Do you need to stay in control of conversations? Try this out

He or she who asks the questions is in control. So ask questions to stay 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 a good 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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If you are looking for more recruitment hints, tips and tricks why not try our book “Recruitment Hacks” available on Amazon.



Only measure what you can control to reduce stress and keep productive

Feeling in control at work is liberating and a first formal foundation to recruitment success. Being out of control will only ever lead in recruitment to distress.

Distress is caused by the nasty combination of stress and/or pressure combined with a lack of control over the forces that create this stress. When measuring your KPI’s you should only focus on those that you can control, otherwise you will only be setting you and your consultants up for failure.

Peter Druker the famous management theorist once said “what gets measured, gets managed”. Measuring key performance indicators that you cannot control through you own actions or actions from your team will lead to a number of things: increased stress and distress, apathy, system gaming or make them leave. None of which are any good in the long term.

So what should you measure? Controllable actions and controllable actions only. Deciding what KPI’s you track are your own decision but this is how we would track them.

1. Focus on the action taken not the outcome. E.g. BD calls attempted rather than completed. Your consultants can control how many times they pick up the phone, but not how many times it is picked up at the other end.

2. Only focus on controllable actions that move candidates and clients towards deals, placements and fees. Anything else is vanity.

Get yourself and your consultants to focus on what you and they can control will bring increased positivity and productivity to your business.  

If you are looking for more recruitment hints, tips and tricks why not try our book “Recruitment Hacks” available on Amazon.



 

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.

***   

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.  

 ***