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

 

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What’s Really Behind It?

Over the years I’ve seen a lot of recruiters come and go. So what contributes most to the ones who stand out? What’s really behind their success?

It’s following the plan. What plan, you say? It’s the plan outlined below and the reason I named my training THE ART & SCIENCE OF RECRUITING.

cropped-newest-12-11-15.jpgThe truth is that you can have the Art down to a science but without performing the Science you will never be more than an average recruiter, if that.

Most of the posts I’ve done here could be applied to other professions, too. They might not have the same names but the essence is the same. This could absolutely apply to real estate agents and many others I can think of.

So whatever discipline you are in, if you implement these items on both sides, you’ll be so successful at recruiting that you’ll have a hard time counting your income. (It will probably exceed anything you’ve imagined)!

 THE ART & SCIENCE OF RECRUITING Characteristics:

THE ART                                                                     THE SCIENCE 

Presentation                                                               Hours in the office

Qualifying                                                                   Phone Calls

Questions                                                                    Send-outs

Preparation                                                                 Attitude

Closing                                                                        Image

Listening                                                                     Goals

Overcoming Objections                                              Team

Recognizing buy signs                                               Training

Until next time, keep moving forward.

Darryl

EZRecruiting

How to Implement R.O.W.

As promised in my last post, today I’m going to share with you what happened to me early in my recruiting career.

I always focused on the client and not so much on the candidate. I felt they should jump through hoops or I wouldn’t work with them. Wrong thinking!

As recruiters, we always need to create as much balance as possible because we walk a fine line between the client and candidate. Our goal is to exceed the expectations of both.

When I began to fall short of my goals more often than I liked, I decided to step back and see what I might be missing in my recruiting process. Finally, when I was able to isolate the cause of not treating the candidate and client equally, I knew that was the problem. The solution is what I call the R.O.W. process.

When I decided to balance each side of the placement process, both the client and candidate, I knew I needed to find out what each of them Required, Offered, and how we would Work together, i.e., R.O.W.

Once I started implementing this daily, I finally reached my goals for the first time. It’s been part of my recruiting strategies ever since.

For more information, please visit my website. You may find something there that can get you closer to your goals.

To your success,

Darryl

EZRecruiting

 

Humphrey Bogart

“The only point in making money is, you can tell some big shot where to go.” Humphrey Bogart

In essence, that’s what I did while on a marketing call when a potential client gave me a buy sign.

The buy sign came in the form of a question, as they usually do. I answered his question first and then said, “Tell me more about the position. Will this person report to you?” He replied, “You know what an AS400 programmer does … just find me one.”

“Bob, I’ll need to know a lot more than just finding an AS400 programmer if you expect me to provide you with an acceptable candidate for your company. If you can’t provide me with more details, I will not work on this opening for you. So what type of applications will this person work on?”

He said “You mean you won’t work on this position for me?” I said, “That’s correct. I am not going to waste my time or yours looking for a needle in a haystack, so if you want a qualified top notch candidate, then let’s get started. What applications will this person be working on?”

I was able to get the details and ultimately make this placement. When I did my two week follow up call to both the candidate and Bob to see how things were working out for them, Bob thanked me for not giving up on him at the beginning of our first conversation. “Darryl, when you finished asking your questions I think you knew more about the position and company than I did. That must be why your candidate turns out to be the best hire I’ve ever made.  He is fantastic!”

“That’s what I like to hear, Bob. *What else can I be working on for you?”

*Never miss a chance to ask for more orders. Make it a habit to ask!!!!

In the next post I’ll let you in on what I found out about treating the candidate no different than the client.

For more information, please visit my website. There’s a goldmine of tips & techniques in my latest e-book.

To your success,

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

Growth is Painful

Marketing Scripts_peLet’s face it … we’ve all been stuck at times in our comfort zones. They’re different for everyone but one thing is consistent with all – life begins at the end of our comfort zone. I don’t know who to give credit to for that saying but it’s certainly true.

I still have days that I have to wake myself up from being in mine. But I know that if I don’t, everything remains static, stuck, and that’s not where my personal and professional growth is. Isn’t it true that forward momentum can be achieved simply by taking even baby steps each day?

Being good at handling objections is one of the ways we can strengthen our ability to move forward. Can it be painful? Yes! Why? Because most people have a fear of rejection. And what is a fear? In my opinion, it stands for False. Evidence. Appearing. Real.

Make the marketing calls. Get good at handling objections. Stop being fearful of rejection. Don’t take it personally. They can’t kill you!

Here’s an example:

“YOUR FEES ARE TOO HIGH”

“My service charge is not the lowest or the highest in our industry, however, the quality of my service and candidates is the highest. I can prove that by presenting you top talent that fits your needs at no cost to you. You can easily compare my service with the quality and service you’re getting now and then make the decision if my service charge is too high. Fair enough?”

I truly hope these tips are helping. For more information, please  visit my website and see if there’s something there that can get you closer to your goals.

Until next time, have a great day!

Darryl

EZRecruiting

 

 

They Asked Me

Over the years many people have asked me how I got started in recruiting and why I did. There are several reasons:

  1. I don’t believe in coincidence; everything happens for a reason. I happened to be in a place in my life where I knew something had to change for the better. I just didn’t know what. Then a friend told me about a guy who was looking to hire someone to help him in his business, which was a staffing agency. I applied for the job and, to my astonishment, he hired me. My first assignment was when he put a resume on my desk for an Applications Engineer. He handed me the phone book and said, “I don’t want to see you or hear from you until you’ve found a home for this guy.” After processing that for a minute, I put my head down and got to work. I knew I didn’t have time to get scared about what I didn’t “know.” Obviously the first few phone calls I made, talking with hiring authorities, they knew how green I was. One guy asked me, “How long have you been doing this?” I said, “About 20 minutes.” He laughed so hard, but also really appreciated my honesty and told me so. At that point, in what was to be a life-long career, I didn’t know what I didn’t know. (BTW – I did place that candidate in a new job – wow!) I was on my way and never looked back.
  2. As for the reasons I do this and have for so long, there are many, but the primary one is that it allows me to affect others’ lives in a significant way. When I place someone into a better situation than they’re currently in, whether it’s direct hire or a contract position, their circumstances inevitably improve. And on the client side, this new hire has made the hiring authority’s job easier. The new person will be an asset to that company’s productivity.
  3. Another reason is that I like building and maintaining good relationships. It’s a known fact that companies and people do business with people they know, like and trust. The trust factor is HUGE! It has to be there in order to have a continuing relationship. And how do you create that trust factor? By being real; by being who you are; by asking the right questions so that your prospective new client knows that you’re listening to their needs. One of the ways I like to do this is by asking, “What’s most important to you when you decide to hire someone? (Listen and write it down). Then ask, “What else is important to you?” (Listen and write that down). Then ask, “What else?” Ask, Ask, Ask! And when you’ve placed someone into a new job, you almost always have their trust and loyalty. It’s a win-win all the way around.

Marketing Scripts_peI truly hope these tips are helping. For more information, you can visit my website and see if there’s something there that can get you closer to your goals.

Until next time, have a great day!

Darryl

EZRecruiting