Adam Dalva Search Max, Inc.

The Fordyce Forum 2011

Two Methods for Building a Million-Dollar Desk

Professional History

1.  Started in NY in Financial Services

2.  Entered Recruiting industry in late 2003

3.  Second-generation recruiter

Recruiting History •  2004-2006 Management Recruiters of Coral Springs

•  2006-2007 Solo Producer

•  2007- Present President Search Max, Inc

Three Identified Business Models

2004-2006 Management Recruiters of Coral Springs

Adam Dalva Managing

Partner

Internet Researcher Admin

Second Managing

Partner

Project Coordinator

Project Coordinator

Project Coordinator

GOAL: TO BUILD A LARGE DESK WITH A SINGLE RECRUITER AS THE MAIN POINT OF CONTACT

2006-2007 Solo Producer

Adam Dalva

GOAL: WORK A SOLO DESK

2007- Present President Search Max, Inc

Adam Dalva

Public Relations Recruiter

Vice President/Media Recruiter

SEO Recruiter

Investor Relations Recruiter

Project Coordinator`

Medical Device Recruiter

Clinical Research Recruiter

Contract Clinical Research Recruiter

Internet Researcher

Admin

GOAL: BUILD A BUSINESS 2 RECRUITERS AT A TIME. FOCUS TO BE ON RECRUITERS RUNNING A FULL

DESK IN MANY INDUSTRIES

Pros & Cons of Each Model

• Lead business development • Choose which clients we work with • Negotiate fee agreements personally • Control client contact • Higher margins

• Complete control of all aspects of business • More flexibility

• Building real business • Ability to expand into multiple industries • Others can take on leadership roles • Unlimited growth potential

THE PROS

Pros & Cons of Each Model

• All the pressure is on you • Hampers ability to build true business • No others can reduce workload on principals • Presence always required as decision maker

• All the pressure is on you • Not building a scalable business • Growth extremely limited • Always have to be present • Solitary work environment

• Giving up control • Lower margins

THE CONS

Define A Business Plan

•  Choose business model

•  Use a template that will accomplish your end goal

Building The Team

CSMRI: •  COMFORTABLE NOT

TAKING A LEAD ROLE •  NO EXPERIENCE IN

RECRUITING BUSINESS •  PATIENT IN WANTING TO

RUN A FULL DESK •  A GOOD LISTENER,

PATIENT IN LEARNING •  CAN AFFORD TO WORK IN

THIS ROLE

SearchMax: •  WANTED TO TAKE CHARGE

RIGHT AWAY •  INDUSTRIOUS •  HAS LOFTY GOALS FOR

THEMSELVES •  HAS ALREADY

DETERMINED THIS IS THE CAREER FOR THEM

•  NEEDS LESS DIRECTION •  HAS LEAD IN THE PAST •  STILL TRAINABLE •  CANT AFFORD NOT TO BE

IN HIS ROLE

Selection Process

•  Obtain as large of a candidate pool as possible

•  ALWAYS have ads on Job Boards AT ALL TIMES

•  Leverage social media advertising (Facebook ads, etc)

•  Include referrals from current employees

Determining Who Will Be A Fit

•  INTERVIEW PROCESS

•  WONDERLIC

•  DRAKE P3

Interview Process

1.  Phone Interview 2.  Face to Face Interview 3.  Wonderlic and Drake P3 4.  Spend a day with the team 5.  Final interview with me

MRI Recruiter Job Description •  Ability to solicit passive candidates by reaching out via phone in an effort to introduce them to a new

career opportunity. (This is the primary day to day responsibility). This is a VERY phone intensive position.

•  Ability to compartmentalize your activities. The primary job of a recruiter is to speak with as many candidates and hiring managers as possible throughout any given day. All of the activities that support this are subordinate.

•  You will be required to work after hours from home, including weekends and nights. •  Solicit companies for their staffing business through daily marketing calls. •  Create a LinkedIn network •  Thoroughly understand the businesses of the companies who make up your defined industry. •  A strong understanding of the positions you will recruit for. •  Stay abreast of industry news, events and change. •  Ability to learn and thoroughly use our database. •  Building daily call plans and effectively planning. •  Ability to engage both hiring managers & candidates in conversation and complete CDS & NAP’s. •  Manage emails, Linked In &Job Boards w/o sacrificing the lifeblood of our business… the phone. •  Ability to organize, using PCR and Outlook. •  Be a team player that helps others and applauds their success. •  Become a knowledgeable center of influence among both Hiring Authorities and Candidates.

Job Description

“Warning: If you do not want a career in which the primary function is making phone calls, you are in the wrong place. If you like people, like the phone are ambitious and can execute. You will never have to look for another job again. “

Drake p3

The Drake P3 is an on-line talent management system that uses an assessment instrument to help companies hire and manage people who will perform well in their job. In fact, any time person-to-person or person-to-job fit is an issue, Drake P3 can help. Drake P3 reveals a person's natural tendencies, communication styles, emotional intelligence, motivational needs, decision-making abilities, energy levels and more. Drake P3 provides fast results in a cost effective manner and can easily be used and interpreted by non-specialists. The reports are in plain English and provide practical insights that managers can understand and use immediately to impact employee performance.

Drake p3

Drake p3

MY TEST RESULTS

The Wonderlic The Wonderlic Cognitive Ability Test (formerly known as the Wonderlic Personnel Test (WPT)) is a twelve-minute, fifty-question test used to assess the aptitude of prospective employees for learning and problem-solving in a range of occupations. The test was developed by industrial psychologist Eldon F. Wonderlic.[1] The score is calculated as the number of correct answers given in the allotted time. A score of 20 is intended to indicate average intelligence (corresponding to an intelligence quotient of 100

Examples of scores from everyday professions include:

Chemist – 31 Programmer – 29 Journalist – 26 Sales – 24 Bank teller – 22 Clerical worker – 21 Security guard – 17 Warehouse – 14

Sample Wonderlic Questions

What are we looking for •  A pattern of rising to the top •  A pattern of staying with something from start to finish •  The ability to paint a picture and or articulate •  A past job that make the candidate interact with strangers on a

regular basis •  A sense of humor •  The ability to work fast •  The ability to take direction and work as part of a team •  Smart, both book smart and street smart. •  “quick on the uptake” •  Good creative writing skills

I’ve Hired Someone!

Prep for the New Hire •  Computer set up •  Pre-populate internet favorites with in-house defaults •  Email address is set up •  Add to phone directory •  Business cards already done •  Training materials prepared •  Schedule for the first 2 weeks is written and presented •  They understand what my role and others in the office

role will be in their training •  Expectations are fully disclosed

Daily Schedule

•  8:00-8:30- coffee, prep for day review schedule on PCR •  8:30-9:00 check and return emails •  9:00-11:00 morning Power Hour •  11:00-12:00 return calls, set interviews, prep candidates •  12:00-1:00 Lunch •  1:00-3:00 POWER Hour (2) •  3:00-4:00 -Return calls, set interviews, prep, put

together full data sheets, candidate debrief, prep •  4:00-4:30 Daily Meeting- review activity, goals, set new

daily goals •  4:30-5:30 Plan

Managers Role

•  Depends on the Model •  Work with new staff one on one •  Make calls •  Get job orders •  Create the daily schedule •  Create the habits you want in your employees •  Critique calls and writing samples & Data Sheets

Training

•  Hands on Approach •  We have a formal training program which

every recruiter must go through •  Work as an apprentice with another

recruiter for a minimum of 6 months •  Rotate industries to determine the best fit

Metrics

•  Minimum of 80 Dials and or 3 plus hours of phone connect time

•  Recruiters with less than one year of tenure- 20 Marketing calls per day 100 per week

•  3 complete data sheets on new candidates per day with a full CDS and Resume

•  Complete schedule including all marketing and recruiting calls in PCR daily

•  A complete plan for IR daily

Creating a Culture

•  It must be fun otherwise it becomes a job •  Everyone must work as a team and help each

other •  Applaud each others victories •  Upbeat atmosphere- Music is always on (we like

it loud) •  People who have made the decision to make this

their career, invested in being the best •  Ongoing training

Staying Sharp

•  Daily meeting- Discuss the days activities, accountability to goals. Set new goals, review new Searches as a group, review new candidates as a group

•  Lunch and Learn (Bi- Weekly) •  Best Practices by our recruiters 2 times per year •  CSAM •  MRI meeting trainings •  Morning meetings- Video

Motivational Contests

•  Friday Happy Hour- call metrics based 2 Friday’s per month

•  Power Hour contests •  Data sheets contests •  Send-out contests •  Annual Billing Contests •  Team Goal for 1st and 2nd half of each year