Five Important Things to Do

Marketing Scripts_peBeing in the staffing industry for 40+ years, I’ve seen a lot of recruiters just give up in a tough economy. Even though a lot of companies are cutting back on hiring, there are many recruiters who are still thriving. Here are just five things they are doing:

Start thinking Contract and Contract-to-Hire. If you’ve only done Direct Hire in the past, go back to your previous clients where you have had successful placements and offer them Contract and Contract-to-Hire candidates. A lot of candidates are willing now, more than ever, to take a short term assignment when they need to make some money sooner than later. If you’re an independent recruiter, this might not make sense, since you would have to fund payroll, but if you work for a staffing firm, they should be able to handle it. And currently there are several really good funding companies out there that independent recruiters are utilizing. If you need one, you can contact me via the Meet Darryl page.

Find openings to fill by asking your candidates. When interviewing your candidates, ask them, only after you have developed some rapport and trust: Where have they interviewed? What position did they apply for? Who did they interview with? What salary figure were they talking? How did the company leave it with them? (Obviously if the candidate you are speaking with is still interested in this position, and being considered for it, it would not be ethical to call that company to try and get the job order).

Know how to handle objections with potential client companies. The staffing industry is like any other in the sense that it operates on supply and demand. When an ample supply of candidates exists like it does now, you need to be able to get your foot in the door and be better at it than the average recruiter. That means handling objections in a professional manner. Distinguish between a buy sign and an objection. A buy sign is any question asked about the candidate you might be marketing. (And I hope you’re marketing a good, qualified candidate).

One of the objections you might hear these days is: “We advertise on our own; there’s a flood of good people out there right now.” If you hear this, try saying this in response: “Some of our clients also advertise their openings. What they have found is that they become flooded with resumes of unqualified people. When you advertise on your own, you pay your money up front and take a chance. I do it all for you and you only pay me for results. You have nothing to lose by interviewing this outstanding candidate.”

Consider changing disciplines if your old path is drying up. Health care, government services and cyber security are just a few fields right now where hiring is still pretty hot. If you’ve been in construction or IT, for example, and it’s drying up, it might be worth your time to investigate what’s going on in other industries.

Develop a believable marketing presentation. Find a most place-able candidate. Develop a good presentation, and then deliver it consistently. Example: “I’m not calling to tell you about anyone or sell you anything; it’s just that while on a search for another company similar to yours, I found some outstanding candidates in ________ (software, hardware, electrical engineering, etc.). I simply wanted to let you know about that and see if, at this point, you have some interest in this kind of talent.”

Until next time, keep moving forward.

Darryl

EZRECRUITING.COM

 

 

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Discrimination

It’s time to re-visit a subject that is not visited often enough with recruiters … discrimination.

I know of a recruiter employed by a staffing firm on the East coast who accepted a discriminatory job order from a “new” client. That new client was actually an investigator whose job it was to call staffing firms and see if they would take discriminatory job orders. What happened? Either management didn’t train sufficiently on this subject or the recruiter didn’t follow the law. The staffing firm was shut down by the Federal Government. That’s the very reason you want to take this issue seriously.

Whether you’re part of a staffing firm or work from home, follow the law!

Your responsibility:

It’s extremely important that you always refer qualified candidates to prospective employers without regard to race, color, sex, age, national origin, marital status, veteran status, or the presence of non-job related medical conditions or handicap.

Please know what your responsibility as a recruiter is by understanding the federal laws: EEOC Laws & Practices

Make it your strictest policy to uphold these non-discriminatory guidelines because it is morally right and just, and it is also against federal law not to do so. If, when dealing with a client or candidate, any of these topics arise in a discriminatory manner, it is your legal obligation to inform the prospective employer that it is, in fact, against the law to discriminate, and that you (or your company) will not be able to do business with them unless all discriminatory requests are withdrawn

Image Credit: Markus Spiske / raumrot.com
Image Credit: Markus Spiske/raumrot.com

How to Handle It (keep this script by your phone):

“I realize that your request may simply be an error on your part, however, I must inform you that I cannot accept a discriminatory job order of any kind. I uphold the spirit and the letter of the law with regard to discrimination in all forms. I will do my best to send you the most qualified candidates who meet your essential job functions and skill requirements.”

If the prospective employer still insists on placing a discriminatory order, do NOT take it . . . no matter what! Do NOT allow yourself to be a victim of discriminatory hiring practices.

The EEOC (Equal Employment Opportunity Commission) is the Federal Agency that mandates the laws concerning discrimination.

Until next time, keep moving forward.

Darryl

EZRecruiting.com

 

Increasing Your Success Rate

All too often when I talk with recruiters I find that they make one call to a prospective client and then move on. Also, when they finally get a response they finish their day and put that possible client on their plan for the next day. It’s imperative that a recruiter follow the suggestions below if they want to increase their success rate.

But before I get to that, take a look at some statistics, based upon industry research:

clock.redInsiders say that ideally you need to get back to someone within five minutes. 

If you wait just 30 minutes you are 10 times less likely to reach that person. 

If you can contact them within five minutes, the odds of qualifying that person are 21 times greater.

So what have they found as the average time it takes a recruiter to respond? 39 hours and 22 minutes. That’s just crazy! Maybe these are the same recruiters who whine about how difficult it is to reach a hiring authority today.

So what’s the best time to reach prospects?

  • Recruiters who make at least six attempts to reach a prospect had a 90% success rate. Obviously persistence counts.
  • Studies have shown that between 4:00 pm and 6:00 pm were the best times of day to reach clients. The worst is between 11:00 am and noon.
  • Tuesdays are the worst day to prospect. Studies show you have a 50% better contact rate on Wednesdays and Thursdays.
  • Recruiters who found and used direct dial phone numbers got three times as many conversations with prospective clients. That means you need a way to find those numbers. Many recruiters subscribe to lists that provide them.
  • Yes, they are a step above a cold prospect, but you still need to do your homework on the company and make a great presentation of value to the prospective client to obtain a Job Order.

Remember, you’re not calling to just make a pitch or assume an order. Go through your questioning process and make your recommendation to your prospect accordingly. Like how working with you the client’s challenges can be eliminated in most cases.

In many situations prospects think they need one thing, when another might actually be the best solution for them.

Until next time, keep moving forward.

Darryl

EZRecruiting

 

The Placement Process

In the previous installment I explained that, as a recruiter, it’s as simple as following a plan.

The placement process is an integral part of that plan. It applies to you because you want to be successful and make more money, right? Anything worth doing is worth doing well. Yeah, I know that’s an old cliche’ but there’s no getting around it. Even in this digital age, some things just can’t be skipped.

So here are the steps in the placement process:

  1. Contact with Employer                      1. Contact with Job Seeker
  2. Job Order                                            2. Interview with the Job Seeker
  3. Evaluate                                              3. Evaluate
  4. CROSS MATCH (the Job Order with the Job Seeker)
  5. Prepare/Confirm                                5. Prepare/Confirm
  6. JOB INTERVIEW
  7. Follow up/Closing                              7. Follow Up/Closing
  8. PLACEMENT

Let me give you an analogy. Let’s say you have a new baby and she has to be changed multiple times a day. Right now it’s your turn because Mommy is taking a much-deserved nap. You’re not real good at this yet, but you gather the items you need: diaper, baby wipes, baby lotion or powder, towel and whatever else you’re supposed to use. But wait! The baby … because everything starts with her and builds from there.

OK, maybe that’s a little corny but you get the picture. There has to be a sequence for it to be successful.

Until next time, keep moving forward. More information on the Placement Process can be found in my Ebook.

Darryl

EZRecruiting

 

Idling in a Sailboat

Have you ever felt like you’re idling in a sailboat but what you really want is a jet boat?

What some recruiters find themselves doing is “getting ready to get ready.” This is especially true after the holiday season. (That would be their sailboat).

In order to get on that jet boat, what needs to happen? Well … it varies slightly from recruiter to recruiter, but the one common thread I’ve found is that they got off course somehow, i.e., drowned in the sea of Google searches, marooned on the desert island of job boards, or ran aground on the sands of “I’ll make marketing calls tomorrow.”

My advice? Go from idling in the sailboat to speeding away in the jet boat using one simple strategy: Get back to the basics! Do them consistently (not just a couple days a week).

All top-notch recruiters ask themselves a very important question on a daily, even hourly, basis. “Is what I’m doing right now getting me closer to making a placement?” If the answer is no, they change what they’re doing. And it usually involves a PLAN.

Daily Activity PlannerI always teach using a Daily Activity Planner. A handwritten one. Even with today’s technology (which many get lost in), there’s something powerful about writing down something on a piece of paper. I personally love being able to check off each item as I complete it. Wow! Talk about celebrating small successes. You get to look at the end of each day and see them. You can also see what you didn’t accomplish and transfer it to the next day’s Planner.

BTW, you can download my version of the Daily Activity Planner FREE at my website

I’m going to be offering the whole folder of marketing/recruiting forms in the next day or so at a nominal price, so stay tuned.

Until next time, have a great day!

Darryl

EZRecruiting