Welcome to issue 241 of the ukrecruiter newsletter.
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Article
One: Sales Motivation: How to Get Dialling – Part Two, by Mark Whitby
Continued from his article in
issue 239 Mark Whitby is sharing his knowledge and giving tips on
sales techniques for recruiters. (if you need another copy of the
ukrecruiter newsletter issue 239 please email newsletter@ukrecruiter.co.uk
and we'll email it to you)
4. Ask yourself, ‘What's the worst that can happen?’
Shakespeare said “the coward dies a thousand deaths, the brave man dies but one.” Usually the thought of the thing we’re afraid of is much worse than the actual experience. So you should ask yourself “what’s the worst that can happen?” Let’s say you call them and they’re not interested. Who cares? There are plenty of other prospects out there. What if they’re rude or offhand? If you’re polite and professional, most people will respond in kind. But hey, occasionally you will come across people who are just plain rude! Once in a blue moon, someone may even hang up on you – that’s happened to me before too! Can you handle that? You probably wouldn’t want their business anyway. Remind yourself that, “You can’t lose what you don’t already have.” You didn’t have their business before you made the call, you still don’t have their business, what have you lost? Absolutely nothing! You’re no worse off for having tried.
5. What would you be willing to attempt if you knew you could not fail?
Among other things, you’d probably be a lot more enthusiastic about prospecting, wouldn’t you? Well I have good news for you: there is no such thing as failure, only feedback. Feedback is important. It lets you know if what you're doing is working. And it helps you to improve so you get better results the next time. So there’s really no way you can fail – except to never try in the first place.
6. Decide to let every single call be a success.
Huh? Well think about it. Who decides whether a call has been a success or not? You do, of course. So why not allow yourself to feel successful more often? People like doing things that make them feel good, and avoid things that make them feel bad. So make sure you feel good about canvassing. Here’s how. Make a list of primary and secondary objectives. Primary objectives are what you ‘ideally’ want from the call, for example to get a requirement or an appointment. Secondary objectives are the minimum you want to take away from the call. For example: to build rapport, to gather information, to raise your profile and get your name out there, to agree a date to call back, etc. Make your list of secondary objectives really long so that you’ll always achieve at least one of your secondary objectives. In fact, one of your secondary objectives might be to screen out any prospects who are not likely to give you business. That way every call is guaranteed to be a success, even if they hang up on you – because you’ve just qualified them out, and you’ll know not to waste time with them in future!
Mark Whitby is a coach, consultant and trainer who helps UK recruiters to maximise their performance. For more information, call 0800 019 8899 or visit
www.recruitmentcoach.com
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Article
Two: Website review for Grafton Group by 4mat.com
URL: www.grafton-group.com
Site description:
The site is aimed at candidates. has a flashing ‘job search’ function to attract the user and has additional jobs for candidates to search on. However these are misleading because they do not take you straight to any jobs.
Creative design:
The site is old fashioned with the design showing a serious lack of imagination. The contrast in colour makes it very hard for the user to read the page content. The site would benefit from a re-design, some imaginative graphics and a change of colour scheme combined with the addition of some advanced job search functions.
Ease of use:
The site is easy to navigate through due to a logical placement of headings on the page. There is also a clearly presented site map for any user who does have any difficulty moving through the site.
Relevant content:
The site has short concise context within each page which provides basic information. It would help if some typical job positions were outlined in the division pages and a direct e-mail was available on the client and all divisions pages. The client section could also be division specific instead of a generic overview of the company.
Candidate functionality:
Candidates can easily access jobs from the home page and from all internal pages. The site would benefit from having a job search on each of their divisions so that,
for example, the candidate can view all public sector jobs from that page. The following functions are however missing: ‘add to basket’, ‘mail a friend a job’, the option to get job alerts via e-mail
and search help. The Grafton worldwide site does not have the capability to search for jobs in different countries. This could confuse the candidate. Presently you can only search for jobs in Ireland and Dubai. It would
also be good if candidates could view the careers centre without having to login.
Client functionality:
There is no access to the clients section from the home page.
However once into the site you can submit a vacancy in two further clicks. Submitting a job vacancy is quick and easy. The information provided to clients about the company and its recruitment strategies and procedure is minimal.
Online marketing:
The site could not be found when typing in jobs / employment / recruitment / vacancies based search queries. Even with very specific search queries Grafton Recruitment did not appear within the top 3 pages of the search engines results. The site was only found by the search engines when the company name was typed in as the search query.
Summary:
The site is in desperate need of a re-design to appeal to jobseekers and the home page needs to make people aware of what jobs Grafton offer. It also needs to improve the job search functions by offering functions such as ‘add to basket’ and job alerts.. The Grafton worldwide needs to incorporate more features within each country, especially a job search function. Once these features have been addressed it would then be worth investing in online marketing so candidates can find Grafton Recruitment when typing in job specific queries.
James Saunders is a Director of 4mat.com, the UK's leading provider of recruitment web sites. You can reach him or the 4mat team at
james.saunders@4mat.com
or see their products at www.4mat.com
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Statistics
Hitwise top 10 Recruitment
Sites, week ending 19th November 2005
The most visited UK recruitment sites last week, starting with the
most popular, were www.jobcentreplus.gov.uk,
www.jobsite.co.uk, www.totaljobs.com,
www.reed.co.uk, www.monster.co.uk,
www.jobs.nhs.uk, www.friendsreunitedjobs.co.uk,
www.tesjobs.co.uk, www.eteach.com
and www.jobserve.com. For more
information about Hitwise, visit http://www.hitwise.co.uk
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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