Thursday, 20 January 2011
Monday, 10 January 2011
After the “Yes”
Your job has not ended just because the candidate has accepted the job.
Most candidates will have to give a mouths notice on permanent, make sure you speak to them a least once or twice a week during this time.
Know when your candidate is going to hand in their resignation, call them before to say good luck and after to see how it went, this is all about knowing if there is going to be a problem.
Some employers react badly to people resigning, use this to your advantage.
Always call your candidate on their new first day to say good luck, after that a three and six month calls are also a good idea.
The reason we are so careful at the beginning is to avoid drop out’s from counter offers, one major factor is getting candidates to speak to their current employer about their grievances before we start the process.
On the odd occasion some candidates do all this just to get an increase from their current employer.
The Drop Out Pitch
This is worth throwing in at the end of the job offer call.
Just to let you know, people who accept counter offers to stay, 80% are back on the market place within 6 months, because companies will promise anything to keep you, it’s cheaper for them.
Think about it all of the time and cost of finding someone else, it’s a massive upheaval.
(If they said to their current employer)
Not to mention you have said to them about your problems and concerns and they did nothing.
Which is exactly what they will do if you stay, nothing, because you’re a soft touch then.
(If they did not say)
They weren’t bothered about seeing if you were happy before you resigned, did they ask?
You have staff reviews don’t you, I mean you should know people pretty well after working with them for so long, well that if you care obviously.
Once a person has resigned there looked at rightly or wrongly as disloyal, which is just staggering really, not the chap to promote, game over.
You know the old saying “the grass always looks greener on the other side” well sometimes it is.
If you look at it from my side, I’m a recruiter / headhunter and we don’t paid unless we deliver, so obviously we target companies who are not always the best to work for and recruit for ones that are, it just makes good financial since for us.
The main reason though for not excepting counter offers is simple this job will be gone, bridges burnt.
I would not be doing my job properly if I did not warn you of that.
Most candidates will have to give a mouths notice on permanent, make sure you speak to them a least once or twice a week during this time.
Know when your candidate is going to hand in their resignation, call them before to say good luck and after to see how it went, this is all about knowing if there is going to be a problem.
Some employers react badly to people resigning, use this to your advantage.
Always call your candidate on their new first day to say good luck, after that a three and six month calls are also a good idea.
The reason we are so careful at the beginning is to avoid drop out’s from counter offers, one major factor is getting candidates to speak to their current employer about their grievances before we start the process.
On the odd occasion some candidates do all this just to get an increase from their current employer.
The Drop Out Pitch
This is worth throwing in at the end of the job offer call.
Just to let you know, people who accept counter offers to stay, 80% are back on the market place within 6 months, because companies will promise anything to keep you, it’s cheaper for them.
Think about it all of the time and cost of finding someone else, it’s a massive upheaval.
(If they said to their current employer)
Not to mention you have said to them about your problems and concerns and they did nothing.
Which is exactly what they will do if you stay, nothing, because you’re a soft touch then.
(If they did not say)
They weren’t bothered about seeing if you were happy before you resigned, did they ask?
You have staff reviews don’t you, I mean you should know people pretty well after working with them for so long, well that if you care obviously.
Once a person has resigned there looked at rightly or wrongly as disloyal, which is just staggering really, not the chap to promote, game over.
You know the old saying “the grass always looks greener on the other side” well sometimes it is.
If you look at it from my side, I’m a recruiter / headhunter and we don’t paid unless we deliver, so obviously we target companies who are not always the best to work for and recruit for ones that are, it just makes good financial since for us.
The main reason though for not excepting counter offers is simple this job will be gone, bridges burnt.
I would not be doing my job properly if I did not warn you of that.
Michael Page International, a Leading Light
Page Int’s Q4 showing profits up to £119.8m that’s up 32.2% on last year.
With most of the growth coming from permanent, this is excellent news for the industry as a whole.
Chief exec Steve Ingham said “I am delighted to report another strong Q of growth in a year on year profit up 32%, with all regions improving.
Most of this growth came from permanent recruitment”.
Is 2011 the year to shout out the good news?
With most of the growth coming from permanent, this is excellent news for the industry as a whole.
Chief exec Steve Ingham said “I am delighted to report another strong Q of growth in a year on year profit up 32%, with all regions improving.
Most of this growth came from permanent recruitment”.
Is 2011 the year to shout out the good news?
Basic Headhunt Part 3
6, Candidates CV
Call back when arranged speak to the candidate in depth, go through the role, release the name of the client, go over the feeling again, look to match the negative points they made about their current job to positive points in our clients role.
6.1 Meeting
If you feel the process would benefit from a meeting, or for high level people it is needed, set up a meeting between you and the candidate.
Meeting candidates face to face gives a whole new aspect to getting to know them.
7, Interview Checking
All being happy, Ok to send CV to client, I would normally get times and dates from the candidate when they can make an interview, top level people have less time.
8, CV’s to Client
Normally I would only send 1 CV to a client for 1 role, but this person would be spot on, sometimes if there are other I’m not sure about I would include them but point out that I don’t feel there are a 100%.
Some clients to start with expect more than 1 CV, I point out it my job to short list people and save them time, if you get it right which you should they will stop asking and trust you.
9, Client Feedback Interview Set UP
A few calls back and forth between the candidate and the client to set up the first interview provides us with chance of a bit of extra selling.
Make sure the client as well as the candidate is well prepped for interviews.
10, Interview 1
The first interview will not answer all the questions and is likely to kick up some points that need to be resolved.
There is also the difference of we have been chasing the candidate all through this process and they will be caring the “power”, it is important for the client to understand this, after the first interview when the candidate has seen what is on offer for themselves, we as recruiters need to start to redress the “power” balance.
11, Emotional Feedback
For the candidate side you should work on the 10/10 rule, the candidate should ring you within 10 mins or within 10 feet of leaving the interview, if they don’t there’s a problem, at the very least with your candidate control.
Interviews are usually scheduled to end at a curtain time, if they over run it is usually a good sign, but check, ring the receptionist to check they arrived and to see when they left.
This feedback from the client and candidate is all about their emotional response, don’t worry about facts here just go with their gut feelings, how they felt.
It is quite often the case people take what they feel and make the facts fit that later on, this also gives you a good idea if you need to start pushing together or slowly pulling apart.
12, Feedback Fact
The next day you should have arranged to speak again about the interview, you will find the feedback is slightly different, as they have had a night to let it sink in, this will naturally be more factual information from both the client and candidate.
13, Interview 2
If it goes to a second interview this is usually quite different, as the parties are speaking together about the facts of working together.
You as the recruiter need to have found out what if any questions still need answering on both sides, make a list and send it to the client and candidate so it gets covered.
There might be points the client or candidate does not wish to speak about, you need to know these and cover it before and after.
14, I Think Pre-Close
This will get all of the candidate’s objections out the way before the official offer is made, it is a take away, drawing the candidate in further and this will also enhance your candidate control.
It is only a matter of a few phone calls to change an offer at this point, but when an official offer is made it can take weeks to change it.
The point of “I Think” pre-close is you can use it for what you wont, by saying the simply words of I think, you are bring up a subject to see if they will agree or not with it, so getting their objections out of the way even before the offer is made, makes the final close simple.
You might need to add in Candidate Management here, depending on the offer coming. It’s in basic recruitment.
15, Client Negotiations Get Pre offer from Client
Stages 14 & 15 are quite intertwined it is quite often the case you will have got some of the information for a potential offer before stage 15.
This is the art and science of the job, the science of your excellent information gathering making life easer now and the art of feeding info back and forth.
16, Offer Negotiations
If you have done your pre-closes, there might not be that much to negotiate.
It is worth giving candidates 24 hours to let it sink in, don’t rush to get a “yes”.
A lot of the time both parties have been speaking as if it was going ahead without anybody saying anything.
If more work still needs to be done, the points are covered, but you’re still getting humming and haring from the candidate, it usually nerves, you could use a “Ben Frank” close here or go back to pre-closing again.
Other things that work are, arranging a walk about of the company or even just taking the pressure off, just letting it sit for a minute.
17, The Close
It should be as simple as saying “so do you won’t this job”?
This question should only be asked when you know the only answer you will get is a “yes”, if you don’t know, you need a lot more pre-closing.
You can have fun with this by saying things like there I go again with my high pressure sales.
It does not hurt to though in the Drop Out Pitch here, from “After the Yes” in basic recruitment.
Throughout all of this it should not be pressured, your selling a lot, but it should not look like it.
Go to after the YES, your not finished yet.
Call back when arranged speak to the candidate in depth, go through the role, release the name of the client, go over the feeling again, look to match the negative points they made about their current job to positive points in our clients role.
6.1 Meeting
If you feel the process would benefit from a meeting, or for high level people it is needed, set up a meeting between you and the candidate.
Meeting candidates face to face gives a whole new aspect to getting to know them.
7, Interview Checking
All being happy, Ok to send CV to client, I would normally get times and dates from the candidate when they can make an interview, top level people have less time.
8, CV’s to Client
Normally I would only send 1 CV to a client for 1 role, but this person would be spot on, sometimes if there are other I’m not sure about I would include them but point out that I don’t feel there are a 100%.
Some clients to start with expect more than 1 CV, I point out it my job to short list people and save them time, if you get it right which you should they will stop asking and trust you.
9, Client Feedback Interview Set UP
A few calls back and forth between the candidate and the client to set up the first interview provides us with chance of a bit of extra selling.
Make sure the client as well as the candidate is well prepped for interviews.
10, Interview 1
The first interview will not answer all the questions and is likely to kick up some points that need to be resolved.
There is also the difference of we have been chasing the candidate all through this process and they will be caring the “power”, it is important for the client to understand this, after the first interview when the candidate has seen what is on offer for themselves, we as recruiters need to start to redress the “power” balance.
11, Emotional Feedback
For the candidate side you should work on the 10/10 rule, the candidate should ring you within 10 mins or within 10 feet of leaving the interview, if they don’t there’s a problem, at the very least with your candidate control.
Interviews are usually scheduled to end at a curtain time, if they over run it is usually a good sign, but check, ring the receptionist to check they arrived and to see when they left.
This feedback from the client and candidate is all about their emotional response, don’t worry about facts here just go with their gut feelings, how they felt.
It is quite often the case people take what they feel and make the facts fit that later on, this also gives you a good idea if you need to start pushing together or slowly pulling apart.
12, Feedback Fact
The next day you should have arranged to speak again about the interview, you will find the feedback is slightly different, as they have had a night to let it sink in, this will naturally be more factual information from both the client and candidate.
13, Interview 2
If it goes to a second interview this is usually quite different, as the parties are speaking together about the facts of working together.
You as the recruiter need to have found out what if any questions still need answering on both sides, make a list and send it to the client and candidate so it gets covered.
There might be points the client or candidate does not wish to speak about, you need to know these and cover it before and after.
14, I Think Pre-Close
This will get all of the candidate’s objections out the way before the official offer is made, it is a take away, drawing the candidate in further and this will also enhance your candidate control.
It is only a matter of a few phone calls to change an offer at this point, but when an official offer is made it can take weeks to change it.
The point of “I Think” pre-close is you can use it for what you wont, by saying the simply words of I think, you are bring up a subject to see if they will agree or not with it, so getting their objections out of the way even before the offer is made, makes the final close simple.
You might need to add in Candidate Management here, depending on the offer coming. It’s in basic recruitment.
15, Client Negotiations Get Pre offer from Client
Stages 14 & 15 are quite intertwined it is quite often the case you will have got some of the information for a potential offer before stage 15.
This is the art and science of the job, the science of your excellent information gathering making life easer now and the art of feeding info back and forth.
16, Offer Negotiations
If you have done your pre-closes, there might not be that much to negotiate.
It is worth giving candidates 24 hours to let it sink in, don’t rush to get a “yes”.
A lot of the time both parties have been speaking as if it was going ahead without anybody saying anything.
If more work still needs to be done, the points are covered, but you’re still getting humming and haring from the candidate, it usually nerves, you could use a “Ben Frank” close here or go back to pre-closing again.
Other things that work are, arranging a walk about of the company or even just taking the pressure off, just letting it sit for a minute.
17, The Close
It should be as simple as saying “so do you won’t this job”?
This question should only be asked when you know the only answer you will get is a “yes”, if you don’t know, you need a lot more pre-closing.
You can have fun with this by saying things like there I go again with my high pressure sales.
It does not hurt to though in the Drop Out Pitch here, from “After the Yes” in basic recruitment.
Throughout all of this it should not be pressured, your selling a lot, but it should not look like it.
Go to after the YES, your not finished yet.
Basic headhunt Part 2
5, Second Line Headhunting
Calling the candidate back out of their work hours, second line headhunting.
5.1, Introduction,
Introduce yourself and check people can speak, occasionally people will not wont to as they only gave out their mobile number out of fear of being heard in the office, not often but it does happen.
5.2, Brief Job overview
Have a short script ready of the job an overview with a few details, quite generic, no names though.
5.3, Who are you and were did you get my name
This is a rebuttal if this question is asked, sometimes it is around this point, but if they don’t bring it up, just leave it.
This is quite a common question.
We are an excusive headhunting firm, the company is called XXX.
Now where we got your name, well there’s generally two ways this happens.
1,
We deal and know a lot of people in the XXX industry, XXX, project managers, QS’s, etc etc.
What we do is listen for people’s names to come up in conversations, I.e. we have just done a job with his/her name, it went well.
Now if we hear the same name a few times, we take note.
People talk about these sorts of things all the time, but most people don’t take much notice, this is our business so we do.
This industry is quite small when you get down to it, everybody knows everybody, if not they know someone who does.
2,
The second way is, someone or our client has recommended you, now we will not tell you who that is, unless we get permission from that person.
This is the same confidentiality that you get, you could not expect us to protect YOU and not other people.
What I can do if you like is ask that person for permission to tell you but I will not tell you without their permission.
If you would not like to continue because of this I understand that.
I will say though a lot of the time people do guess.
5.4 Your Information is safe with us Part 1
The next step is, in a minute I’m going to ask you to send me a copy of your CV, but before I do I’m going to explain how and why we keep people’s information safe.
Firstly the reason we ask you to send a copy of you CV in to us before we tell you who the client is it stops people turning round to their boss and saying XYZ company is trying to headhunt me. We have to protect our client, I’m sure you can understand that.
Now equally we have to protect YOU, so we do not release any information about you, WITHOUT YOUR EXPRESS PERMISSION, I want to make that point VERY clear, your CV is not sent any were, it’s simply that people who have sent in their CV are a LOT less likely to turn round and say to their boss XYZ is having headhunted.
Once we have your CV we can tell you who the client is and more information about the role, I know this is a bit old fashioned, but my firms business is built on its reputation, so we protect both sides to look after ourselves.
Does this make sense to you? OK
Now would you be kind enough to forward a copy of your CV to me.
Check if it needs updating, check on what day they are going to send it, if it’s not in by the following day to what they said, call them and ask if you can help.
5.5, Asking About Their Job and Role
Simply try saying “can ask you about your current company” or “do you mind if I noise about current job”, that sort of thing, nice and relaxed.
You should have been filling in little bit’s as you go along on you candidate reg forms, just make sure you get as much information as possible down on paper.
Candidates not right for this
If they are not looking right for this role, but they are still good in there own right tell tem or tell them a little more about the roll, say you will leave it with them to sink in and call back in 24 hours.
Call back when you say you were going to, just say the role as gone on hold, we’ll call back if it changes.
If they are good carry on.
5.6, Tell them a little more about the job
You could use “The Feeling” here or save it for when you need to call them without a good excuse.
The Feeling
This can be used in a few places, but is defiantly worth putting in on second line headhunt calls.
It’s quite ambiguous so it covers a lot of client’s.
Tell people the job title, location, very basics, then you move into,
What I would like to tell you about is the stuff you don’t get on a job description, what they are like, the culture.
They are very much into the carrot not the stick, they are careful, especially with the senior people, not get someone who is abrasive with the junior members, they like their people to be happy in work, happier workers work better.
It just makes good business cense really.
They have a preference for promoting internally, it can’t be done every time, but if they can boot people up the ladder, they keep the persons skills, motivates the staff and it cheaper.
This is the type of company who promote on merit, not on office politics.
If someone comes up with a good idea, for them or a client, they do it, providing it makes good business sense.
They are generally just a solid bunch of chaps.
What are your thoughts on that? OK
5.7, Your Information is safe with us Part 2
I just wish to reiterate when you speak to me or pass any information to me,
WE DO NOT PASS ON ANY INFORMATION ABOUT YOU, WITHOUT YOUR SAY SO.
Is that OK with you.
If you give me your person e-mail address I will e-mail you, so you can do a return with your CV, what the best e-mail address for you?
When your CV comes in I will call you back with more information on the company and the job role, only after that I will ask you if you wish your details to be put forward, is that ok with you.
Thank you for your time, I look forward to seeing your CV and I catch you later.
Thanks for your time speak to you again on XXX.
Calling the candidate back out of their work hours, second line headhunting.
5.1, Introduction,
Introduce yourself and check people can speak, occasionally people will not wont to as they only gave out their mobile number out of fear of being heard in the office, not often but it does happen.
5.2, Brief Job overview
Have a short script ready of the job an overview with a few details, quite generic, no names though.
5.3, Who are you and were did you get my name
This is a rebuttal if this question is asked, sometimes it is around this point, but if they don’t bring it up, just leave it.
This is quite a common question.
We are an excusive headhunting firm, the company is called XXX.
Now where we got your name, well there’s generally two ways this happens.
1,
We deal and know a lot of people in the XXX industry, XXX, project managers, QS’s, etc etc.
What we do is listen for people’s names to come up in conversations, I.e. we have just done a job with his/her name, it went well.
Now if we hear the same name a few times, we take note.
People talk about these sorts of things all the time, but most people don’t take much notice, this is our business so we do.
This industry is quite small when you get down to it, everybody knows everybody, if not they know someone who does.
2,
The second way is, someone or our client has recommended you, now we will not tell you who that is, unless we get permission from that person.
This is the same confidentiality that you get, you could not expect us to protect YOU and not other people.
What I can do if you like is ask that person for permission to tell you but I will not tell you without their permission.
If you would not like to continue because of this I understand that.
I will say though a lot of the time people do guess.
5.4 Your Information is safe with us Part 1
The next step is, in a minute I’m going to ask you to send me a copy of your CV, but before I do I’m going to explain how and why we keep people’s information safe.
Firstly the reason we ask you to send a copy of you CV in to us before we tell you who the client is it stops people turning round to their boss and saying XYZ company is trying to headhunt me. We have to protect our client, I’m sure you can understand that.
Now equally we have to protect YOU, so we do not release any information about you, WITHOUT YOUR EXPRESS PERMISSION, I want to make that point VERY clear, your CV is not sent any were, it’s simply that people who have sent in their CV are a LOT less likely to turn round and say to their boss XYZ is having headhunted.
Once we have your CV we can tell you who the client is and more information about the role, I know this is a bit old fashioned, but my firms business is built on its reputation, so we protect both sides to look after ourselves.
Does this make sense to you? OK
Now would you be kind enough to forward a copy of your CV to me.
Check if it needs updating, check on what day they are going to send it, if it’s not in by the following day to what they said, call them and ask if you can help.
5.5, Asking About Their Job and Role
Simply try saying “can ask you about your current company” or “do you mind if I noise about current job”, that sort of thing, nice and relaxed.
You should have been filling in little bit’s as you go along on you candidate reg forms, just make sure you get as much information as possible down on paper.
Candidates not right for this
If they are not looking right for this role, but they are still good in there own right tell tem or tell them a little more about the roll, say you will leave it with them to sink in and call back in 24 hours.
Call back when you say you were going to, just say the role as gone on hold, we’ll call back if it changes.
If they are good carry on.
5.6, Tell them a little more about the job
You could use “The Feeling” here or save it for when you need to call them without a good excuse.
The Feeling
This can be used in a few places, but is defiantly worth putting in on second line headhunt calls.
It’s quite ambiguous so it covers a lot of client’s.
Tell people the job title, location, very basics, then you move into,
What I would like to tell you about is the stuff you don’t get on a job description, what they are like, the culture.
They are very much into the carrot not the stick, they are careful, especially with the senior people, not get someone who is abrasive with the junior members, they like their people to be happy in work, happier workers work better.
It just makes good business cense really.
They have a preference for promoting internally, it can’t be done every time, but if they can boot people up the ladder, they keep the persons skills, motivates the staff and it cheaper.
This is the type of company who promote on merit, not on office politics.
If someone comes up with a good idea, for them or a client, they do it, providing it makes good business sense.
They are generally just a solid bunch of chaps.
What are your thoughts on that? OK
5.7, Your Information is safe with us Part 2
I just wish to reiterate when you speak to me or pass any information to me,
WE DO NOT PASS ON ANY INFORMATION ABOUT YOU, WITHOUT YOUR SAY SO.
Is that OK with you.
If you give me your person e-mail address I will e-mail you, so you can do a return with your CV, what the best e-mail address for you?
When your CV comes in I will call you back with more information on the company and the job role, only after that I will ask you if you wish your details to be put forward, is that ok with you.
Thank you for your time, I look forward to seeing your CV and I catch you later.
Thanks for your time speak to you again on XXX.
Basic Headhunt Part 1
1, Job Role
Make sure you have a full job description and company profile, this is your carrot, so make sure it looks good when dangled.
If the job description came through the HR department call the line manager who will be doing the interviewing and employing and get the proper job description or at least check it, also do they know anybody they would like for this.
2, Write Pitch
We write the verbal and e-mail pitches here to make sure we have enough information to be able to sell this role with conviction.
3, Research
Research relevant companies like your client’s competitors and other companies in the same field as your client, these companies are likely to have the type of candidate you are looking for.
To get the relevant persons name and details you can use a researcher’s script.
Hello I’m calling from FNM marketing and we have been employed to send out information from (a relevant body to their field) to your (job title), would you be kind enough to give me their names.
Hello I’m calling from……………… and we have been employed to send out information from ………….. to your …………… XXX staff, would you be kind enough to help me.
Rebuttals,
“Just send it to me (the receptionist)”,
We have been instructed by our client to only send it to named individuals, other wise it looks like junk mail.
“I’m not meant to give out peoples names”,
I understand, it’s just I get 50p a name bonus and I’m trying to work my way through Uni, would you mind helping me out, please.
“What is the information you are sending”?
I don’t know, it seems quite technical to me, make a joke out of it.
All of this should produce a calling list of company names and target candidates, an excel database to work from.
4, First Line Headhunt
First line headhunt calls should be really relaxed, absolutely no pressure on the target at all, the only thing you are after here is to confirm their name, job title and to get their mobile or home phone number.
Getting Past Receptionists
Hello it’s……….. could I speak to ……. ………, it’s a just a quick personal call.
Rebuttals,
“Sorry I’m not allowed to put person calls through”
Just call back the next day, saying you’re from one of their clients, you should find a list on their website.
Or
Hello it’s……….. could I speak to ……. ………,
“What is the call about?”
A friend gave me his/her name as someone who could give me advice on getting into ……………. (what ever their job is).
You can site down and think of a few of these quite easily to get past receptionists.
First Line Specking to the Target
Hello is that …….. ……… the ……… (persons job title), my name is ……….. and I’m calling from a headhunting firm.
Sorry to mislead your receptionist but I did not want to get you in trouble.
I would like to speak to you outside of work hours when it is easer to speak, can I take your mobile number please…………………….., we can grab 5 mins to see if what I have might interest you.
You never now until you try a.
What time are you free, tomorrow lunch time or do you need an evening call,
That’s great speak to you on …….. (as arranged)
Rebuttals,
“I don’t want to give out my number”
Make a joke, we weren’t planning on selling it. Or no information is released on you without your express permission, so you are very safe.
I would not last long in my business if I could not keep confidences.
“What do you wish to speak about?”
We simply wish to discuss work options, I’m not asking you to be interested, because until we have had discussions you simply can’t tell, the truth is if I can put something on the table that is better than you have now, you might be interested, if I can’t you wont be.
So all I’m asking is at this point is to take 5 mins of you time and let’s see.
“It’s ok I’m alone we can speak now”
I’m sorry I can’t I’m just going into a meeting, I didn’t expect you to say that, also every time I’ve tried to speak to someone in their office something happens and we have to stop, it’s so much more relaxing out of the office, so I could I take your mobile number and a good time to call.
Now go to headhunting Part 2.
Make sure you have a full job description and company profile, this is your carrot, so make sure it looks good when dangled.
If the job description came through the HR department call the line manager who will be doing the interviewing and employing and get the proper job description or at least check it, also do they know anybody they would like for this.
2, Write Pitch
We write the verbal and e-mail pitches here to make sure we have enough information to be able to sell this role with conviction.
3, Research
Research relevant companies like your client’s competitors and other companies in the same field as your client, these companies are likely to have the type of candidate you are looking for.
To get the relevant persons name and details you can use a researcher’s script.
Hello I’m calling from FNM marketing and we have been employed to send out information from (a relevant body to their field) to your (job title), would you be kind enough to give me their names.
Hello I’m calling from……………… and we have been employed to send out information from ………….. to your …………… XXX staff, would you be kind enough to help me.
Rebuttals,
“Just send it to me (the receptionist)”,
We have been instructed by our client to only send it to named individuals, other wise it looks like junk mail.
“I’m not meant to give out peoples names”,
I understand, it’s just I get 50p a name bonus and I’m trying to work my way through Uni, would you mind helping me out, please.
“What is the information you are sending”?
I don’t know, it seems quite technical to me, make a joke out of it.
All of this should produce a calling list of company names and target candidates, an excel database to work from.
4, First Line Headhunt
First line headhunt calls should be really relaxed, absolutely no pressure on the target at all, the only thing you are after here is to confirm their name, job title and to get their mobile or home phone number.
Getting Past Receptionists
Hello it’s……….. could I speak to ……. ………, it’s a just a quick personal call.
Rebuttals,
“Sorry I’m not allowed to put person calls through”
Just call back the next day, saying you’re from one of their clients, you should find a list on their website.
Or
Hello it’s……….. could I speak to ……. ………,
“What is the call about?”
A friend gave me his/her name as someone who could give me advice on getting into ……………. (what ever their job is).
You can site down and think of a few of these quite easily to get past receptionists.
First Line Specking to the Target
Hello is that …….. ……… the ……… (persons job title), my name is ……….. and I’m calling from a headhunting firm.
Sorry to mislead your receptionist but I did not want to get you in trouble.
I would like to speak to you outside of work hours when it is easer to speak, can I take your mobile number please…………………….., we can grab 5 mins to see if what I have might interest you.
You never now until you try a.
What time are you free, tomorrow lunch time or do you need an evening call,
That’s great speak to you on …….. (as arranged)
Rebuttals,
“I don’t want to give out my number”
Make a joke, we weren’t planning on selling it. Or no information is released on you without your express permission, so you are very safe.
I would not last long in my business if I could not keep confidences.
“What do you wish to speak about?”
We simply wish to discuss work options, I’m not asking you to be interested, because until we have had discussions you simply can’t tell, the truth is if I can put something on the table that is better than you have now, you might be interested, if I can’t you wont be.
So all I’m asking is at this point is to take 5 mins of you time and let’s see.
“It’s ok I’m alone we can speak now”
I’m sorry I can’t I’m just going into a meeting, I didn’t expect you to say that, also every time I’ve tried to speak to someone in their office something happens and we have to stop, it’s so much more relaxing out of the office, so I could I take your mobile number and a good time to call.
Now go to headhunting Part 2.
Wednesday, 5 January 2011
Not Our Business As Recruiters
Elite law firms passing over qualified candidates whose accents don't fit.
Some elite London law firms are passing over well-qualified, white working-class job applicants in favour of middle-class graduates from elite universities who they think they are better for their image, new research says. The firms studied had successfully recruited ethnic minority candidates as part of diversity programmes, but rejected able working-class students because their appearance or accent was not thought ‘smart’ enough.
Dr Louise Ashley of the Centre for Professional Service Firms at Cass Business School, which is part of City University London, interviewed 130 staff at five prominent London law firms, many of them in senior roles. Her findings are detailed in the Work, Employment and Society journal due to be published this week by the British Sociology Association and SAGE.
Dr Ashley said that though the firms were publicly committed to diversity in the workplace almost all of their lawyers came from more privileged backgrounds. More than 90 per cent of lawyers who took part in the research at the five firms had fathers who had been managers or senior officials, and at two of the firms more than 70 per cent of lawyers were privately educated.
The elite firms told her that they didn’t recruit students from less prestigious universities because they believed they were less academically gifted. However, Dr Ashley found that the firms turned down candidates who looked or sounded working-class in order to preserve the up market brand, even when they were well qualified.
Is it really any of our business, aren’t we the ones as recruiters who are meant to stay objective, impartial.
Candidates apply to which companies they wish, that is their prerogative, now sorely that has to go both ways, it is then the prerogative of companies to choose who they wish to employee, they are paying at the end of the day.
Just my thought’s ?
Some elite London law firms are passing over well-qualified, white working-class job applicants in favour of middle-class graduates from elite universities who they think they are better for their image, new research says. The firms studied had successfully recruited ethnic minority candidates as part of diversity programmes, but rejected able working-class students because their appearance or accent was not thought ‘smart’ enough.
Dr Louise Ashley of the Centre for Professional Service Firms at Cass Business School, which is part of City University London, interviewed 130 staff at five prominent London law firms, many of them in senior roles. Her findings are detailed in the Work, Employment and Society journal due to be published this week by the British Sociology Association and SAGE.
Dr Ashley said that though the firms were publicly committed to diversity in the workplace almost all of their lawyers came from more privileged backgrounds. More than 90 per cent of lawyers who took part in the research at the five firms had fathers who had been managers or senior officials, and at two of the firms more than 70 per cent of lawyers were privately educated.
The elite firms told her that they didn’t recruit students from less prestigious universities because they believed they were less academically gifted. However, Dr Ashley found that the firms turned down candidates who looked or sounded working-class in order to preserve the up market brand, even when they were well qualified.
Is it really any of our business, aren’t we the ones as recruiters who are meant to stay objective, impartial.
Candidates apply to which companies they wish, that is their prerogative, now sorely that has to go both ways, it is then the prerogative of companies to choose who they wish to employee, they are paying at the end of the day.
Just my thought’s ?
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