The person asking questions is the person who is in control

When you are in a conversation with a candidate, with a client, with a gatekeeper, with your boss, with your spouse.

Whoever is asking the questions is in control of the conversation.

They are the ones that are dictating where it goes and where it goes to next. So you want to always be asking questions because you stay in control and it allows you to guide the conversation to where you want it to be.

Remember, it is your time, it is your call, and it is your responsibility to ask these questions.

So for example, if a candidate asks you a question about something, let’s say, “What is the salary for the role?” what you do is you ask, “What salary are you looking for?” because in that way, instead of them finding out that the role is paying 40 to 50, you may find that they’re only looking for 38.

So you actually might have a bargain on your hands. But if they hear it’s 40 to 50, they then know to ask for at least 40. So that’s an excellent example of why you should stay in control.

Ask questions. Stay in control. And it just makes you more effective in every conversation and in every engagement.

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Thank you for reading this Recruitment Hack. You can get a daily Recruitment Hack sent to your inbox by visiting Recruitment Hacks.

The Book: Recruitment Hacks is now available on Amazon.  

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Always have two questions for prospects

 Whenever you are on a business development call, you need to have two questions for every single prospect. Having two questions will triple the number of chances you get to build a relationship with a client. Now, these two questions, they can be on anything recruitment or industry related.

The first one should be the recruitment-focused outcome you are looking for. For example, you want to get the job on with the client who been advertising for that role you have seen. So you do the whole lead chasing bog standard recruitment question. And like the Chumba-Wumba song, you get knocked down. However, you can get right back up again because you have a second question.

The second question can be more creative. If you are looking to play it safe something that is industry-related that you can use to help market to them in the future. Below we have outlined a mini-script to demonstrate what we mean.

YOU: “Hello, Mr. Client. Can I help you with this job?”

CLIENT: “No.”

YOU: “One more question before I go. What are your thoughts on the latest acquisition of X?”

CLIENT: “That is really interesting you asked…..”

You ask the set out the second question and you get their feedback, thoughts and input. You can use this information to market to them in the future or to create a small report which you can use to market.

Having the second question will increase the time that you are able to spend in the phone and will enhance your chances of building that relationship with the client.   

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Thank you for reading this Recruitment Hack. You can get a daily Recruitment Hack sent to your inbox by visiting Recruitment Hacks.

The Book: Recruitment Hacks is now available on Amazon.   

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Your recruitment process is not special

 Your recruitment process is not unique. You are not special. However, the solution a candidate providers to the client may be exceptional indeed.

The candidates that you engage with on a daily basis can do some fantastic and business changing things for your clients. However, the process in which you recruit is not that special?

Why? There are over 100,000 people employed in recruitment in the UK and innovation on process spreads quickly. For instance, I started using LinkedIn almost as soon as it was opened to non-invited members now practically every recruiter is on it. Clients can easily replicate your process – just look at all the former recruitment consultants that are now internal recruiters.

However, what they will never be able to replicate is the solutions to their pain points you and the candidates you represent can offer. Take a brilliant credit controller, they are not a credit controller, but someone who can reduce payment days and free up cash flow this cashflow allows investment and growth.

They are not a credit controller but a source of growth. Representing an excellent Account Manager, they are not an upseller or salesperson.

They guarantee the future of the business through retention and gather intelligence on clients needs for the future.

So the next time you are speaking with a client (or internal manager) focus on how your candidates can reduce pain points and offer a solution instead. The candidate is special.

The client’s problems are particular. Your recruitment process is not.  

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Thank you for reading this Recruitment Hack. You can get a daily Recruitment Hack sent to your inbox by visiting Recruitment Hacks.

The Book: Recruitment Hacks is now available on Amazon.   

Ask questions and take back control

When you are in a conversation with a candidate, with a client, with a gatekeeper, with your boss, with your spouse.

Whoever is asking the questions is in control of the conversation.

They are the ones that are dictating where it goes and where it goes to next. So you want to always be asking questions because you stay in control and it allows you to guide the conversation to where you want it to be.

Remember, it is your time, it is your call, and it is your responsibility to ask these questions.

So for example, if a candidate asks you a question about something, let’s say, “What is the salary for the role?” what you do is you ask, “What salary are you looking for?” because in that way, instead of them finding out that the role is paying 40 to 50, you may find that they’re only looking for 38.

So you actually might have a bargain on your hands. But if they hear it’s 40 to 50, they then know to ask for at least 40. So that’s an excellent example of why you should stay in control.

Ask questions. Stay in control. And it just makes you more effective in every conversation and in every engagement.

***   

Thank you for reading this Recruitment Hack. You can get a daily Recruitment Hack sent to your inbox by visiting Recruitment Hacks.

The Book: Recruitment Hacks is now available on Amazon.  

 ***