Monday, 20 December 2010
Client wants you off the phone
Why!
Not a good time, please call back;
Is this true or a brush off,
“Oh sorry, just before I go, I don’t wish to call at the wrong time again I know you’re a busy person, when could I book a time to speak to you, how about next Wednesday at 3:00”?
By trying to book a appoint call back you can see if they are busy or bussing you off or not, because they will not give a call back date and time.
If they are bussing you off is this the right person for you to speak to or you could try a direct line “OK I understand your fed up with recruitment calls, you tell me how can I impress you”.
Keeping your cense of humour in these matters can often break the ice, for example “you can impress me by pissing off my phone”, don’t get your knickers in a twist, be objective, laugh, been one of these days a, is sometimes enough.
Call back a week latter you might have just court them at a bag time, “high remember me I’m the one who P-d off when you asked, with a cheeky hint.
One of the reasons for introducing yourself properly at the start of calls is so you don’t waist time with the wrong people.
Hound Dogs
These are people who you can gain information from, at this point they might not be clients or candidates they could be anything from friends to someone you spoke to once 6 months ago.
One example is; you spoke to a person 6 months ago who works for a company who currently has an important contract, in this conversation it slipped out that this company might drop this contract in 6 months time.
This type of information is gold dust, because you ring back and find out they are dropping it, you now have information to take to your clients or open up a new client with.
When this contract comes up will your clients be bidding for it and if so will they need new staff for it, they will love you for giving them a head start on their competitors.
This just leads to so means lines of opportunities including an excellent headhunting ground with the company who is dropping the project, some people must be interested in staying on with it.
People who have won the work once have a very high value.
Hound dogs could also give you recommendations on good candidates or job openings, information is King and more you can arm yourself with the better.
One example is; you spoke to a person 6 months ago who works for a company who currently has an important contract, in this conversation it slipped out that this company might drop this contract in 6 months time.
This type of information is gold dust, because you ring back and find out they are dropping it, you now have information to take to your clients or open up a new client with.
When this contract comes up will your clients be bidding for it and if so will they need new staff for it, they will love you for giving them a head start on their competitors.
This just leads to so means lines of opportunities including an excellent headhunting ground with the company who is dropping the project, some people must be interested in staying on with it.
People who have won the work once have a very high value.
Hound dogs could also give you recommendations on good candidates or job openings, information is King and more you can arm yourself with the better.
10% 3 Times
This is to do with the important information you wish to convey and have remembered, when speaking to a candidate or client.
After a conversation 10% of information at most is recalled and the feeling that has been left, be it positive or negative.
You wont to control the feelings left (please see pitching) and the information, so say there are three points you wish to covey say each of these points three times at different points of the conversation, just change around haw you say it or by agreeing with something they have said with your point, that information then starts to sound like it came from them.
After a conversation 10% of information at most is recalled and the feeling that has been left, be it positive or negative.
You wont to control the feelings left (please see pitching) and the information, so say there are three points you wish to covey say each of these points three times at different points of the conversation, just change around haw you say it or by agreeing with something they have said with your point, that information then starts to sound like it came from them.
Open and Closed Questions
Simply put an open question people can answer with anything, a big long sentence, yes no three bags full, anything.
A closed question is constructed to limit the response to yes or no, simple clean answers.
Using just closed question means you will gain little information and using just open question the conversation will be unstructured, leading to little direction.
As with all things a balance is needed.
A closed question is constructed to limit the response to yes or no, simple clean answers.
Using just closed question means you will gain little information and using just open question the conversation will be unstructured, leading to little direction.
As with all things a balance is needed.
USP's
Time after time you hear recruitment trainers and directors talking about “unique selling points” of your company, half the time what they say is no were near unique or the recruiters themselves just don’t see it.
It is worth taking a look at your competitors and seeing what they do, there might be weakness or a good idea worth adopting, a lot of the time recruitment companies look the same and say very similar things and clients here it all the time.
So what is important to your clients, ask, honesty, not having their time wasted and getting what they asked for are the answers more often than not.
So saying to clients my USP is simply, “I will work hard for you, not waist your time and deliver what you asked for”.
“I now that does not sound exciting, shinny or sexy”, but it will generally get you the desired result.
It is worth taking a look at your competitors and seeing what they do, there might be weakness or a good idea worth adopting, a lot of the time recruitment companies look the same and say very similar things and clients here it all the time.
So what is important to your clients, ask, honesty, not having their time wasted and getting what they asked for are the answers more often than not.
So saying to clients my USP is simply, “I will work hard for you, not waist your time and deliver what you asked for”.
“I now that does not sound exciting, shinny or sexy”, but it will generally get you the desired result.
I Like / Don't Like My Can
It is human nature to work harder for candidates you like and not to wish to put in the extra effort required for the ones you don’t.
It is quite often true that the ones you like you tend to think are better than they are as candidates, also the polar opposite is also true, but more often than not the awkward candidates are of a higher value.
It is worth asking the less pleasant ones if they have had a bad experience before, it can sometimes be a simple as that, they have very low expectations for you or they might not notice that much their attitude until you point it out.
Simply you won’t click or get on with some people, this is irrelevant and you need to work harder, that is all.
It is far often the case that placing a pleasant candidate will do little for you, but a hard one can open a lot of doors.
Two points need to be remembered, first make sure you are objective, this is essential within the whole recruitment process, everybody else is emotionally involved so you can not afford to be, being objective will protect you and progress your game.
Secondly evaluate every candidate, are they a good candidate for you to work with as well as sell, unless it’s two for two on that point, get ride of them.
Look after yourself, be objective and always ask why!
It is quite often true that the ones you like you tend to think are better than they are as candidates, also the polar opposite is also true, but more often than not the awkward candidates are of a higher value.
It is worth asking the less pleasant ones if they have had a bad experience before, it can sometimes be a simple as that, they have very low expectations for you or they might not notice that much their attitude until you point it out.
Simply you won’t click or get on with some people, this is irrelevant and you need to work harder, that is all.
It is far often the case that placing a pleasant candidate will do little for you, but a hard one can open a lot of doors.
Two points need to be remembered, first make sure you are objective, this is essential within the whole recruitment process, everybody else is emotionally involved so you can not afford to be, being objective will protect you and progress your game.
Secondly evaluate every candidate, are they a good candidate for you to work with as well as sell, unless it’s two for two on that point, get ride of them.
Look after yourself, be objective and always ask why!
Opening a Call
Before doing anything else “think”, why you are calling this person and what you wish to get out of the call.
Then be polite, precise and informative.
Example;
“Good morning/afternoon is that John Smith, I’m ....., from XX and I’m calling about....”.
If it helps, write down the points you wish to cover and tick them off as you go.
Do not try to bridge into people’s personal life if you don’t know them.
Business relationships take time to build up, don’t try to do everything in one call.
On a first call, simply introducing yourself and getting a reason to call back, is a good call.
Then be polite, precise and informative.
Example;
“Good morning/afternoon is that John Smith, I’m ....., from XX and I’m calling about....”.
If it helps, write down the points you wish to cover and tick them off as you go.
Do not try to bridge into people’s personal life if you don’t know them.
Business relationships take time to build up, don’t try to do everything in one call.
On a first call, simply introducing yourself and getting a reason to call back, is a good call.
Client Driven Market
We are getting a lot of direct applications at the moment;
We are getting more inquires our selves, as the market place has been so candidate driven for so long, I think it’s a good thing, it needed a bit of balancing out.
I know the agencies wont like it, but quite frankly “who cares about them”.
In regards to us we have not seen much difference, we have only ever worked with top clients and candidates and a good person will add value in any market.
A lot of companies have used this opportunity to cut out some dead wood, or people they weren’t shore about, now I’m not saying there ant any good candidates applying for jobs at the moment, all I think is you always try very hard to keep you top people and ride out the storm.
The people we deal with are the ones that don’t come on the market, because companies wont to keep them, quality is quality and that’s our market.
We are getting more inquires our selves, as the market place has been so candidate driven for so long, I think it’s a good thing, it needed a bit of balancing out.
I know the agencies wont like it, but quite frankly “who cares about them”.
In regards to us we have not seen much difference, we have only ever worked with top clients and candidates and a good person will add value in any market.
A lot of companies have used this opportunity to cut out some dead wood, or people they weren’t shore about, now I’m not saying there ant any good candidates applying for jobs at the moment, all I think is you always try very hard to keep you top people and ride out the storm.
The people we deal with are the ones that don’t come on the market, because companies wont to keep them, quality is quality and that’s our market.
Buying Time With Candidates
We are currently tracking several possible situations for you.
At the moment the companies we are speaking to need a couple of weeks to see how projects are going to fall, some might go on hold, some might come off hold and they have a few tenders very close.
This will give them a better understand of their work flow and from that what / when the people they will need.
I’m sore you know what it is like, projects never run completely smoothly.
Best laid plan’s of mice and men and all that !!!!!!!!
At the moment the companies we are speaking to need a couple of weeks to see how projects are going to fall, some might go on hold, some might come off hold and they have a few tenders very close.
This will give them a better understand of their work flow and from that what / when the people they will need.
I’m sore you know what it is like, projects never run completely smoothly.
Best laid plan’s of mice and men and all that !!!!!!!!
Mind Set's
Alpha;
This is where you want people to be, so we are not looking to change this one, but don’t waste theses peoples time, be clear, precise, informative and most importantly get to the point.
Beta;
As these people need to be liked and use 100 words when 10 will do, move the conversation about a lot, interrupt but polity use phrases like “oh by the way what do you think of”, their mind will immediately jump, keep doing this so they can get into a flow of speaking, each jump shorten their time to respond, it will start to focus their mind.
Be friendly with these people, buddy like, these people can not be trusted to keep their word, they agree to do something so you liked them, but they are unlikely to do it, so when you call back they will not take your call because they don’t wont to tell they have not done it.
If you push these people in an aggressive way, they will invert and become stubborn and childish, you need to put your arm around them and guide them where you want to go, make them feel included and needed, focus their minds on very clear points and use their desirer to please to your advantage.
Delta;
You will find these people in jobs where they don’t have to take responsibility, are not being rushed for time and were they can have “power” but can follow a clear pattern. Government / charities / HR
Appeal to their vanity, it won’t be hard to find, don’t try to take them out of their comfort zone, look to circumvent them if possible. If not drop points in the conversations and come back to them later and let them think it was their idea, things like “you know what you were saying about” or “I was thinking of the idea you said about the other day”, let them think it is them driving things.
Gamma;
You need to get these people talking first, find a subject that interests them regardless of what it is. Ask a lot of open questions and take their responses and ask an open question about what they have said.
On the first call to theses people just look to find a subject that they are willing to comment on, speak about, something in common, a reason to call them back with a subject that is important to them, then use open questions to expand on it, from this you can slowly build a rapport.
This is where you want people to be, so we are not looking to change this one, but don’t waste theses peoples time, be clear, precise, informative and most importantly get to the point.
Beta;
As these people need to be liked and use 100 words when 10 will do, move the conversation about a lot, interrupt but polity use phrases like “oh by the way what do you think of”, their mind will immediately jump, keep doing this so they can get into a flow of speaking, each jump shorten their time to respond, it will start to focus their mind.
Be friendly with these people, buddy like, these people can not be trusted to keep their word, they agree to do something so you liked them, but they are unlikely to do it, so when you call back they will not take your call because they don’t wont to tell they have not done it.
If you push these people in an aggressive way, they will invert and become stubborn and childish, you need to put your arm around them and guide them where you want to go, make them feel included and needed, focus their minds on very clear points and use their desirer to please to your advantage.
Delta;
You will find these people in jobs where they don’t have to take responsibility, are not being rushed for time and were they can have “power” but can follow a clear pattern. Government / charities / HR
Appeal to their vanity, it won’t be hard to find, don’t try to take them out of their comfort zone, look to circumvent them if possible. If not drop points in the conversations and come back to them later and let them think it was their idea, things like “you know what you were saying about” or “I was thinking of the idea you said about the other day”, let them think it is them driving things.
Gamma;
You need to get these people talking first, find a subject that interests them regardless of what it is. Ask a lot of open questions and take their responses and ask an open question about what they have said.
On the first call to theses people just look to find a subject that they are willing to comment on, speak about, something in common, a reason to call them back with a subject that is important to them, then use open questions to expand on it, from this you can slowly build a rapport.
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