When a recruit says yes, what’s next?

Hi everybody its Richard Milligan here with 4c recruiting I am in between coaching session shooting what’s going to be a quick video on a relevant topic for anyone that’s a recruiter or recruiting leader in 2018 we did several surveys that revealed some information specific to the industries that we actually coach to around this loss of energy this loss of synergy that a recruit has from the time that they say yes to an opportunity the time they actually cross the finish line so if you are in a position where you’re recruiting highly experienced people that are bringing a book of business that have been in your industry for a decent wind of time five years plus that’s just an arbitrary number but they’ve got experience in your industry and they’re coming to you as someone that’s highly recruited someone that’s highly what I would call reverse recruited by the time that they turn in their notification of hey I’m resigning I’m going someplace else the time that they actually cross the finish line to your organization what we found in a number of surveys is that most organizations have about a 20 to 25 percent fall out rate from new hires or potential new hires that said yes we will join your organization to the moment that they actually cross the finish line about two to three out of every ten will actually not cross that finish line now when you think about it’s not surprising and when I say it’s not surprising I mean think about this if I am successful where I’m at and I’m wanted I’m desired where I’m at from a production standpoint then the moment I turn in my notice everybody goes on red alert so I get treated well I have everyone from my area to my regional to my president to my CEO to heads of department all reaching out connecting and saying no don’t leave right so we really put ourselves in the shoes of a top recruit what we know is that men the reverse recruiting energy that gets thrown at them the moment they turn in their resignation it’s intense pressure and what I also know about that scenario is that that individual may have been at this organization for a long window of time a long enough time anything probably greater than two or three years they’ve got incredibly deep relationships people they know when they trust people they feel like they’re letting down like there’s all of these emotions that are wrapped up in that moment where you resign and you feel as though you’re being unloyal you’re being you know untrustworthy like whatever the range of emotions is that you go through when you turn that that that resignation and say I’m leaving I’m going someplace else a lot of people struggle seeing a decision all the way through even if they’re convinced in us the right decision because of that so one of the things you have to address as an organization and and not just an organizational but at a leadership level if you are a market leader if you’re a sales manager branch manager area manager regional manager divisional company president CEO you have to address this at a company level heads of recruiting you’ve got addresses at a company level if 2 to 3 out of every 10 people the say they’re going to join your organization don’t join it because of the reverse recruiting pressures then you have to have a plan for how you’re going to counteract that now one of the things that I did when I was a recruiting leader was I think I addressed this extremely well and so one of the things that I did was I would have all the department heads signed t-shirts and the moment if someone said yes that they were joining my team I would actually overnight out to them a t-shirt that every department head actually autographed that has a short note on it we then also have multiple onboarding meetings where maybe at a local level I had the local team meeting with them at a corporate level if there’s corporate support I would have a corporate onboarding team meet with them and I know that pre onboarding most organizations don’t have anything in place for this they wait for the date that that person shows up at work and then they begin the onboarding but I think that every organization would be smart and every leader would be wise if they had a pre onboarding process we’ve been able to show when we coach organizations and specifically leaders to creating some sort of a pre onboarding process that they can actually diminish that cut that number in half and sometimes more of the loss that they have from when people actually say that they’re going to join the time that they actually join and it’s worth it think about it if you’re going to if you’re anticipating hire hiring 10 people as an individual team leader over the course the next year and you capture two to three additional people out of that 10 that you’re going to make an offer to because of your pre onboarding process then it’s a significant win for you and it’s worth an investment of your time here’s what I want you to think about we did a survey over the course of the last year and what we found is that people that incorporate six or more people into the recruiting process when almost twice as much as people who actually have a lesser number than that involved in the recruiting process one of the things I teach about is this idea around belonging, affirming, meaning called the BAM zone okay people want to belong to something bigger than themselves people want to be affirmed by a life-giving leader and people want more meaning than whatever the next transaction or whatever the next deal gives to them so what we want to do is focus on those three components in this window of time where someone says I’m going to join your organization and the date they cross the finish line as you will know that can be 30 45 60 sometimes 90 days before someone actually transitions out of the organization into your organization affirmation is one thing that I would absolutely focus on engaging them in a process is extremely affirming get your department heads involved to get your company present our CEO involved a 15-minute conversation to that individual in that pre onboarding stage can be the difference in getting someone across the finish line have a plan addresses this is a larger issue for every industry that’s hiring experienced salespeople that are going to be reverse recruited when they try to walk out the door hope this brought some value to you if you like more videos like this you can go to my vimeo channel my youtube channel I try to cut I’ll roll these per week probably seamless um one of my social channels if you’re not connected to me on LinkedIn I have a number of great articles on LinkedIn that will provide you with additional insight around this and so until the next video have a great week everybody