Welcome to issue 260 of the ukrecruiter newsletter.
Sales
Superstar Strategies – How the World’s Best Salespeople Get More
Sales!
Strategy 6: Know Your Clients
In today’s fast moving market places few people know their clients fully. This means that they miss opportunities and lose business because they don’t have enough understanding of how they can truly help their clients.
The information you need will change from market to market but could well include… size, markets, customers, projects, turnover, values, mission, individuals, individual drivers, future growth plans, exit strategies etc etc. When you start to truly understand your clients you can really start to tailor your solutions to meet their needs…
Gavin Ingham is a keynote speaker & author. Get more strategies & tools free by joining his free newsletter, Real World Sales Tools, at
www.gaviningham.net.
My Favourites will be back next
week. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm
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Article
One: Stimulate Referrals and Fill More Jobs by Bill Radin
Sometimes recruiters obsess so much over the science of recruiting—the “where to look”—that we tend to ignore the true art of the business, the “how to ask.” These days, it seems we’ve all turned into info-junkies, addicted to databases, directories and Internet research.
This is fine. Candidates don’t fall out of the sky, they have to be found. And given the Internet’s exotic allure of an unlimited supply of highly skilled candidates, what recruiter wouldn’t be tempted to compile a list of 100 names before even having to pick up the phone?
Unfortunately, the mountain of evidence approach to recruiting threatens to become an end unto itself, as we increasingly rely on raw data, rather than strong relationships as the best source of qualified candidates. Today’s recruiter frequently squanders resources already available by failing to leverage relationships into referrals.
Go Right to the Source
To find qualified candidates, I’ve found that it’s far more efficient to daisy-chain through a series of recommendations than it is to cold-call a widely scattered collection of prospects.
For example, many candidates can be found simply by taking the time to ask the employer for referrals. By deposing the decision maker before the search begins, you can eliminate many hours of unnecessary research and data collection. Here are some simple questions to ask as you write your next search assignment:
• Mr. Employer, is there anyone you’ve interviewed in the past that might develop into a candidate for this job or into a source of referrals?
• Have you met anyone in the last year or so (at a trade show, industry meeting,
etc) that might be able to help me in the search?
• Can you tell me where the people on your staff worked prior to coming to work for you?
• With your permission, may I speak with them, to see if they have any contacts at their old companies that I might call?
It’s also advisable to ask the employer for the names of any candidates that have already been interviewed or are known to be unsuitable. That way, you’ll save time and eliminate the risk of embarrassing yourself by presenting duplicate or unwanted candidates.
Your Presentation is Everything
I’m often asked how to increase the number of referrals you can get from a cold recruiting call. The answer is threefold:
1. Build credibility. Demonstrate that you understand the job market, your capabilities and the candidate’s everyday world. If you’re new to recruiting, nothing will establish your credibility more quickly than expressing your sincere desire to learn.
2. Reciprocate. Be as helpful as you can to everyone you talk to. As an expert in your market, you have a lot of knowledge to share in terms of career management, salary guidelines and industry trends.
3. Strengthen your presentation. Most recruiters do such a poor job of presenting themselves to candidates that they end up building a barrier, instead of a bridge.
In a first-call situation, you have very little time to “connect” with another person, so your recruiting script has to quickly stimulate interest in order for a dialogue to develop. A classified ad script (as in, “My client is a Fortune 500 company, looking for a degreed engineer with three years’ experience in automotive gears, knowledgeable in CAD/CAM, blah, blah, blah...”) is almost guaranteed to put the candidate to sleep, and will probably stereotype you as a mere telemarketer.
In contrast, by using a technique called storyboarding, you’ll connect more quickly with candidates and dramatically increase the number of referrals you receive. Storyboarding sets the table for dialogue by incorporating the element of drama into your presentation. Once you’d piqued the candidate’s interest, the two of you are more likely to engage in conversation, and the candidate will more freely exchange ideas and provide you with referrals.
Bill Radin’s extensive recruiting, management and recruiter training experience makes him an ideal source of techniques, methods and ideas for rookies who want to master the fundamentals or veterans ready to jump to a higher level of success.
http://www.billradin.com
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Article
Two: Five Top Tips to Build Your Motivation and Keep It High by Helen Miller
When we are motivated we’re energetic, focused, and we get things done. Too many of us have ambitions we want to achieve but we wait for the motivation before we get going. The good news is that we can all learn practical actions to boost our motivation, keep it high, and so achieve our ambitions.
Know what you want and why you want
it
You may know what you want; the pay rise, the new job, new staff, etc. but do you really know why you want them? Time spent deciding why you want the change will help you focus on precisely what you want and the more importantly what it will do for you. When you have identified what you want, and why you want it, write it down. When the going gets tough come back to these thoughts, remember what is in it for you, and get back on track.
Nothing boosts our motivation like success!
When you plan how you will achieve your ambitions break it into manageable chunks and schedule in rewards after each stage. If your plan involves others remember to keep them informed of successes and congratulate them on their achievements. Remember, we all love rewards, bonuses and positive feedback.
Be positive!
Speak positively about your plan to others and to yourself. If you are doing something you have never done before it is normal to be scared but fear is simply your mind telling you that you are stepping out of your comfort zone and it is not a reason to turn back. If you do what you have always done you will get what you have always got.
Choose your confidants with care!
Unfortunately we all know people who are apathetic, negative, and over-critical. Do not let these people trample on your dreams or quash your enthusiasm. Talk to people who are interested in your plans, in your development, who support and encourage you through the tough moments and congratulate you when you do well. These positive people will occasionally point out pitfalls but they do this to help you avoid mistakes, not to hold you back. Find the positive people, support their ideas and ask for their support in yours. Bear in mind that without innovation we would have no wheel, and so no bike, car, train or plane!
It’s all gone wrong!
Sometimes events will over take you, your plans have to go on a back burner for a while, you’re thrown off track and your motivation dips. Accept that this is normal and happens to us all. As soon as you’ve got your breathe back get back to your plan, change the actions or the timescales if need be, and swing back into action. Remember, you haven’t failed until you have given up trying to succeed.
If you would like to read more on how to build and maintain your motivation visit
www.crossroadslifecoaching.co.uk/jobsatisfaction.htm
and click the link the “Free Report” link. Alternatively you can email your questions to Helen Miller at
Helen@crossroadslifecoaching.co.uk
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Don't
Miss This
Could you too be a Roving Reporter?
Thanks to all of you who responded to our request for a roving
reporter for one of Bill Radin's seminars. We are now looking for someone to attend Lander Associates brand new Foundation Certificate in Customer Service 2 day programme "FirstImpressions" this June and write up a review for us in exchange for their free place. This new initiative with the Institute of Customer Service
will help individuals and organisations make a difference to their customer service. Topics include Developing relationships with your customers, Communicating effectively, Service excellence through teamwork, Responding to your customers and The ‘you’ factor. The event takes place on 6th and 28th June in Birmingham. If you are interested email
contact2@ukrecruiter.co.uk
for more details. For more information on the event visit www.landerassociates.co.uk
Flexible Benefits and Salary Sacrifice Conference, 8th June, CBI Conference Centre, London
This second annual conference will "combine an in-depth analysis of the latest legal, tax and payroll issues, together with a description of the practical flexible benefits & salary sacrifice products and solutions available to all employers. The event brings together the UK 's leading experts, consultants and suppliers, and presents case studies from employers who have practical advice to share."
http://www.symposium-events.co.uk/pages/attending/HR013/overview.htm
Free Psychological Testing
Seminars, May 2006
The next events in Sycadex's seminar programme will take place in Manchester on 16th May, and Birmingham on 30th May. These FREE informative events
address myths and suspicions surrounding psychological testing and discuss the two big Rs – Recruitment and
Retention. As competition for jobs gets ever more fierce and employers invest more and more in their new recruits, companies are beginning to consider the use of psychological testing in their recruitment. Find out how a little extra insight into your people resources can enhance your business.
To reserve you place, email esther@sycadex.com
or ring 028 90626558
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Discussion
Board Summary
Don't forget to visit http://ukrecruiter.willco.com/forum/Forum. Current topics on the site
include:
Accountancy
recruitment - job board advice please! - Which job board
should an Accountancy Recruiter use
references
- What's the right way to take up references
Anyone
experienced ASP type recruitment software? - Advice required
on recruitment software
serviced
offices - Can anyone suggest serviced offices in West
London/Thames Valley
How
to sell job board to recruitment agencies? - What do
recruiters look for in a job board
We have made a couple of changes
to the forum to benefit users.
The first is that, by default, the index page is shown in
"flat" format. This makes it easier to see what topics are
on the discussion board. If you have never visited the site
before you will automatically view the index page in the flat
format. Existing users of the site you will need to select the flat
option on the home page of the forum. From then on you will be view
the site in the new format.
The second change is that you can now see 20 topics on the index
page instead of just 10.
It is free to use the discussion board and you don't have to
register to view messages. Visit the site; ask questions and
share your knowledge
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Statistics
Hitwise top 10 Recruitment
Sites, week ending 22nd April 2006
The most visited UK recruitment sites last week, starting with the
most popular, were www.jobcentreplus.gov.uk,
www.totaljobs.com, www.jobsite.co.uk,
www.monster.co.uk, www.reed.co.uk,
www.jobs.nhs.uk, jobs.tes.co.uk,
www.eteach.com, www.jobsgopublic.com
and jobs.guardian.co.uk. 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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