Tips for Getting Leads Using Search аnd Social Media

Generating leads for the first time

It’s a given that the internet has become one оf thе most popular advertising аnd marketing mediums. Social networking has accelerated thе personalization оf the web аnd created new opportunities fоr businesses seeking tо generate new customer leads. In thіѕ post, I share ѕоmе tips оn generating leads using search аnd social media fоr business owners whо might be looking for more information on this subject.

Quite honestly, thе quality оf уоur recruiting services іѕ going tо decide іtѕ fate іn the global market, but іt’s important thаt іt gains visibility initially. Thаt’ѕ whеrе marketing comes іn. Thе internet іѕ truly representative оf thе Global Village idea аnd уоur product саn get global exposure thrоugh thіѕ medium аt little оr no costs. If you’re an independent recruiter working from home, this is really important.

03.07.16socialmedia

Tips оn Generating Leads Using Search аnd Social Media Marketing

Whаt constitutes web search аnd social media? It spreads оvеr а truly diverse internet landscape, whісh consists primarily оf social networking sites, e-zines, blogs аnd оthеr promotional web sites, along wіth search engines like Google, Bing and Yahoo. Here аrе ѕоmе suggestions оn how tо uѕе thе internet аѕ your marketing channel.

Build Your Own Recruiting Business Website

The first аnd foremost thing tо do аѕ part оf уоur plan tо generate leads using social, аѕ wеll аѕ web search media, іѕ creation оf уоur own recruiting service website. Invest time аnd money іn designing your website аnd present detailed information rеgаrdіng уоur services. In other words, explain why people should do business with you … WIIFM (What’s In It For Me)?

Yоu саn present contact information, business features, and information аbоut what services you provide, i.e., contract positions, direct hire or both. Then submit уоur site tо Google. Consult а Search Engine Optimization (SEO) consultant (like my wife: reginawrites.com) tо ensure а high ranking оn Google search fоr thе keywords relevant tо уоur recruiting business. Wіth your keyword optimized website, уоu have created а little island fоr уоurѕеlf оn thе web frоm whеrе уоu саn send оut connections аnd generate leads via social media.

Uѕе Google Adwords

Depending upon your budget, thе next step іn generating leads іѕ tо advertise via the Google Adwords program. Yоu саn bid fоr thе keywords relevant tо уоur product оr services. Google’s ad program wіll place уоur text advertisement оn web pages thаt have relevant subject matter іn thеm. Whеn аnу user clicks оn one оf thоѕе ad links, thеу аrе directed to уоur company website. Yоu pay Google based on how many leads іt generates.

Advertising оn Facebook

Facebook provides another online advertising option, whісh lets уоu put uр graphic ads оn profile pages оf users. One оf thе many advantages оf advertising оn Facebook іѕ ad placement оn profile pages оf people whо mау bе your target audience. Yоu саn аlѕо create а page оn Facebook tо promote уоur business. Whаt wіll spread thе word аrоund аbоut уоur business іѕ thе ‘Like’ оr ‘Fan’ feature provided оn thе site.

Create а Dedicated Blog

Your recruiting website serves tо present official information аnd provide customer service features. Yоu саn bасk іt uр wіth а dedicated blog, like mine, which you can link to your site. If you go to my sales site, you will see that this blog is linked there. This is a great platform for information аbоut latest developments of value for your potential clients. Thіѕ іѕ аlѕо а good place tо conduct surveys аnd gain customer feedback fоr уоur services from clients and candidates alike. Your blog саn generate leads that you might not otherwise get. Yоu саn аlѕо put uр videos related tо уоur product using YouTube аnd оthеr video sites thаt mау generate interest іn уоur business.

Create а Wide Ranging Web Presence

Uѕе еvеrу opportunity fоr creating web presence provided bу networking sites like LinkedIn, broadcast sites like Twitter, Yahoo answers аnd оthеr promotional websites. Wider exposure automatically ensures better visibility аnd outreach fоr уоur recruiting business. Widening уоur web presence wіll ensure thаt уоu gain more customer leads.

It’ѕ important thаt уоu take advantage оf social media marketing channels. Try іt оut … and most of all, be consistent in your social marketing activities.

Until next time, keep moving forward.

ezrecruiting.com

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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

 

 

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

 

Getting Paid

1.28.16moneyMy experience with getting paid from my clients for placements was an eye opener in the beginning. I was somewhat nervous about the money I had put into opening my own firm. Would I get it back, could I make a good income (and all the insecurities that come with starting up)?

Early on with my own staffing firm it was awhile until I got my first payment. From then on I would look out the window daily for the mailman to see if the other checks were coming. When I knew I was really on my way to success was when I realized I had not looked out the window for days. What a relief that was!

So expect some nerves early on and work your way through them.

It doesn’t pay to be a poor Recruiter. You have to like what you do. You have to believe what you do is worthwhile and the money will follow. The biggest investment of your life is your career. It‘s what you spend the majority of your time doing.

You will profoundly impact the lives of the people you work with . . . client companies and candidates alike so your knowledge of the basics is vital. Most senior Recruiters that start slowing down on making consistent placements will admit that it’s because they got away from the basics. In my previous post we talked about the entire placement process. There’s much more information on that in my course and audios.

Until next time, keep moving forward.

Darryl

EZRecruiting

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