On Saturday we celebrated a birthday in the Burnett household, Island Recruitment turned 2 years old! Perhaps ‘celebrated’ is a bit of a grandiose term. I blame the ANZ advert for Claire + Co. for creating lofty expectations regarding this particular milestone. In reality, it was only on my radar due to AONs incessant reminders to renew my liability insurance. No one was running out to acquire bunting and to be honest, they needn’t do. I am aware of what they say and by they, I mean Google. The first two years are the hardest in any business and somewhere between 20%-30% of businesses don’t survive. The last two years have also been a little turbulent in recruitment. If you cast your mind back to March of 2023, NZ was still reeling from the aftermath of Cyclone Gabrielle, that same year we had a change of government which always put the brakes on our new hires. Since then, we’ve been flirting with a recession like it’s pulled us over for speeding. But would I do it again? Absolutely! I’d encourage others to do it too, given they have the appropriate amount of experience. For those who are considering leaping, I look back on the beginning of my journey and the lessons learned throughout the last couple of years.
1. Know your limitations
I remember when I first started Island and people were confused that I wasn’t basing operations from home. While this would have been a handy cost-saving exercise and I’d have joined the ranks of Amazon/Apple etc. starting in the garage, I know how I work. I am way more productive in an office environment than I am at home which is why budgeted for a CBD workspace and not an office nook. Acknowledge how you work and play to your strengths.
2. Budget
A perm recruitment process usually takes about 2-3 weeks. A candidate who is gainfully employed often has a 4-week notice period. Consider a week off to decompress, you’re looking at 2 months before the assignment commences. Depending on payment terms, that’s another 2-3 weeks before you see any cash. Be sure you have enough dosh to not go hungry during the first quarter as you won’t be paying yourself a cent. Steve Martin had the right idea in the classic Bowfinger, put away a bit a week to secure your dream.
3. Celebrate the wins
The downs are low, but the highs are high. We’re exposed to a lot of no’s so when a yes comes along in any form then it’s important to live in that moment. Since being on my own I have found that I do marinate in the moment but it’s because it’s chopped up. There’s the acceptance of the offer, there’s the start date and then there’s when the invoice actually gets paid. There are different points along the process where you can reflect on a job well done. Don’t celebrate too hard though, as the recruitment gods are quick to apply eggs to faces.
4. Pick wisely
You’re likely going to be known in whatever industry you’re starting up in. You’ll have the people you’ve worked with since day dot, but you’ll also be able to partner with new and exciting businesses. My rule of thumb has always been I work with agencies I would work for. As a business owner, I now take into account the speed and likelihood an invoice gets paid and you should too. Thankfully, everyone has played ball and a few special people, you know who you are, paid early.
5. Use your experience, and empathize with your candidates
I was by no means unhappy in my previous employment. I respected and admired those around me and was content. This is the situation you will find 90% of your candidate base in. You were them but, you likely took a leap because where you were, wasn’t the right vehicle for your ambition. It may sound counterproductive but, I don’t like calling people and hearing that they are desperately unhappy, it means the industry is failing them. What I want to do is present them with an option that represents a progressional step in their career.
6. Share the experience
While I am in every sense an Island, my circle is very recruitment-heavy. I don’t struggle to find recruiters who are keen on a commiserate/celebratory chat. My business isn’t scalable unless some large-headed, tattoo-laden, Kentish (I said Kent) comes off the boat and fancies doing internal recruitment, I can’t follow the path before me. For this, I have my wonderful wife who knows my clients/candidates by name or at least by their most annoying trait. You 100% need someone in the trenches with you if you employ them or not.
7. Don’t stress
Easier said than done for sure but, certain things are out of your control. You can’t control what a bat does in China any more than you can a hiring manager in Pakuranga. What I would recommend is working your arse off during the blips of activity because it seems like the lulls are inevitable. At least it creates a deep appreciation for when a role is live and you can actually do your job.
8. Love what you do.
When people have an aversion to BD it’s usually because they don’t believe in what they are selling, that they aren’t adding value. I’m a big advocate for recruitment, like most of the industry I didn’t plan on becoming a recruiter. I love my life in NZ, and none of that would’ve been possible without recruitment. I’m privileged that I get to help people enter the industry or get to that next stage in their careers. If you are considering doing it yourself I’d ensure you’re passionate about what you do.
While I would love a tap-in of a blog every year, I feel like the next one should be around the 5-year mark. Hopefully, we’ll still be going, and I can dust this off and let you know if my feelings have changed. The future is bright mainly because the past has been a little bleak. Here at Island, we’ll endeavor to evolve, and maybe one day we’ll be as big as other well-known Islands; Love, Duck, or Epstein. Hopefully for all the right reasons.
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