Contact with Employers & Job Seekers

In an earlier post I showed the placement process. I thought it would be helpful for you to explain it in more detail.

(As recommended before, you should always ask yourself during your busy day “Is what I’m doing right now leading me to a placement?” If not, stop what you’re doing and get back to the recruiter basics).

Contact with Employers:

There will be several ways to contact employers. Marketing a top-notch candidate over the phone will be the most used and recommended method. The reason is that it gives you a focused objective for calling a potential client.

Other forms of contact will be through the Internet, joining associations, reading the online ads, trade publications, specialty directories, business journals, and then marketing a highly qualified candidate.

Contact with Job Seekers:

While there are many ways of contacting job seekers, the most used technique by successful Recruiters is that of target/focused recruiting. (We will also cover this method in a future post). Other ways to contact job seekers or career changers is through the Internet, advertising, job fairs (where you have a booth or table), open house in your location, referrals, word of mouth, associations, user groups and others.

These days, the market is flooded with qualified candidates. Your specialty will determine where you look for them. Your job is to find them, interview them by phone, and then market your most place-able candidate to potential clients. In short … your goal is to find a “home” for them.

Complete information is available in The Art & Science of Recruiting, including scripts to make this process as easy as possible.

Until next time, keep moving forward!

Darryl

EZRecruiting

 

 

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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

 

Objection 3: We Advertise on Our Own

Another common objection you may hear when marketing for new job orders is “We advertise on our own.”

Experience has taught me that the easiest way to handle this is by saying …

“Some of our clients also advertise certain positions on the job boards, etc. The challenge they find with this is that they become flooded with resumes of unqualified people. When you advertise on your own, you spend your advertising money up front and take the chance that it will provide you with top talent. I do it all; and you pay me only for results. Most of the people we place are currently working and not sitting at home combing the internet postings. You have nothing to lose by interviewing this outstanding individual.

(Then close with a call to action) … “Please tell me just what it is you’re looking for.”

Marketing Scripts_peFor more information on this topic, take a look at my latest publication: Marketing Strategies & How to Handle Objections

Until next time, have a great day!

 

ezrecruiting.com

 

Objection 2

Continuing with our list of objections that you may hear when marketing is this rather common one:

“We have no openings.”

So how would you handle this one? Let me suggest what has worked for me.

First, isolate the objection by asking a question: Newest.12.11.15“Do you mean you have no openings for a __________________ (whatever you‘re marketing) or no openings at all?” (Listen).

  • “Most companies will make a place for a person who will increase their bottom line profit. Is that true in your company?”
  • “What would it take for you to create an opening in your organization?”
  • “How many people do you have in this position right now?”
  • “If you were to rate them on a scale of 1-10, with 10 being the highest based on not only work performance, but attitude, loyalty, and dependability, how many would be a 10?”
  • “How many are an 8 or 9?”
  • ‘Do you have any 5‘s or below? It‘s not uncommon for a company to have one or two weak links; people who aren’t pulling their load for whatever reasons. These people cost you money every day. The person I‘m representing is a 10. On his last job he (provide examples of what your candidate did to increase the bottom line). Your time would be well spent to interview this person and see if you don‘t agree that he would improve your company’s profitability.”
  • Other ways to handle this objection would be to ask questions like:
  • “When do you anticipate an opening?”
  • “How do you normally hire your people?”
  • “Have you considered upgrading your staff?”

Most people when new to sales have a tendency to start “selling” immediately when faced with an objection. Keep in mind how it feels to be “sold” by anyone you encounter in your life. It certainly turns me off to think that someone assumes what I want or need without first finding out what that might be. So why would you want to do that to someone else? Especially someone you want to gain as a new client. Earning a level of trust is paramount in our business. Asking good questions like those above could be just the platform you need to earn that trust from your prospect.

Next time we’ll cover Objection 3 – We advertise on our own.

Until then, have a great day!

Darryl

EZRecruiting.com

 

 

Objections You May Hear

Let’s face it. Selling can be a challenging situation sometimes. But all of us, from the time we were infants began selling something in one way or another. And, of course, we encountered objections. For example, let’s say your spouse wants to take you out to dinner. She says she doesn’t feel like it. She’d rather stay home and veg out after a tough day at her mind-numbing job. So what do you say? “Honey, wouldn’t it feel good to have some really great choices for dinner? To have someone wait on you, not have to do the dishes, and maybe pick your favorite dessert? We don’t have to get dressed up. We can pick a place that’s casual if that appeals to you.” 01.04.16Selling

What just happened here? You created mental pictures for her that, most likely, worked. She probably decided she’d like to go out to dinner after all.

So it is with objections that you may hear while marketing your most qualified candidates to companies.

These are some of the most common ones:

  • We had a bad experience with a company like yours
  • We have no openings
  • We advertise on our own
  • We don’t pay fees
  • Your fees are too high
  • We only deal with agencies who discount their fees
  • We use another search firm exclusively
  • We’re cutting our staff
  • We won’t have any openings for at least a month; I’ll call you

Tomorrow I’m going to begin the series of posts that teaches you how to handle/overcome these objections. Stay tuned!

Until then, have a great day!

Darryl

EZRecruiting.com