divisional activities and KPIs, and crafting strategies for specialization. Plus, there's the regular task of interviewing potential new team members. Corporate: Directors also dive into the financial side of the business, often with P&L responsibility. Additionally, they drive corporate initiatives such as DEI efforts, conducting salary surveys, and ensuring customer satisfaction. In essence, a Director in a recruitment agency wears multiple hats, from driving business growth and managing client relations to nurturing talent and overseeing corporate functions. It's a dynamic role that demands a blend of strategic thinking, people skills, financial and commercial acumen. #RecruitmentInsights #LeadershipRoles #CorporateManagement

Good Morning Connections, I hope everyone had a great holiday last week! Now that we are starting Q3, I've had quite a few managers reach out recently and are curious about the skillsets we support and how we may be able to fill needs through the end of the year. So, please allow me to introduce a few of Aston Carter's capabilities: - Specialized Expertise: Aston Carter’s recruiters specialize in office skillsets. We understand your industry’s unique requirements and can connect you with top-tier professionals. - Flexible Staffing Solutions: We offer temporary, contract to hire, or direct placements with permanent staff. Aston Carter tailors solutions to your specific needs. Our extensive network ensures quick access to qualified candidates. - Comprehensive Screening: We rigorously vet candidates, assessing their skills, experience, and cultural fit. You’ll receive pre-qualified professionals who align with your organization’s goals. - Cost-Effective: Partnering with Aston Carter saves you time and resources. We handle recruitment, onboarding, and administrative tasks, allowing you to focus on strategic priorities. - Access to Talent Pool: Our vast talent pool includes professionals at all levels-entry-level to executive. Whether you need an admin assistant/reps, Accounting and Finance roles, to supply chain managers and HR members, we’ve got you covered. - Responsive Service: Aston Carter provides personalized service. We listen to your needs, adapt to changing requirements, and deliver results in a timely matter. If you’d like to explore how Aston Carter can address your staffing needs, feel free to reply to this post or call me directly at 319-731-1082. We look forward to supporting your team’s growth. Jake Brand Account Manager [email protected]