The pace at which we need to work may well mean that on occasion we have little option but to qualify our candidates over the phone. Please bear in mind that when we do this, we miss out on lots of information that we could easily pick up in a face to face meeting.
If you think about it, the CV is a very limited and limiting document. It’s a candidate’s opportunity to tell us exactly what they think we want to hear and we should see it for what it is – a sales document for the candidate.
Synergy or ‘synchronous energy’ is one of the most frequently used and least understood concepts in contemporary business speak. We can apply synergy to time management by blocking tasks together – for instance grouping a batch of sales call and doing them altogether will ensure that we see momentum and better pace to our work
“If it’s your job to eat a frog, it’s best to do it first thing in the morning. And if it’s your job to eat two frogs, it’s best to eat the biggest one first.” Mark Twain’s advice on eating amphibians is strangely appropriate to effective time managemen!! Get the tasks you’re not looking forward to out of the way early
Allied to working faster, try to focus on just one task at a time. Much conventional wisdom around time management advocates multi-tasking – be cynical of this as in many cases it means doing several things badly rather than focussing on a single thing and doing it well
Keep a good tempo to your work. Recruitment is such a fast paced environment to operate in that it’s easy to get distracted by new tasks and activities as they emerge
Working hard has had a bad press over recent years as people shift towards trying to work smart. Whilst working smart is all well and good it’s not a substitute for working hard! However, don’t confuse working hard with working 16 hour days, 5 days a week – this’ll leave you exhausted and unproductive.
Whist there’s certainly a value in developing tip-of-the-tongue responses there is also a danger that we just sound like slick but insincere sales people. If the client gets the idea that the response is just a stock, scripted comeback they’re unlikely to be won over.
You’ll quickly recognise that some objections will crop up more frequently than others and it won’t take you long to think about a suitable initial response, questions to ask and a strong rebuttal
The last thing we want to do when dealing with objections is argue. So be prepared for objections and recognise that you will get them in any (successful!) sales process. If you have the right mindset you’ll be more naturally receptive and this will more sincerely be reflected in your initial response
Whilst we should definitely treat every negative as an objection in the first instance be mindful that we should be seeking to qualify whether we are dealing with an objection (which we can work around) or a condition
You’re a professional recruiter operating in sales situations where there are a finite and predictable set of objections that you are likely to hear in any single interaction.
Many clients don’t really understand the costs that we incur in providing a temp.
There is a reason why we charge what we charge – it’s because we’re worth it! The recruiter who genuinely believes in the value of their service will always be in a much stronger position when discussing rates.
Recruiters have a tendency to discount for their clients to win or retain business and typically refer to this as “negotiating.” Bear in mind that there is no negotiation here!
Managing Margins is not necessarily about you getting the best possible margin every time. If you charge clients too much too frequently or try and reduce the temp’s rate past the point where they feel that they are getting a fair deal it often works against us in the long term.
It’s often the case that a temp recruiter will work at a percentage margin or mark up. There’s no problem with this in itself, but it can lead to us losing track of exactly how much a percentage point means in cash terms.
Recruitment is a highly competitive marketplace and as a result it can be very difficult to identify genuinely unique sales points around our process or organisation.
FAB selling is not complex! It’s traditional and well known – however, it’s often badly done and perhaps the single biggest mistake made by recruiters is ‘feature dumping’.
Great recruiters are nosy because they want to understand how to best help their candidates and clients.