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People focused on performance hitting their potential. That has been Jon’s life work. As many have introduced him, Jon is the quintessential thought leader, trainer, speaker and consultant on all aspects of Human Capital, Talent Management and Performance Management. After a 14-year career in the Supply Chain Technology, Jon realized the strong demand for talent and for companies who could deliver high performing talent. He then purchased a Management Recruiters International franchise in November of 1998 and away he went. Jon achieved industry-leading success as one of an elite group of executive recruiters who billed over $1 million annually while building a multi-million dollar top 10 Office. In a 10year period (1999–2009), he cashed in over $10 million in personal production and established JSI as a top 10% executive search and staffing firm winning 17 international awards in the MRINetwork. Today Jon still works a desk. As of today, he has billed over 24 million in personal production since 1999. Jon sold his recruiting firm in 2012 to a large healthcare consulting firm. After a three-year stint as President and CEO, in 2015 – he started a new firm, focused on mutually committed search and contract staffing - Global Performance Search. After growing it to 7 offices in 5 different countries, focusing on Warehouse Automation and Renewable Energies, Jon merged GPS with SearchPath Global in 2020 and is currently their President and Managing Director of the fastest growing Franchise System in the world today. Today SearchPath Global has 45 offices in 8 different countries – growing at over 100% per year. In 2008 Jon founded the industries lead performance analytics tool - Revenue Performance Management. The RPM Dashboard is an Analytics and Developmental tool that focuses on taking staffing and recruiting professionals on a path to achieving their Performance Potential. Period. Currently the RPM Dashboard is used by over 500 companies worldwide to help them achieve. www.rpm-usa.com. Jon has personally coached over 500 business owners and executive leaders to help them achieve their personal and business vision. Jon can be reached at 513-515-1267 or jbartos@searchpath.com. Visit https://www.searchpath.com
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The 2018 Guide to Eliminating Turndowns and Fall Offs:
By Jon Bartos | Monday January 30, 2018
The steps that completely gets rid of them and increases your worth in the eyes of your clients!
They are the enemies of every recruiter: turndowns and falloffs. And they’re on the rise everywhere. I hear about them so frequently from other recruiters that I think it’s time to take a serious look at these dreaded deal breakers and get rid of them once and for all.
Ugh.. Your top candidate accepts a counter offer, or that sure thing turns out to be anything but when your candidate suddenly says yes to another position – not yours. We’re often left scratching our heads asking… “How could this happen?” The turndown and the falloff are the dirty words any recruiter or recruiting manager would like to live without. Get rid of them and your billings soar along with your worth in the eyes of your client.
Why are they happening so often now? It’s basic supply and demand. Love Trump or hate him, the basic facts are the unemployment rate is lowering month after month. There is 0% unemployment for the in demand “A” players and the economy is picking up steam. The demand for talent has increased substantially over the last 12 months. And they know it. Top talent can afford to be picky about who they decide to join next. Adding to the mix is the growing commitment employers have to protecting and retaining their best employees. Hiring managers know how difficult (and expensive) it is to find and train replacements for top performers, so they’re willing to do whatever it takes to keep them. It’s a tough market for recruiters, and it’s getting harder and harder to shake loose firmly embedded talent from their comfortable positions. We make it harder on ourselves, too.
“Most turndowns and falloffs happen thanks to our own professional carelessness.”
Let’s face it: recruiters aren’t perfect. No matter how professional or experienced we are, we sometimes miss critical steps in the process. Things fall through the cracks. And when we take shortcuts in the placement process—simple mistakes like failing to cover the counter offer early and often, or not following up after a placement is made, increases the likelihood of a turndown or fall off dramatically.
My firm recently placed a “A” player at a Sensor manufacturer. We thought it was the deal of a lifetime for the candidate. He was recruited from a competitor who just asked all employees to take an unpaid two week vacation. He got a signing bonus alone that matched his previous year’s W-2. When the offer was made, we celebrated. Rang the bell and gave high fives all the way around. A perfect deal. The candidate would make a ton of money, we would receive a handsome fee, and the new organization was thrilled with the candidate. But the party was short lived. When the candidate submitted his resignation, his employer counteroffered and matched the signing bonus plus added a few incentives of stock options. The candidate who was offered so much is still working for his same horribly managed firm today.
Part two with details on how to prevent this coming next month in March EMinfo….