5 ways to shield your business from poor recruitment outcomes with SIP

SIP shieldWhen we think of poor recruitment outcomes it is easy to imagine the financial loss on salaries, resources and training that having the wrong person in the team will cost the business.

But there are real issues from even interviewing the wrong ones that can have a subtle but potentially more devastating effect on your business.These are why we recommend everyone who applies for your job or approaches your business should complete a SIP before you even read a CV or conduct an interview.

 

 

  1. Don’t waste your own selling time

Never waste a manager’s time reading résumés and interviewing candidates who a low probability of success. Every interview you conduct with the wrong candidates is an hour of productive work lost and potentially a sales hour lost. We are all strapped for time; this is easy to conceptualise but saving your time is just the tip of the iceberg of issues to be avoided.

 

  1. Never miss a superstar

Selling capable candidates, especially for listing real estate, are incredibly scarce and their lack of real estate knowledge means they often appear in disguise, as accountants, nurses, tradesmen and barristers and the trickiest of all are school leavers and retirees. LJ Hooker’s first million-dollar agent was a 45-year-old retired nurse and recent migrant  who had been passed up by five offices. What happens to your market when this star does eventually emerge at your competition?

 

  1. False hope in candidates can destroy your reputation

Building false hope in candidates can have an incredibly long negative impact on your business’s reputation. Candidates who feel they have been shunned at the eleventh hour after a huge build-up can have very long memories and retell their story to hundreds of people. Everyone loves to listen to horror stories about real estate agents. Candidates have invested the time to come for an interview, (maybe taken time off work and lost a day’s pay), dressed up (bought something special, maybe the entire outfit), researched your business, rehearsed their answers and then had a great interview. That is a lot of personal investment to turn against you. It’s also a much deeper, more personal rejection than if they didn’t meet one of the ‘standard’ criteria at the very beginning, like completing the SIP in the privacy and convenience of their own home. People apply to tens if not hundreds of jobs each year and completing a SIP will just fall into the mill of many uneventful hours of job hunting. Getting an interview and feeling it went well is something significantly different.

 

  1. Is it too late to contradict yourself?

No one likes it when the video referee overturns the on-field decisions. When you have met someone who is really keen on your role; who interviewed well enough to be seriously considered, any warnings provided by SIP afterwards may be too hard to accept. At this point, if SIP contradicts your judgement it is often too late emotionally to turn back from the candidate. But their SIP results will linger between you like a little black rain cloud threatening the relationship from day one.

 

  1. Setting candidates up for a lifetime of failure

Finally, when you interview and worse still recruit someone who does not make it; you can have an irreversible impact on their entire life. Candidates come to you with their careers, if not their hearts, in their hands, trusting that if they work hard this will be the beginning of a fabulous stage in their career. Hopefully the beginning of greater wealth for themselves and their families. But if they don’t have enough of the core capacity to sell, no matter how hard they work, no matter how genuine they are, they will become a statistic; one of the 90% of candidates who fail and leave the industry within two years. They leave you feeling lousy, maybe even angry, having wasted their precious time and now uncertain of their next step, with the flow on effects in their family life that no-one can foresee when they could have gone on to find a job to be good at.

The industry is littered with the walking dead, sales staff who have spent years, decades even, barely breaking even. People, who have moved agencies countless times, fixated on self-improvement, read every new sales book, attended every seminar, spending hours listening to audio files and then berate themselves for not being focused/motivated/something enough and believing when they just get the ‘right’ mental attitude their career will rocket them to success.To find out how

DIY recruiting with SIPIs it time for a better way?

To find out how using SIP as your in-house recruitment specialist call +61 407 005 290 or email maya@salesinventoryprofile

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