HeadHunters Academy

In today's episode, learn from Cory who has closed over $51,000 in recruiting fees in about 90 days since joining Headhunters Academy!  To learn more about how you can work with Jonathan, go to headhuntersacademy.com 

Julian describes his personal experience of succeeding at Headhunters Academy, while revealing all the key details, including the trials, opportunities, and life-lessons it took to get him there.

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For more information on how to setup your own recruiting business profitably, go to headhuntersacademy.com

check us out at: www.headhuntersacademy.com Today we discuss sourcing candidates, what to say when screening them, and forwarding their resume over to the hiring manager to get the interview set up.

Learn how to hire a virtual assistant (one or two or three) to help you do all your marketing and sourcing no matter what. Resources Mentioned: Upwork onlinejobs.ph Zoom.us  Slack Loom Xoom (for payments) Hubstaff For more information on how to do your first matchmaking deal, check us out at headhuntersacademy.com Every business must generate leads. Lead lead to presentations, which leads to negotiations and offers and deals being done. But you can’t get there without leads. Lead generation is something that must be done in spite of you. Now there are two aspects of recruiting that you must keep in mind: you are working two sides of the equation or “two sides of the desk” as we say sometimes. That’s the 1) business development side and 2) placing candidates' side. We have to both find our own business and also fill those jobs which can be time-consuming. However, there are literally hundreds of virtual assistants overseas that you can work with who are willing to do these tasks for you at very little cost. We just picked up Four $20,000 positions from our VA and that was one of many How we are working with VAs:  One for new business/sourcing One for sales  Virtual Assistants (or Vas”) can be a viable option for anyone looking to grow but short on time. What is a VA? Technically a VA is any assistant that’s remote. They don’t necessarily need to be overseas, but many people work with Vas overseas because of cost efficiencies.  Pros: Low cost Project based- good for short term Happy people because people love working remotely  Cons Quality Communication What sort of tasks can they do Marketing / social media Software Development Sales Video Editing Research / lead generation What sort of tasks SHOULD they do? Tasks that are simple and straightforward Remember these are people too! Many people fall in to the pitfall of thinking a VA can do everything under the sun. That’s not true or fair to them. If you have simple tasks that you are finding you can’t get to, then it may be worth looking into a VA How this relates to recruiting Business development You need to have leads constantly flowing no matter what Candidate Sourcing You need candidates for your jobs How to find VA Upwork - #1 place to use Pros One-stop-shop: find, interview, clock time, and pay your vas all in one place Cons MARKups – 2-3times actual rate onlinejobs.ph NO markup Can post for free or pay monthly to post – really good exposure I paid for one month, hired two vas, and then I work with them for 6 months and one has become long term with us They also have TONS of great video trainings on how to work with and scale a VA team Post job Decide on term length How to interview a VA Zoom meeting – face to face if you can Be VERY picky Depends on job – if sales, you want someone with good English and the right experience Do a test run of one week and hire two people at once and let them know they are competing for the job – How to track time and pay them Hubstaff + Xoom payments Track screen, time cards, activity, level International payments tricky – Xoom is awesome Why we fired our salesperson and kept the business development person… Sales – was clocking in and doing nothing – some of this was my fault – simply didn’t always have calls for her to do. BD – open ocean of work; no excuse to do nothing. In summary… Most people OVERTHINK hiring a VA It’s really not that hard It’s very noncommittal It’s $50 /week for someone to work 20 hours for you which can take A LOT of your plate for very little investment. For more information on how to do your first matchmaking deal, check us out at headhuntersacademy.com

In today's episode I share a recent coaching call I did where we dive in to cold calling to quickly pick up a client. free mini-course at: headhuntersacademy.com

Today I interview one of my students, Gus, who just closed a deal for $46,000. Gus had no previous sales or recruiting experience and yet he was able to find a client within 3 weeks and close his first deal within 2 months of starting. If you are interested in learning how you can do your first recruiting deal, take our free mini course at www.headhuntersacademy.com

thanks for listening! Here are the links to the books mentioned in today's podcast: Rich Dad Poor Dad - http://bit.ly/rdadpdadamzn 4 Hour Work Week - http://bit.ly/4hrwkweekamzn Tax Free Wealth - http://bit.ly/taxfreewealthamzn The 22 immutable laws of marketing - http://bit.ly/22immutlawsamzn The Personal MBA - http://bit.ly/prsnlMBAamzn The Millionaire Real Estate Investor - http://bit.ly/millrealestateamzn Launch - http://bit.ly/launchamzn Take Our Free Mini Course at: www.headhuntersacademy.com

In today's episode, we discuss how to close the deal by making sure you get all the information needed from the candidate and relay it to the client. take our free mini course at: www.headhuntersacademy.com

In this episode, we discuss how to find new clients, reach out to them, and what to say on the call. To sign up for the LinkedIn Mini Course, go to headhuntersacademy.com and input your email. Here are the show notes: why do companies work with recruiters at all? Most of the companies in America can be described as small-mid level companies, meaning that they have 5 - 200 employees. Regardless of the industry, every company comes to a point where they have hard to fill positions. Most companies will typically try to fill positions by themselves, but after 4 or 5 months go by with that position vacant, they are quite literally losing money. This is typically when they become open to working with third-party recruiters or an agency. The the cost of that empty position becomes so great, that they are willing to pay a large fee in order to fill it. That’s where we come in. So, how do you find these companies looking to hire? The easiest place to find companies to hire is job boards. This will be places like indeed, monster, careerbuilder, zip recruiter, etc. And it typically lists the company hiring as well Another way to find companies hiring is by funding rounds My favorite site to use for this is crunchbase.com Crunchbase lists companies who recently received funding, and the funding amount, which can be anywhere between 500k to millions or even billions of dollars There are dozens of companies every day that receive funding The final way to find companies hiring is from speaking to candidates themselves i’ll typically ask candidates where they are interviewing on our calls 9 times out of 10 they tell me. I can then reach out to those companies in confidence that they are hiring Once you know a company is hiring then all you need to do is find a hiring manager You can do this on linkedin by searching for the company and finding the employees The hiring manager will be the director or VP in the same department as the position that is open If it’s a smaller company, they may not have a director or vp, so it may be the owner to CXO What I’ll typically do is connect with them or find their email and send a personalized message offering to help fill the role What to do on the phone call Typically the job order call is pretty straightforward I’ve found that most tough-to-fill jobs boil down to 3-4 skills So I’ll try to find those 3-4 must have skills, and then 3-4 “nice to have” thing If they have too many things listed, I will tell them “I don’t think this person actually exists” Part of what we do as recruiters is set expectations - when people are hiring, sometimes they want way too much and it’s your job to push back and find out “what are they really looking for. Finding this out can be the difference between time well spent or time wasted; and eventually is the difference between a 5-figure paycheck or nothing. So it’s important you get clear with the hiring manager on their expectations Once you have those 3-4 must haves, clarify other important details. This includes: Salary Benefits Stock 401k New position or backfill How soon do they need to fill the role? Have they already started interviewing? What’s your interview process? Do i send these people directly to you? Last thing to discuss is fee agreement I will typically ask if they have worked with recruiters before and if they know how it works Most the time they say yes If no, I tell them “okay, it’s free to view resumes and even interview candidates, we work on contingency and only get paid if you hire on of our candidates and charge 20% of the candidates base salary.” Now you can go higher- sometimes I start at 25% and if they want to negotiate me down we can go from there, but I will almost never take less than 20%. I know our service is worth at least that much. Once they’ve agreed I will send over the fee agreement for signing.

in the first episode, we intro headhunters academy, the recruiting industry, and why recruiting is a great opportunity to build a business.