Selling contract

PRESENTED BY:Doug KlaresTim DonohueJohn Silver

Cost Effective Workforce SolutionsWelcome to The ICS

Monthly Sales CallJuly 2013

Please make sure you mute your phone until you have a question/comment and do not put us all on hold. Thank you.

Sales Leaders Margin Dollars

Phone TimeICS100

Rank Employee Total Margin YTD May '13 Run Rate1 Reinhart, Cameron $217,814 $522,7532 Menon, Sanjeev $169,541 $406,8993 Pfennig, Gary $149,475 $358,7414 Stanfa, Jamie $133,827 $321,1845 Cook, Rachel $129,560 $310,943

Rank Employee Total Margin May '13 Only Run Rate1 Reinhart, Cameron $89,587 $1,075,044 2 Markinson, Spencer $68,842 $826,104 3 Pfennig, Gary $49,419 $593,028 4 Cook, Rachel $42,894 $514,728 5 Stanfa, Jamie $42,766 $513,192

Rank Row Labels Average of ICS 100 Total

1 William Gorin 156.70

2 Sarah Drill-Mellum 126.87

3 Britt Cohen 126.79

4 Chris Bonnstetter 108.63

5 Jamie Stanfa 108.56

6 William Stetzner 105.86

7 Thomas Mctigue 102.46

Rank Row Labels Average Phone Time

1 William Stetzner 11.29

2 David Bouta 11.18

3 Britt Cohen 9.47

4 Sanjeev Menon 8.98

5 John Liberatore 8.59

6 Jim Fender 8.56

7 Sarah Drill-Mellum 8.33

Sales Leaders New Reqs New Hires

Networking+Client Meetings

Rank Row Labels Sum of NewJobReq1 William Gorin 662 Sarah Drill-Mellum 503 Matthew Walden 414 John Liberatore 335 Joseph Sanci 316 Chris Bonnstetter 287 Rachel Cook 238 Jamie Stanfa 219 Britt Cohen 20

Rank Row Labels Sum of ICS Hires1 William Gorin 62 Chris Bonnstetter 63 Britt Cohen 64 Jamie Stanfa 55 Cameron Reinhart 46 Sanjeev Menon 47 Bill Harkins 48 Thomas Mctigue 49 Holly Coode 4

Rank Row Labels Sum of ClientMeetings1 Sarah Drill-Mellum 172 Jamie Stanfa 143 Gary Pfennig 114 Jason Henninger 105 Jim Fender 96 Cameron Reinhart 67 Rachel Cook 68 Eric Sultzer 6

Rank Row Labels Sum of Netw Events +

1 Sarah Drill-Mellum 8

2 Gary Pfennig 5

3 Brian Carraher 5

4 Jamie Stanfa 4

5 Jason Henninger 4

6 William Gorin 4

7 Michael Booras 4

Sales Leaders

LeadsNew Contacts in JD

Rank Row Labels Sum of Ref Checks +Leads

1 William Stetzner 30

2 Michael Arnold 18

3 Jason Henninger 15

4 Britt Cohen 13


6 David Bouta 10

7 Eric Sultzer 7

Rank Entered By New Contacts

1 Chris Bonnstetter 86

2 Jim Fender 59

3 Jamie Stanfa 51

4 Gary Pfennig 50

5 Jason Henninger 46

6 Sanjeev Menon 46


8 Britt Cohen 31

9 Jeremy Neihardt 29

10 Alex Purvis 25

11 Cameron Reinhart 25

In The News• Unemployment Rate (BLS June 2013): National 7.6%.

NY 7.6%, IL 9.1%, MN 5.3%, VA 5.3%.NJ 8.6%, CT 8.0%, WI 7.0%, IN 8.3%, MD 6.7%, DC 8.5%

• Temporary help services jobs in the U.S. rose by 9,500 in June, according to data released Friday by the U.S. Bureau of Labor Statistics. However, the number of temp jobs in May was revised down by 7,600, and the year-over-year growth rate ticked down to 6.66 percent in June from 7.15 percent in May — the first decline in the year-over-year growth rate since February.

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• Temporary jobs becoming a permanent fixture in US— Hiring is exploding in the one corner of the U.S. economy where few want to be hired: Temporary work. From Wal-Mart to General Motors to PepsiCo, companies are increasingly turning to temps and to a much larger universe of freelancers, contract workers and consultants. Combined, these workers number nearly 17 million people who have only tenuous ties to the companies that pay them - about 12 percent of everyone with a job. Hiring is always healthy for an economy. Yet the rise in temp and contract work shows that many employers aren't willing to hire for the long run. The number of temps has jumped more than 50 percent since the recession ended four years ago to nearly 2.7 million - the most on government records dating to 1990. In no other sector has hiring come close.

• Staffing firm CyberCoders reported cyber security job openings jumped by 100 percent in the last year and forecasts that such positions will increase by 30 percent in 2014.

In The News Continued

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• U.S. private-sector employment rose by 188,000 in June, seasonally adjusted, according to the national employment report released today by Automatic Data Processing Inc.

• The U.S. Chamber of Commerce, the National Federation of Independent Business and others lauded a move by the federal government to delay employer penalties under the Affordable Care Act for one year to 2015 from the original start year of 2014. “Since the beginning of the health reform debate the U.S. Chamber has consistently stated the employer mandate and other burdensome provisions of Obamacare would be harmful to job creation and economic growth,” U.S. Chamber of Commerce President and CEO Thomas Donohue said in a statement. “The administration’s decision to recognize this fact yesterday and delay the implementation of the employer mandate is welcomed by the business community and will help avoid some serious near-term economic consequences of this law.”

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• Hiring will jump in the U.S. service sector in July compared to the same month a year ago and hiring in the U.S. manufacturing sector will also increase, according to the leading indicators of national employment report released today by the Society for Human Resource Management.

• The Randstad employee confidence index rebounded last month from a dip in May to reach its second-highest reading of the year. The index rose 2.0 points in June to a level of 56.8.

• The U.S. four-week moving average of initial claims for unemployment insurance fell by 750 in the week ended June 29 to a level of 345,500 from the previous week’s revised average of 346,250, according to seasonally adjusted numbers released today by the U.S. Department of Labor

• Job boards reports openings up 21%over last yearU.S. job openings edged down by 1.2 percent in June, the first decrease in nine months, according to Simply Hired’s July 2013 Employment Outlook released today. However, year-over-year job openings rose 21.1 %. Job openings increased in 18 of 50 major metro areas in June


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Cost Effective Workforce Solutions

Selling Contract

Contract Margin Leaders

Ranking Employee Contract Margin

1

Klares, Doug

$486,502

2 Pfennig, Matt $271,875

3 Reinhart, Cameron $165,976

4 Walden, Matt $118,452

5

Stanfa, Jamie

$104,575

6 Bonnstetter, Chris $84,745

7 Pfennig, Gary $83,187

8 Rush, Rob $66,687

9 Gorin, William $62,685

10 Menon, Sanjeev $53,604

Selling Contract - Overview

Why do Companies Hire Contractors

Ask for Contract First (Focus)

Asking the Right Questions

Success Stories. Tips from our Top Producers in Contract Margin

Leads From CandidatesFrom CareerBuilder From DiscoveryOrg.comOther Areas

Do Not Call HR, Procurement, etc..

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Selling Contract – Why Do Companies Hire Contractors

Lack of skill set -They do not have a resource internally with a certain skill set

-This means, without it, they are losing out on something ( a new technology they just brought in, developed, role, etc.)

Band-Aid -Just need someone to fill in for a brief term

• Maternity leave, sick, travel, small spike in actively, spike in volume for one reason or another,

Project Based work -Need the resource to come in, do something and leave. After it’s done, there is not enough work to suffice an additional FTE.

Lack of / or no FTE/Perm Head count -A lot of times, companies will not hire FTE’s due to the “up and down” of their business. Instead, they choose to boost their contract spend and hire temp resources in order to buy them the flexibility of increase/decrease head count without suffering any ill-will, negative news.. This is a GOOD THING!

It’s Strategic -Most companies want to retain a set % of their staff as contract to allow them to be more nimble in a down market. 12

Selling Contract - Ask for Contract First

Focus- Plan your day/calls with the specific intent of selling contract

MPC a top contract candidate

MVR a contract job

Why certain companies have separate contract groups from Perm groups-RHI-Randstad (Sapphire, Mergis)-Experis-Accounting Principals (Parker Lynch)

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Selling Contract - Asking the Right QuestionsInfo Gathering/ Directional

How many people in the group? In the Dept?

What is the mix of FT vs. consultant within the group? Dept? Last year?

Do they use staff aug. or outsource completely (TCS, Accenture, etc.)?

What major projects does the manager have going on? Name? Size? ( $$, resources, budget, go-live date)?

What major projects are going on in other areas? Top 3 Capital Budgeted projects for the company this year? Who leads those efforts?

Do they do T-H? Does he/she prefer a “try before you buy” practice?

How do they onboard contractors? FTE’s? Does the manager work on their own? HR get involved? Procurement get involved?

When was the last time he/she hired a contractor? Why? Skill set? How often does it come up?

– What about their counterparts? – What about other divisions ( accounting, finance, sales, marketing, IT)?

Ever need a pass-through /payroll mechanism? Ever heard of your colleagues needing one?

Budget – Does perm fee come out of HR or your budget? What about contract spend? Project / SOW spend?

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Selling Contract - Asking the Right QuestionsEmotional/ Rapport

Does your team run lean? Are you understaffed? – Is that the norm or has something changes (executive decisions, sales, re-org?) – How else has your team changed as a result of this condition?– How does that make you and your colleagues feel? How is that working for you? – What are the alternative solutions?

Do you and your team work a lot of hours or are you staffed appropriately? – How does that make everyone feel?

Is your team equipped with the appropriate skill sets / skill levels? – Do they have to learn on the fly? -Play double duty?

How will the Obamacare regulations effect your team? Dept? Company? -Paying for employee benefits, insurance coverage changes, etc.

Who have you used in the past for recruiting contract resources? How did they do? What would you like to see them improve? What was your biggest pain during the process?

What is your biggest growing pain in your current role?

How is your company moral? Department Moral?

How is your attrition rate? Is it above or below average? Why is that?

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Selling Contract – Foundation for Obtaining Contract Accounts

It starts with you. If you are making permanent placements, you should have contract jobs. Moving forward, try some of these healthy habits and incorporate into your daily routine. Remember – if something is not working, try something new. It won’t hurt anything!

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Account Manager Recruiter Nightwork

o Populate Diva with contacts, info, #’so Need to have 500 + contacts at all time to keep the call volume

up!o Run Diva, CareerBuilder searches on skill sets. Resumes with

contractor status – add those clients Leads

o Recruiters are NOT the only ones responsible for leads. Every client call can be just as valuable with a lead

Follow the news, current events, Obamacare, M&A, new leadership, good/bad leadership, re-orgs, etc. o ALL OF WHICH CREATE SHORT TERM HIRING!o Examples – (Cam can talk about)

TRACK PROJECTS - Do not Chase Reqs. o Change you back pocket “go to” questions… Ask and dig into

projects.o Web Dev..New phones..update servers…new DC…ALL CREATE

Contractors PERFECT YOUR PITCH

o If you haven’t, don’t and continue to practice your elevator pitch, you are BEHIND. Learn from others internally – it can change

Leadso Must positively promote recruiters to dig into their candidate’s

background – 5 yrs back.o Any candidate that was a consultant in the last 5 years should

provide a manager name, project name o Any client that hired a contractor in the last 5 years, hires

contractors today Ask about pertinent information:

o Leadership/management statuso Top 3 capital funded projects ( names and leaders of them)o Company status/issues/news worthy stuff?

Selling Contract - Success Stories

Tips from our Top 4 in Contract Margin

Cameron

Jamie

Chris

Gary

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Selling Contract - Leads

From Candidates

Candidate Referral Form

Reference Request Form

From CareerBuilder

Search Resumes with competitor namesfind the clients- most are listed on the resume

DiscoveryOrg.com

Have you logged in yet?

Building Org Charts.

Fully Penetrating Companies

Other Ideas

Thoughts?18

Selling Contract – Do Not Call HR

Start with the Line Managers

Use the 3 Strike Rule

Procurement is a small step up from HRIt’s a necessary evil in larger company users

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Home WorkWhat are the top 3 things that you will commit to implementing by next meeting.

Name your top 3 clients (based on revenue). What services have they used from us? Have you sold them on ALL of our services? What other dept. do you need to call? What will you sell to them next?Example: Ecolab = contract, contract-to-hire, permanent hire and pass-through. All within IT. Need to cross sell other practice areas.

What companies are on your Target 15? List them out. These should be known contract users and accounts you call weekly?

Are you gathering leads? Asking your recruiters for qualified leads/information? Do the recruiters know what to look for? What to ask? -Do they know your target accounts? -Do you ask for the leads regularly.


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Selling contract

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Transcript of Selling contract