3 Key Steps to Boost Your Recruitment Team's Performance, with Manan Shah, Ep #210

The Resilient Recruiter

Do you need help building lasting relationships with candidates after placement? Scaling a recruitment business and manually nurturing relationships can be overwhelming, leaving little room for other essential tasks. But what if there is a way to automate this process?

To answer this question, we discuss how recruiters can automate their recruiting process, workflow, and campaigns with a special guest, Manan Shah. Manan is a Co-founder at Recruiterflow. He has scaled Recruiterflow to a 50-person team working remotely while staying profitable from day one. Manan has a long history of building software businesses and a wealth of knowledge on recruitment technology, artificial intelligence (AI), and automation.

Tune in and get invaluable recruiting and sales tactics, philosophies, and tools for building teams and relationships for scale. This is an opportunity to revolutionize your recruiting process, build relationships with a large pool of top candidates, and create a funnel of repeat customers.

Episode Outline And Highlights

• [02:27] How Manan transitioned from engineering to running software companies

• [09:59] 3 strategies for building teams for scale and lasting growth

• [12:21] Five values and attitudes to interview for when hiring

• [18:40] How to scale a recruitment agency with non-sales people

• [21:45] 3 steps to help your sales team develop the skills to be successful

• [27:03] How to optimize your workflow and process with automation

• [28:33] Two critical tools for recruiters to drive sales and relationships

• [32:30] How to automate your candidate nurture campaign sequence

• [41:57] Two tactics every recruiting business should leverage to deliver value upfront

• [45:58] How to build a consistent MPC process for your recruitment business

• [52:11] How recruiter can make it easier to build market maps

• [55:34] Three key metrics recruiters need to track to increase their revenue

5 Essential Strategies for Building High-Performing Recruitment Teams

Manan and I discussed his secrets to success at Recruiterflow, and he shared five essentials for building teams in a growing recruitment business.

1. Keep a close eye on your resources: Manan emphasized the importance of managing resources closely, especially in the early stages when resources are limited. As a recruiter, you have to consider your resources when making decisions.

2. Hire for attitude rather than altitude: The right people can learn a lot on a job, but if they don’t have that inherent curiosity and empathy for the customers and their colleagues, they can’t grow with the company and become great contributors.

3. Growth environment: Manan stressed the importance of creating an environment where employees can learn, grow, innovate, and make mistakes freely, emphasizing the symbiotic relationship between individual and company growth. It’s a journey that is rewarding for them and the company as well.

4. Hire experimental, high initiative, and high agency people: Manan advocated hiring individuals with a proactive and decisive mindset, capable of taking ownership of problems and finding solutions across teams. Additionally, he highlighted the importance of recruiting individuals who actively seek feedback, as it’s a vital component of continuous improvement.

5. Lastly, Manan highlighted the importance of cultivating a culture where individuals can disagree constructively but remain fully committed to executing decisions once they're made, ensuring unified progress towards common goals.

These strategies serve as a roadmap for recruiters seeking to build resilient and agile teams capable of thriving in a rapidly evolving industry landscape.

The Power of Nurturing Candidate Relationships

Manan highlights two primary motivations that drive hiring managers to enlist the help of recruitment agencies. Firstly, time is often a critical factor. Many hiring managers face the urgent need to fill roles swiftly, sometimes within weeks or months, while the internal hiring process could take considerably longer—up to two months. Secondly, recruitment agencies offer access to valuable relationships. Recruitment agencies provide a distinct advantage in a landscape where job information is readily available, and individuals can easily connect on platforms like LinkedIn. They possess a vantage view of the industry and collaborate with diverse clients, enabling them to offer candidates various opportunities across different companies and positions. This breadth of choice enriches the candidate experience, fostering stronger relationships, which, in turn, presents an invaluable resource for clients who struggle to cultivate such connections independently.

Manan also shares the importance of nurturing candidate relationships beyond the initial placement. He observes a common oversight among recruiters who must maintain contact with candidates once they secure a position. However, this represents a missed opportunity. Cultivating candidate relationships extends far beyond the immediate placement, offering substantial potential for scalability. As candidates progress in their careers and are promoted to decision-making roles or become hiring managers, the recruiter can benefit from additional revenue streams without requiring extensive new business development efforts. This emphasis on relationship-building creates a cycle of repeat customers, illustrating how continuous engagement with candidates can yield long-term dividends for recruitment agencies.

Our Sponsor

This podcast is proudly sponsored by i-intro

i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: https://recruitmentcoach.com/retained

Manan Shah Bio and Contact Info

Manan is the Co-founder of Recruiterflow, an ATS and CRM built specifically for recruiting and executive search businesses. He has scaled Recruiterflow to a 50-person team working remotely while staying profitable from day one. Manan has a long history of building software businesses, starting his first in 2013, which he successfully scaled and exited at 26. He has a wealth of knowledge about recruitment technology, artificial intelligence (AI), and automation.

• Manan on LinkedIn

• Manan on Facebook

• Manan on Twitter

• Recruiterflow website link

Resources and People Mentioned

• LinkedIn Sales Navigator

• Alex Beaty

• Alexis Alvarez

Connect with Mark Whitby

• Get your FREE 30-minute strategy call

• Mark on LinkedIn

• Mark on Twitter: @MarkWhitby

• Mark on Facebook

• Mark on Instagram: @RecruitmentCoach

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