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Well known for her 30 year history of high dollar production and growth-oriented leadership, Kathleen has worked extensively with companies and individuals to leverage learning as a business success strategy. Clients ask Kathleen to work with them on increasing Production, Profitability and building high-performing recruiting teams in the Executive Search, Perm and Staffing industries. Having served as Chief Learning Advocate with Global Recruiters Network, Inc (GRN), Kathleen worked with the almost 200 franchised offices to implement a learning strategy that increased system-wide and individual office revenues by launching over 1000 hours of annual learning content. While National Practice Leader with StarbridgeGroup, Inc. Kathleen worked with training and consulting companies around the world to recruit and hire executive talent to convert their business goals into reality. Her tenure in the learning business has included highs and lows in her various roles as practitioner, search team leader, building and managing a 15 person search firm, as a franchise owner and a franchise consultant and learning leader. Kathleen now works with a variety of recruiting and human capital companies as a speaker, trainer, coach and business consultant. Kathleen began her professional career in 1980 when she traveled around the country teaching sales effectiveness to thousands of fund raising executives on behalf of a national non-profit organization. After several years, Kathleen shifted into sales, starting with opening new territories and moving up to Vice President of Sales for an educational software firm. Moving into recruiting provided Kathleen with a powerful way to leverage her sales and executive experiences, and her long history of helping executives build organizations and struggle with career decisions established her as a trusted advisor and coach. Kathleen has remained a leader in the executive search industry for the last 20 years of her recruiting career, and was selected in 1995 for membership in the Pinnacle Society, a recruiting industry honor society recognizing 75 of the top executive recruiters in North America. Kathleen was honored to serve as President of this prestigious organization for 4 consecutive years, and has now returned to the organization as an honored member Emeritus. Kathleen’s core expertise is in helping others learn and get things done. Working with others as coach and consultant, she is known for helping her clients build dreams, make plans and execute to create results. Often that means laying out a roadmap, identifying roadblocks and building a detour so the journey is productive. Kathleen Kurke specializes in Productivity and Profitability Coaching in the Recruiting Industry. If you or your team would like to make better choices on working Job Orders to increase your production and pro tability, reach out to Kathleen at kathleentkurke@gmail.com.
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You and your +1: A Date with Possibility
By Kathleen Kurke | Sunday November 12, 2018
If you’re currently or have recently been single, you’ve likely received an invitation addressed to you and a +1, giving you permission to bring a significant other or friend to the event referenced in the invitation. In those cases, your +1 is a re-active strategy. They invite you and a +1, and you decide who/if you’re going to bring. Re-active +1 is great in those social situations.
When we’re on the phone with clients or candidates, proactive +1 is the fastest route to increase production and profitability. In your business and in working your desk, I encourage you to operate with a proactive +1 strategy to create possibility.
With a proactive +1 strategy, you create the possibility of +1 Send-out, +1 Job Order, +1 referral, +1 advancement and/or all of these beyond the original intent of the call, all adding up to +1 placement.
Here are some ideas on to leverage a proactive +1 strategy:
• When you’re presenting a candidate to a client that you’re certain is a good fit, bring a +1 candidate into your conversation. This +1 doesn’t have to be a ‘perfect’ fit but should have experiences and accomplishments that demonstrate their ability do the job. When introducing this +1 to the client highlight the areas where the candidate is a good fit and share any other information as an open question. Your proactive +1strategy could generate another Send-out which can lead to an additional Placement.
• When you’re presenting candidates on an open assignment you’re already working on, present a +1 candidate that could be a fit for a different role in that organization. Present a rock-star candidate that can help the company make money or save money in a different part of the organization. Your proactive +1 strategy could generate another Send-out which can lead to an additional placement.
• When you’re reference checking a candidate, present a +1 candidate once you’re done with the reference check conversation. Ask questions about the business needs in that person’s company and the company’s challenges in making money and saving money. Present a candidate with experience solving those challenges and your proactive +1 strategy could generate another Assignment and another Send-out.
• When you’re presenting an opportunity to a candidate, present a +1 opportunity to that same candidate. If that candidate is serious about making a move, they’re going to consider multiple opportunities, regardless what they might say to the contrary. Your proactive +1 strategy could generate an additional Send-out which can lead to an additional placement.
I challenge you to bring a proactive +1 to every conversation as a way of multiplying your possibilities in this business.