Work in groups

Work in groups

Where possible, try and make cold calls at the same time as colleagues of yours.  If there are three of four of you on the phone at the same time it drives competition, development and motivation.

Reward yourself for ‘activity’

Reward yourself for ‘activity’

In the spirit of controlling the controllables, you can’t dictate the amount of success you get from cold calls.  So focus on activity – commit to running a certain number of calls.

Control the controllables

Control the controllables

There are relatively few elements of the cold call that you can control yourself.  Things like the number of calls you make, the timing of those calls and the planning that goes into them are all your responsibility. 

Plan an outcome

Plan an outcome

Clear objectives (or successes!) help to give you more structure and flow to the call.

You have nothing to lose!

You have nothing to lose!

Cold calls give you a clean slate – you can start the relationship from scratch and even if the call goes incredibly badly, you haven’t lost anything.

Plan account development – in writing!

Plan account development – in writing!

Most recruiters will have some idea of how they want to grow relationships within an account – sadly, in many cases these remain ideas rather than a reality.

Find ‘excuses’ to call

Find ‘excuses’ to call

Contacting clients to build trust and rapport sounds great, but in reality it can be difficult to find reasons to do this.

Build trust and rapport

Build trust and rapport

The general perception of recruiters is often that they are overly ‘salesy’, transactional and only in it for themselves.  Sadly, many recruiters fulfil this unkind stereotype by only calling clients to try and pick up more vacancies.

Be selective

Be selective

You will have to make considered and careful decisions as to which accounts have scope to be developed and nurtured successfully.

Be confident

Be confident

Remember that we are trying to create a position where we have one product (the candidate) and many potential buyers (the clients).

Be realistic

Be realistic

Whilst it would be great to think that clients will be forming a queue to interview your candidate, life is rarely as straightforward as this.

People want to deal with peers

People want to deal with peers

It can be really easy to fall into a master/slave relationship with clients in particular. They pay us after all and in many cases may be far more senior, experienced and potentially knowledgeable than us about the market, their business and their role.

Think like a consultant, act like a consultant

Think like a consultant, act like a consultant

Sometimes the worst step to make towards becoming consultative is to try to act consultatively.  This seems an odd statement but if you change your behaviours immediately then people around you are going to notice!

Recruiter v Consultant

Recruiter v Consultant

Many recruitment consultants do an awful lot of recruiting but precious little consultancy.  Recruiters fill jobs and that’s it – they don’t recognise that they have the potential to add a lot more value to the people around them

The power of advanced thinking

The power of advanced thinking

Sales and recruitment are great examples of jobs that are reasonably simple in concept – but extremely hard to apply at a superior level of performance.

Take responsibility

Take responsibility

Whilst you will be receiving developmental help from your company, boss and other internal resources, it is vital that you take responsibility for your own development.