QUESTION: How do I determine what I want to delegate?

We’re covering this question in detail at our Recruiting Firm Scale Up Challenge next week (April 22-25th 2024!). A massive area of focus at The RecruiterU is the ability to grow. Whether you are a solo operator or a firm owner, you must learn the art of delegation if you want to scale your business. 

The Client Experience

I had a client in 2008, a guy named Bob. He has close to a $2 million office now. But, he did not hire an admin until 2016. I constantly stressed how much it was costing him, physically costing him not to have an administrator. He “yea’d” me to death. Eventually, he hired somebody, and about a year later, he was “fun angry” with me because I did not push him harder to hire that person earlier. He went through the whole laundry list of everything that freed him up. This person was arranging the interviews and double-checking things. You can have an administrator do a whole slew of things that are not in your core competency, even some baseline research.

Hear directly from Bob:

The Bigger Game Transformer

The original question was: how do I determine what I want to delegate in 2024? I learned a great exercise in The Strategic Coach program, developed by Dan Sullivan. It is so simple that I can teach it here. First, download your free copy of our Bigger Game Transformer.

You can keep this by your side as you go through your day. Everything you do, personally and professionally, falls into one of those three categories. It is annoying, just okay, or it is captivating and motivating.  

My experience with most recruiting firm owners, whether solo or firm owners, is that they only spend 5% to 10% of their day in the category captivating and motivating. This is why the business becomes a grind.  

Transition to Captivating and Motivating

I did not know this exercise, but I did remnants of it 20-something years ago. I took myself off a desk because many of the baseline functions of running a desk became irritating. But I was confused because I was good at taking datasheets, taking searches, and running my desk. A lot of people confuse being excellent at something with it being fascinating

Some of the things you do that you are excellent at are fascinating, but if you are honest with yourself, does the execution of the task excite you?

An Example

Marketing was never captivating or motivating for me, specifically marketing calls. So I hired marketing coordinators, people that would develop leads for me. What was captivating and motivating for me was closing somebody that had an opening. I enjoyed taking them through the process to line them up as a client that would hire us with money upfront, walking the client through their problem, their pain points, what our solution was, and negotiating the agreement.  

When I took myself off a desk, I never stopped doing that. I did that with my team members. My team members would bring in the searches they had. They would set up appointments, and we would have a conversation with the account executive and the client, and I would give the opening back to the account executive to do the fulfillment on, and they were all great recruiters too.  

The Challenge

There are no hard and fast rules as to what is fascinating and motivating for you and what is annoying. I would challenge you to keep that piece of paper at your desk over the next few days. Every time you start a new task, record it in one of the three categories. Be honest with yourself. That is the first step. You will come up with a bunch of stuff under annoying if you do it the right way.  

Be careful that the captivating and motivating things energetically are things you love doing. One of the tests, if you are doing it, and you look up at the clock and you are like, where did the time go? And you have energy. You are not fatigued.  

After a few days, you will have a list of three categories, and you can look at everything under annoying. I would posit to you, to delegate it within 90 days.  

All of our situations are different. We all live in different sized homes, states, and countries with varying labor laws.  

This process works. If something is annoying, there is a way to delegate it. Next week, we’ll discuss the delegation process so you can define the success criteria and avoid the dreaded drive-by delegation.

Click the link Below to Grab Your FREE Seat to The Recruiting Firm Scale Up Challenge – April 22-25th 2024 from 12 – 1:30 PM ET Each Day

The Latest from TRU