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

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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