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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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

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

 

 

Asking the Right Questions

When I owned my own recruiting firm in southern California, I knew I needed to position my firm as a valued industry resource.  What that meant is that somehow I needed to provide services that clients and potential clients would think of first when they needed staffing help.

questions-and-answers1Questions became my ally in that, instead of touting my services, I would ask questions.  What that meant to my clients was that I knew how to listen, which brought me to the head of the pack, so to speak.  Most of my competitors were not doing this on a consistent basis.  And the reason I knew that is that my clients told me.

Some of the questions I always asked included:

  1. When you realize you have a staffing need, who do you think of first?
  2. What other staffing firms are you currently using?
  3. What is it that other staffing firms do for you that you think we can’t do?
  4. How would you rate our services on a 1 – 10 basis, 10 being excellent?
  5. If we’re not a 10, what can we do to make your experience better?
  6. How do you feel about how you’re treated when you call in to our office?

These are just a few of very important questions, designed to elicit a conversation, which can lead to more business. As a business owner, I always felt that the buck stopped with me, meaning that I could have the best staff in the world but if we weren’t asking the right questions, we could be leaving more business on the table.

Remember the 80/20 rule: 80% of your business will come from 20% of your clients. Whether you’re a brand new recruiter or a seasoned one wanting to get back to the basics, maybe I can help. Check out EZRecruiting for more information.

More to come – stay tuned. Have a blessed day!

Darryl

EZRecruiting