- 1. PRESENTED BY: Doug Klares Tim Donohue John Silver Cost
Effective Workforce SolutionsWelcome to The ICS Monthly Sales Call
July 2013 Please make sure you mute your phone until you have a
question/comment and do not put us all on hold. Thank you.
2. Sales Leaders Margin Dollars Phone TimeICS100 Rank Employee
Total Margin YTD May '13 Run Rate 1 Reinhart, Cameron $217,814
$522,753 2 Menon, Sanjeev $169,541 $406,899 3 Pfennig, Gary
$149,475 $358,741 4 Stanfa, Jamie $133,827 $321,184 5 Cook, Rachel
$129,560 $310,943 Rank Employee Total Margin May '13 Only Run Rate
1 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 3. Sales Leaders
New Reqs New Hires Networking+Client Meetings Rank Row Labels Sum
of NewJobReq 1 William Gorin 66 2 Sarah Drill-Mellum 50 3 Matthew
Walden 41 4 John Liberatore 33 5 Joseph Sanci 31 6 Chris
Bonnstetter 28 7 Rachel Cook 23 8 Jamie Stanfa 21 9 Britt Cohen 20
Rank Row Labels Sum of ICS Hires 1 William Gorin 6 2 Chris
Bonnstetter 6 3 Britt Cohen 6 4 Jamie Stanfa 5 5 Cameron Reinhart 4
6 Sanjeev Menon 4 7 Bill Harkins 4 8 Thomas Mctigue 4 9 Holly Coode
4 Rank Row Labels Sum of ClientMeetings 1 Sarah Drill-Mellum 17 2
Jamie Stanfa 14 3 Gary Pfennig 11 4 Jason Henninger 10 5 Jim Fender
9 6 Cameron Reinhart 6 7 Rachel Cook 6 8 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 4. Sales Leaders Leads New 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 5 Sarah
Drill-Mellum 10 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 7
Sarah Drill-Mellum 36 8 Britt Cohen 31 9 Jeremy Neihardt 29 10 Alex
Purvis 25 11 Cameron Reinhart 25 5. 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. 5 6. 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 6 7. In The News Continued 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 administrations 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. 7 8. 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 weeks 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 year U.S. job openings edged down by 1.2
percent in June, the first decrease in nine months, according to
Simply Hireds 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 In The News Continued 8 9.
PRESENTED BY: Doug Klares Tim Donohue John Silver Cost Effective
Workforce Solutions Selling Contract 10. 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 11. 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 Candidates From CareerBuilder From
DiscoveryOrg.com Other Areas Do Not Call HR, Procurement, etc.. 11
12. 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 its 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 FTEs 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! Its 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 13. 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) 13 14. Selling
Contract - Asking the Right Questions Info 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? FTEs? 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? 14 15. Selling Contract - Asking the Right
Questions Emotional/ 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? 15
16. 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 wont hurt anything!
16 Account Manager Recruiter Nightwork o Populate Diva with
contacts, info, #s o 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 serversnew DCALL CREATE Contractors
PERFECT YOUR PITCH o If you havent, dont and continue to practice
your elevator pitch, you are BEHIND. Learn from others internally
it can change Leads o Must positively promote recruiters to dig
into their candidates 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 status o Top 3 capital funded projects (
names and leaders of them) o Company status/issues/news worthy
stuff? 17. Selling Contract - Success Stories Tips from our Top 4
in Contract Margin Cameron Jamie Chris Gary 17 18. Selling Contract
- Leads From Candidates Candidate Referral Form Reference Request
Form From CareerBuilder Search Resumes with competitor names find
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 19. Selling Contract Do Not Call HR Start
with the Line Managers Use the 3 Strike Rule Procurement is a small
step up from HR Its a necessary evil in larger company users 19 20.
Home Work What 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. 21. PRESENTED BY: Doug Klares
Tim Donohue John Silver Cost Effective Workforce Solutions Monthly
Sales Call Next Meeting Aug. 13 Q & A
