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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Three productivity hacks to make you a better recruiter

The Pomodoro Technique

The Pomodoro technique is named after a kitchen tomato timer, of all things, that was invented by an Italian chap. And mostly, it’s a productivity tool that is simple, straightforward, and it’s really, really quite useful. What you’re doing is you batch your time into 25-minute slots called a Pomodoro, and in that slot, you focus on one thing and one task only and nothing else.

During that 25 minutes, that’s all you focus on, either until you have completed the task or the timer goes off. When the Pomodoro goes off, and it rings the bell, you take a 5- to 10-minute break, get away from your desk, then you come back, and you do another Pomodoro. You just keep repeating like that all day.

What this technique does is it sets an artificial barrier of time, it blocks everything else out, and it focuses you through creating a sense of urgency.

And it’s brilliant. And the great thing is if someone is coming to disturb you, all you do is say, “Can you come to me at the end of Pomodoro? There are about 10 minutes left.” And then you continue. It’s great. Use it. I use it. Fantastic stuff.

Batch tasks

Do all of one type of work, at one time, in one big batch. Why? Because it’s more efficient. If you have to process candidates registration meetings and calls onto the system, do it once a day or week. Why? By switching between tasks, it can take up to 10 minutes to 15 minutes for the brain to shift into gear for that new task, which means that you will probably either take longer or will do the job poorly.

So if you meet 10 candidates in a week, on a Friday afternoon, set yourself an hour to put all their details on the system, bish bash bosh, and in an hour, you get all their details onto the system. You’ve saved yourself a lot of time, but also, as you put their information on the system at the same time, you’ll be consistent in the way that you do it because you’ll be following the same process.  

Although it means that your stats won’t necessarily be updated day to day on that type of thing, over a weekly basis, batching matters and will have a significant impact. You should batch your BD calls. You should batch LinkedIn time. You should batch your emails.

Batching should be part of your daily business.

Go Dark

No this is not about going all James Bond. However, sometimes you literally just have to go dark. You have to turn off everything. You have to turn off your phone, you have to turn off your email, and you have to get on with work. You have to ignore the notifications.

Now, in recruitment, ignoring communication and telephone calls has always been a bit of sin, almost a heresy in some circles. But I for one believe that if you’re still responding, you are not responsible. So sometimes you have to go dark to focus on those critical tasks and use the dark going method to essentially make crucial decisions. Say for instance you have to make a decision on a software purchase between two suppliers.

Say it’s for an Application Tracking System. Now you’ve gone over all the details and what you do is you go dark. You take the details. You turn off your phone. You turn off your internet, everything. You go through the decision for a certain amount of time, say 25 minutes. Once that time has ended, you make a firm decision.

That’s how going dark can be used for decisions. Additionally, if you have work to do that is not based on communicating with people, going dark is a great way of getting it done quickly and getting back on with other subjects.

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The Golden Silence: Ask the Question and then go silent

 When you are on the phone with a prospect or face-to-face with a candidate you should always ask questions. Asking questions is vital in your work as a recruiter.

However, one lesson that is generally not taught to recruiters in the art of shutting up and being quiet or what is sometimes referred to as the golden silence. Being quiet is important, especially after you have asked a question.

When you ask a question you should always then stay silent, and the reasons for this is people hate silence, it forms an uncomfortable break that people want to fill. So when you ask a question to a client, and then you go quietly, they will fill the void.

By filling the void, they may give you the response you want, or tell you information they want to keep to themselves. So ask questions, but remember to be and stay silent after you have asked the question.

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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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Ask Candidates for Advice

Ask for advice from candidates Whenever you are headhunting anyone, what you do not want to do is do an aggressive headhunt.

What you want to do is do a soft headhunt by asking for advice. This generally has a better impact than asking people directly because it essentially makes you look good and it allows them the time and space to think about any role or decision you have put in front of them.

So how do you use a soft headhunt by asking for advice? When speaking to a candidate about a role, mention that you would like to pick their brains about a position that they might be interested in, but also that you’d like some advice as well.

Tell them about the role and then you ask for their advice, be flexible in giving them the time to take notice. And what you may find is that if the part is genuine of interest to them, they will put their hands forward.

What you may find is you have to give the candidate time to think. This is a good thing.

Why? Because you’ve had time to think, you’ve had time to allow the ideas to not be so shocking to the candidate, but also you’ve not come across as pushy, which is essential because looking pushy is always wrong because no one likes a pushy recruiter.

Neither do I really, to be entirely fair. So give it a go and see what happens.

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Candidate pain and pleasure

Understanding a candidate’s motivations is important and as a recruiter, it is vital that you take the time to understand what pain is motivating them to move from a job and what pleasure points they are seeking to achieve from this move.

Why do you need to know the pain and pleasure points of each candidate that you are dealing with?

Firstly, understanding what they want and don’t want from a job will allow you to ensure you are putting forward a candidate who is suitable and mentally able to put up with the role you are putting them up for.

Secondly, you will be allowing the candidate to be truthful and only serve you better in the long run.

Thirdly, during the process, you will have increased influence on the candidate as you will know what is and is not in their best interests.

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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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