Andy Murray’s Olympic gold triumph in Rio came in a match that lasted more than four hours as he and del Potro slogged it out. Potro’s colossal forehand was pummelling Murray into submission. In the end it was Murray’s guts and determination that saw him take the gold medal.
As data scientist have become more important to sporting performance, what is their answer to the following question:
"Why did Murray under-perform in this final?"
Was he too focused on how to cope with Del Potro’s forehand by keeping the ball on his backhand? Did forehand aversion affect Murray's service game? Surely, if Murray delivered above 60% of his first serves then he would have comfortably won this match?! Instead we saw a display of copious double faults and Murray's serve being repeatedly broken.
Recruitment companies need top performers just like Andy Murray, hitting their targets by slogging it out to fill job orders faster than the competition. However, if a recruitment consultant is over focused on just finding the best available candidates, they’ll soon start to overlook the critical relationships that are key to the firm’s revenue growth.
Retaining key relationships is central to the success of a growing recruitment business. However, these relationships often become stale and diluted, especially as the frequency of job movement is increasing – both amongst your consultants and their contacts.
The net effect of frequent job movement is that it hides potential new revenue. Potentially, this is a huge hidden cost that causes more damage to a company than virtually anything else. Recruiter turnover is often overlooked because CRM data volumes make it impossible to track and hear about every single candidate and every single hiring manager movement.
Fortunately, this problem can be overcome by using technology to audit candidate CV data for people movements. Each month, consultants can be alerted to new revenue opportunities when either the hiring manager moves to a new company, or the candidate you placed is promoted into a hiring position. When a recruiter receives this kind of actionable and timely market intelligence, they will be on top of their game. They are able to move quickly to secure vacancy exclusivity, which is the equivalent of smashing aces all day long.
The alternative can mean missing out on a significant opportunity. If your competition were to adopt this approach (and hundreds of agencies worldwide already have!), it will put them ahead in the game.
It may sound like a cliche, but in recruitment there is no silver medal for second place.