Why Savvy Recruiters Make High Commissions In The Summer

There’s a lot of potential to make money at this time of year. Mid-year performance reviews are taking place across the country, and many recruiters are thinking hard about their career progress and wondering if it’s time to make their next move.

As for you; it’s time to strike. You need to make the most of this time of transience, as candidates consider their work options. You need to turn their concerns with their current workplace, or their ambition …into placements.

Excuse the pun and It’s summer, so it’s time to make hay while the sun shines.

In order to succeed in this time of opportunity, you’ll be reaching out to candidates that previously turned down a job offer, or passive candidates who decided to stay where they were or took a different role. You especially need to remember those candidates who had some concerns about their job last time you spoke to them: whether a difficult boss, a lack of promotion, or a problematic colleague, but who decided to stay and see how things panned out. There’s every chance that things didn’t go the way they hoped, and that they’re ripe for a new opportunity.

In short, you need to reach out to everyone who might be seeking greener, newer pastures. Which at this hopeful, sunny time of year, could be quite a large proportion of your candidate database.

When you contact past candidates, there are certain trigger points that may cause them to consider using your services to find them a new role. Given that it’s mid-year review time and also often a time of reflection for many, the first step is to find out how their year has gone.

1. Are they on track for their goals this year? 

Remind them that mid-year is the perfect time to take stock and make a change if they still want to hit their yearly goals.

2. How did their mid-year performance review go? 

Do they feel they are valued by the organisation? Do they feel like their skills are being properly utilised? Or was it another situation where they were told to be patient.

3. What are their big picture plans? 

Do they want to get a promotion within their current team, or perhaps move companies? Is their current job providing a clear path towards that goal? If not, what job will be a better stepping-stone?

4. Are they being developed by their current employer?

What are the training and development schemes like? Do they feel they’ve grown in the past year?

5. Do they feel that their current company values work/life balance and wellness in the workplace?

Many employers are now focussing on ‘soft benefits’ like flexible working hours and health and wellness programs, so pointing this out might make them consider a change.

6. Would they prefer a job closer to home, or an exciting new start in different city? 

Quality of life is dragged down by commuting, and many people desire an exciting change in life. Find out what would make their work (and home) life better.

7. What is the workplace dynamic like?

Do they enjoy their team and work well with their manager? How is the culture and does it fit with their values and personality?

8. Are they making enough money to hit their personal goals? 

Salary, benefits and bonus aren’t just a number: they translate to how we live our lives and fulfil our dreams. Don’t forget to ask about their personal goals, not just the career ones- the two are inextricably linked.
Remember, your job in this conversation is not to barrage them with questions or make them feel like their year is going terribly: It’s to fire them up to find something better. You then position yourself as the person who understands where they’re at and can help.

These questions should provide lots of room for reflection.  There are a lot of people out there who want something better, but if you don’t reach out and present them with a choice, they’ll find themselves returning from summer holidays and thinking ‘the year’s almost over, I’ll wait it out and look again in January.’ You need to be proactive and make sure that doesn’t happen. Seize the day! Summer won’t last forever.

Until next time,

Cheryl