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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How to make recruitment success predictable

So why do these three make success predictable? Interviews Generated: Candidates in front of clients is what everything from business development calls to candidate meetings to CV’s submitted all about.

All that matters is generating a certain number of interviews every week, month and quarter Interview to Offer Ratio: This is the number of meetings that need to be made to create an offer and becomes a ratio example 1 and 10.

This ratio makes you successful because you understand just how many people you send for interview end up with an offer in hand and thus have a chance of taking the job.

Offer to Passing Probation: This one is actually fundamental to building long-term relationships with clients and indeed candidates. It makes you successful because it outlines just how candidates you get to offer who stay at the company long enough for you to keep your job.

Using these Ratios to predict success

So how do you use these ratios and KPI’s to promote your recruitment business at or desk successfully?

Firstly, decide how many placements you want to make a month. This could be determined by a financial target or just a simple number like three placements. For our example, we are looking for 2 interviews.

Secondly, you need to understand your offer ratio to a candidate passing probation. The best way to figure this out is to do some digging over the last 18 months, find out how many candidates passed probation and how many offers you generated. Divide offers by candidates passing probation. So for our example, we have a ratio of 3:1 (three offers for one passing placement probation).

Thirdly, you need the ratio of interviewed candidates to offer made. For this delve deep into your stats and find the number of interviews generated over the last 18 months and divide it by the name of offers. In our example, we have a ratio of 10:1 (ten candidates interviewed for one placement).

Lastly, bring it all together. Take your goal times it by the number of offers and then times it by the interviews to get the total number of interviews generated.

In our example Goal:

2 placements per month Offer to Placement Passing Probation:

3:1 Interview to Offer:

To generate for 2 placements is 60 interviews or 15 per week or 3 per day.

Moving forward

Use the method above to focus your goal for each day. That way if you produce three interviews per day (as in our example) you will end up each and every month hitting your placement target. As ever we would love to hear what you have to say.

Feel free to email joseph@thenakedrecruiter.com about your thoughts on this or any other topic.

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The Naked Recruit is funded through our affiliate link program with Acuity Scheduling. It is a tool that has saved me dozens of hours. Check out Acuity

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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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The Three Key Tasks

Before I delve deeper. Why three? Three is a magical number that is not too small to feel uni-focused and not too big that we get lost in procrastination. Three is easy for everyone to keep in mind and think about clearly during a working day.

So as a recruiter I have sat down and thought out what are the three most important tasks that I need to focus on every day. As I mused about this, it was easy to say the most important task I need to work on was getting placements, putting candidates into jobs and issuing invoices.

But on deeper reflection, I realised that getting placements is actually a by-product, the result if you will, of doing the most critical tasks – daily. So with this in mind, it becomes comfortable in the end to figure out what the three most important functions are for a recruiter like myself each day.

  1. Business Development
  2. Marketing
  3. Candidate Generation & Screening

Simple really. CV submissions, Jobs, Interviews, Placements. All of these critical KPI’s, in the end, come down to these three tasks.

Using the power of 3 important tasks in your daily recruiting

When using the 3 important tasks in your daily recruiting, I suggest you first work out what are the three most important tasks for your recruitment, your desk, your business. Then focus on them and work them into your daily schedule. Each day set three goals for each important task. So, for example, Business Development

  1. Make 10 business development calls
  2. Add 5 new contacts to the system
  3. Make 2 relationship building calls

Then all you have to do is work on the job you do not want to do. It is that simple. Try it for 30 days and see how it might change the way you work. As ever, any questions or thoughts, please email joseph@thenakedrecruiter.com  

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The Naked Recruit is funded through our affiliate link program with Acuity Scheduling.

It is a tool that has saved me dozens of hours.

Check out Acuity