Pinnacle Members are the Elites of our Biz…but if you are a recruiter you want to know how to become a member…if you are a manager trying to grow a recruiting firm you want to know how to Identify them, attract them and manage them… In this Episode, Danny goes to the Sources and Sorcerers themselves. Three long time Pinnacle Members, with resumes and career billings to die for…share: • How different the Pinnacle Society is from what they thought! • What motivates a Pinnacle member to keep billing long after $ is not an issue • How do they shift their desks when a downturn comes, or a niche dies, or…a Pandemic arises?! • What should you ask in an interview to identify Pinnacle DNA? If you ever get the privilege of becoming a Pinnacle member, you will be shocked at the willingness to share, the lack of concern about competition, the overarching generosity of spirit. And if you don’t, well, you’ll get a very big taste of it in this podcast, as each member lets down their guard and speaks from the heart!
Our candidates are brave…they make changes to their lives based on our referrals. You’re damn skilled at convincing candidates that “life is short” and “all they have is the present” and change will bring “Growth!” But are we brave? What is our Risk Tolerance? That great idea you were going to implement Pre Covid? That “out of the box” category killer you were going to introduce and change the recruiting world, or at least increase your billings? Well, you put that off because it was Covid and we all had to be prudent and reduce our risk because really who knew what would happen? Okay…so now Covid is nearly over…what’s the new excuse? We’re not alone…Victoria Labalme has written an explosive new book on just this very subject…She and Danny discuss how to own your ideas, how to embrace the unknown, and be as brave as the candidates who pay our bills!
So the recruiting industry is amazing in how well it trains on phone techniques. Also pretty great on call metrics and analytics…uh, minor problem. The vast majority of people don’t check their VM or respond to phone numbers they don’t recognize… So, um…yeah… Danny brought Henna Pryor in house to teach sales messaging techniques to increase connects and increase activity and, yes, feel like we are running our business in concert with how we run our lives. I mean, what’s the best way to get you if someone needs you…call you? Or text you? Danny and Henna tackle InMessaging versus Email, organizational principles to emailing, but mostly, Henna takes on the big question…can we learn to write when we got into recruiting because everyone told us how well we spoke?! Henna Pryor, President and Founder of Pryority Group, is a 14 year top-performing recruiter turned ICF-Certified Executive Coach and Recruitment Trainer. She has won multiple big, fancy awards for her work and has been featured in really important and cool publications like Forbes, Monster, Glassdoor, Real Simple, Fast Company, and many more. She currently spends her days coaching and training recruiters and recruitment leaders (from firms ranging from small to Fortune 50) in order to measurably transform their businesses and increase revenues. When not helping recruiters get out of their own way, Henna enjoys traveling the world with her husband and two school-aged kids, testing the next great restaurant in the Philly/DE metro area, going to see live music, working out, being the social-event planner amongst her group of friends, and hunting down a good piece of chocolate at any hour of the day. (It’s never too early for a Ghirardelli dark square.) New hobbies for 2020 include pulling out her hair while trying to work and homeschool her children simultaneously, and stress-eating Ben & Jerry’s while reading the news about COVID. Learn more about Henna at www.pryoritygroup.com, and please say hi while you’re at it.
Outsourcing has been big for decades, and it made sense. We can’t do everything effectively “in house”, no matter what the endeavor. Then Outsourcing become Offshoring and the rumbles started. “They’re cutting costs by sending our jobs overseas.” When manufacturing was 30% of our economy, it was an outrage. But now it is 11% and it is just how business is done. But now offshore outsourcing has become a staple of excellent staffing firms the world over, and Danny is a big proponent, but we get the same questions over and over at our manager events. “Don’t you risk them selling your data?” “How could they find people in my sophisticated niche?” “Isn’t there a language barrier?” “What are the economics?” In this episode, Danny takes your questions to the man who would know best. Co-President of the recruiting industry’s largest offshore recruitment company, Brian Cotter, and they pull no punches. Find out if you’re letting your bias and your inner control freak cost you money in a world where you can hire an outsourcing consultant to help manage your outsourcing function. BRIAN COTTER CO-PRESIDENT Brian has been co-president of PSG since its founding, and focuses on overseeing the company’s US operations. Prior to co-founding PSG, Brian was Vice President of Operations for eTelecare Global Solutions, a publicly traded business process outsourcing company. At eTelecare Brian managed a $60M division with 1,500 onshore and offshore employees. Brian joined eTelecare from Bain & Company, where he worked as a senior consultant for clients across a range of industries, including technology and financial services. Brian also worked for Bain’s Private Equity Group, advising private equity investors on acquisition candidates in a variety of service industries, including the staffing industry. Brian holds a BS from Bryant College, where he graduated Magna Cum Laude, and an MBA from The University of Pennsylvania’s Wharton School. Born and raised in Connecticut, Brian is an avid UConn Huskies fan. Today, living in Southern California, Brian enjoys taking advantage of the great year round weather, playing basketball, golf and tennis.
Danny talks to Art Papas, the Founder and CEO of Bullhorn about the rise of Artificial Intelligence in the recruiting business. As Bullhorn’s Founder and CEO, Art was the original architect of Bullhorn’s flagship Customer Relationship Management (CRM) system, which now helps more than 7,000 companies around the world run their businesses. He is the Chairman of the Board at Career Collaborative, an organization that teaches unemployed and under-employed adults how to build careers that change lives and strengthen families. In 2014, Ernst & Young named Art an EY Entrepreneur of the Year Award Winner in New England. Prior to starting Bullhorn, Art started his career as a software engineer at Thomson Reuters. Art is a graduate of Tufts University, holding a Bachelor of Science degree in Mathematics.