Rejection is Part of Sales
Published on 9 May 2009 at 12:41 pm.
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Have you ever heard yourself say you just can’t take any more rejection? The problem with that statement is that Recruiting is a Sales Profession. Rejection is just part of what we experience as Sales Professionals. If another Recruiter is MORE successful than you are - they have just taken more “NO’s”
Every no you receive is that much closer to your next YES! Staffing and Recruiting is Sales and Sales is a Numbers Game. If you don’t have sufficient job order flow - what percentage of your time are you spending making Marketing Presentations? If your flow is down your activity level must drastically increase. You may have to make twice as many calls for HALF the normal results you achieve - but there is business out there, you just have to track it down.
You don’t have to learn to LOVE rejection, you just need to realize you will probably be rejected by someone on a daily basis. You can’t take the rejection personally because they are not rejecting YOU, they are rejecting the services you are offering. When someone rejects you - develop the attitude that it’s their loss. You are great at what you do and it’s a shame they won’t experience the results you would have provided for them.
NEXT!
Barbara J. Bruno, CPC, CTS
Two Lessons
Published on 28 Apr 2009 at 8:19 am.
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I happened to catch a news broadcast this morning. I don’t typically pay much attention to the news in the morning. I overheard that they would be discussing how difficult it is for job seekers over the age of 40. I do remember when 40 seemed old. Now, 40 is SO NOT cold! As most of you reading this will agree, you blink and there goes 10 years! The reason I feel it is important to share with you what I saw is because I think many of us, in the recruiting profession, take so much for granted. We complain that the economy is killing our desks. We have had to change disciplines, add disciplines, adjust to the face that we must do twice as much work for half of the results. Those of you who were Top Producers are realizing that maintaining that status requires change and persistence. Most the recruiters that were struggling before our recession are no longer reading this Blog – they are no longer recruiters.
The above information may sound negative, but it was written that way for a reason. The statistics regarding job seekers over 40 are shocking. They stated that job seekers over 40 will have 75% more chance of being passed over for job opportunities. They interviewed a woman, 53 years old, who had an extensive background in both Accounting and HR. Her resume, from a recruiter’s perspective, would qualify her as an MPC (most placeable candidate). She was extremely professional and had an amazing personality. She explained that in the last year she has attended numerous professional networking events and job fairs. She has submitted countless resumes and has made many follow up calls. She is conducting a thorough job search, doing all of the right things. She shared that many of her interviewers were honest about the fact that she was over-qualified and some even told her that she would be bored with certain job opportunities.
One of two lessons learned here is that we as recruiters need to be conscious that candidates over 40 are not “too old,” “at the end of their career,” “washed up” or “winding down.” Each candidate we interview deserves us to make a fair representation of their background. I suggest that you look at candidates over 40 as “more experienced,” “responsible” and “mature.”
The second lesson comes with the end of this professional’s story.
While she is conducting a through job search, she is currently employed as a bank teller, lunch lady at the local Middle School and a receptionist in a local company.
You would expect this woman to be angry, defeated and maybe even depressed. The best part of this story is that she is none of the above.
When the newscaster asked her how she feels about her current situation, she smiled and said without hesitation that she was grateful for the work she had.
The lesson here is that the next time you get upset or complain about a bad month, think of this woman who is working three part-time jobs well below her experience and salary level. Think about the fact that she is till actively job searching with a positive attitude. When you think your life is bad, look around, you can always find someone who has it worse. I always say “count your blessings.”
Nancy J. Phillips, CPC
Sales Consultant/Coach
V.P. of Sales & Marketing
Remember to have FUN!
Published on 18 Apr 2009 at 8:24 am.
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As recruiters we are accustomed to the roller coaster of emotions that go along with the highs and lows of our profession. I have always said that we either love or hate our career – it depends on our production that day. Unfortunately, there is rarely a feeling of anything in between the love and hate. Therefore, it is important that you do everything you can to create a sense of balance. One excellent way to help enjoy the good times and tolerate the challenging times is to simply have fun. It seems like a simple concept, but you will find that you actually will need to make a conscious effort to have fun. When it is the 27th of the month, you had one no start last Monday, found out your MPC (most placeable candidate) has accepted a counter-offer and your “fill-by-itself” final interview ($57,000 fee) was, according to your candidate, “just not a fit.” It may sound dramatic, but if you have been a recruiter for more than six months, you know this situation is definitely possible.
Now, what can you do? Often you have done everything you can to handle the situation above. At times like those, after the tears and anger, you must find a way to get back to business. One way to deal with difficult situations is to make the best of them. Try to find the humor in it. If you look at each event individually, there will be something about it that will make you laugh. It might be as simple as something someone said during the interviewing process, or it could be the actual reason why your candidate decided not to show up on their first day of work. One no start I personally experienced was when one of my MPC’s didn’t go to work her first day because the stars were not aligned. She explained to my client and to me that her “star chart” was never wrong. The funny part about this candidate was that she assured me she would be ready again in three days once her alignment improved. Needless to say, attempting to reason with this individual was a waste of my time. Once I filled the opening, my entire office had fun with the situation.
Barb has quoted the following numerous times, “You can’t change what happens to you, but you CAN change how you react to it!” She’s right – the way you choose to react makes all the difference. If you are in an office where you have a team of recruiters, take it upon yourself to help your co-workers. If someone has just had something bad happen, carefully attempt to find the humor in it. Laughter is contagious. Working in an environment where fun is not only allowed, but actually encouraged, can make all the difference in overall job satisfaction. We are professionals and our career mandates that we conduct ourselves in an appropriate manner with our candidates and clients. My recommendation is that within your company, with your team, try to laugh. Try to have fun as often as possible!
You will be amazed at the difference in how you feel about both the unavoidable bad times and the exciting good times.
Nancy J. Phillips, CPC
Sales Consultant/Coach
V.P. of Sales & Marketing
Earn Your Client’s Trust
Published on 30 Mar 2009 at 3:26 pm.
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Your clients must be able to TRUST YOU in order to keep them satisfied. Being trusted by your clients is critical to your success as a recruiter. How can you earn their trust? What can you do to protect and maintain trust once it has been established?
The following four simple behaviors that will answer those questions:
1. ALWAYS BE FAIR AND STAY CONSISTENT WITH YOUR CLIENTS
They should know what to expect from you and they should know what you expect from them. Once expectations on both sides are consistent, their ability to trust you increases dramatically. Your clients are aware that you deal with people and expect every situation to be unique. You will be required to make decisions that will affect them and their company. Once they trust you as their recruiter, they begin to see you as an extension of their team. Regardless of any action you are required to take, always be fair.
2. KEEP YOUR PROMISES TO YOUR CLIENTS
Never make promises to your clients that you are not 100% sure you can keep. I always attempt to Under-Promise and Over-Deliver. Clients simply want to be able to count on you and what you say. If you make promises that you don’t keep, their trust in you will diminish quickly. If you keep your promises, they will turn to you first with their needs.
3. SPEAK OUT FOR WHAT YOU THINK IS IMPORTANT
Your clients cannot read your mind. They do not know what you feel or think. If they are left to guess what is important to you, they may be wrong. They will respect your honesty and be grateful for the time that they will save throughout your working relationship. Once your clients trust you, you become their Trusted Advisor not their recruiter.
4. ALWAYS TRY TO DO WHAT YOU SAY YOU’RE GOING TO DO
This is very simple, but very important in building trust in any relationship, especially with your clients. Barb has always said, “You are only as good as your last placement.” This concept is often true. If you say you are confident that you will fill their position, then you need to produce results. If it is a difficult search assignment, tell your client that it is a difficult search and you will dedicate yourself to filling the assignment. If the search assignment is a “needle in the haystack”, we refer to them as “Mission Impossible.” You should be honest with your client and do not tell them that you will fill their opening. Tell them that you will try, but make sure you also tell them that the search is challenging and you will do your best to find the right fit.
Overall, trust can make or break your relationships with your clients.
The steps above are common sense, however, in a challenging market, we as recruiters want to fill any and every job order we write. Keep in mind that you still need to MAKE A CLIENT NOT A SALE!
Nancy J. Phillips, CPC
Sales Consultant/Coach
V.P. of Sales & Marketing
PASSIVE INCOME?
Published on 12 Mar 2009 at 4:56 am.
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If you are an owner reading this and you’re frustrated by your endless expenses and only one or two sources of revenue - this article is for you! I’ve developed a program that provides you with three sources of additional revenue for your Staffing or Search Firm. One of these sources is 100% passive, the other two do require
your involvement or the involvement of someone on your team.
If you want more information, please go to www.candidatecashmachine.com. If you have any questions you need answered, call my office at 219.663.9609. I’d love to help you develop INCOME “while you are sleeping!”
Barbara J. Bruno, CPC, CTS
OFFER TURNDOWNS ARE PAINFUL
Published on 9 Mar 2009 at 9:35 am.
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Many of you are experiencing more offer-turndowns. Often your candidates turn down an offer because the job you have offered them does not match their job search priorities.
To drastically reduce OFFER TURNDOWNS:
1. Find out the five things your candidates would change about their job, if they were their boss.
2. Review why they have made job changes in the past.
3. Determine what MUST be there for them to go through the trauma of a job change.
4. During your interview LISTEN twice as much as you TALK.
If you implement these four suggestions, you will drastically reduce your offer-turndowns!
Barbara J. Bruno, CPC, CTS
I CHALLENGE YOU!
Published on 4 Mar 2009 at 9:54 am.
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I CHALLENGE YOU
This is a challenge that may seem different from most challenges you have accepted in the past. As Recruiters, we usually love a good challenge! Some of you will find this challenge near impossible, while others may entertain the idea. Whether you decide to attempt my challenge or not, it is something you should think about.
I challenge you, for five days in a row, Monday through Friday to NOT read ANY type of newspaper, watch ANY type of television news, listen to ANY radio news broadcasts or catch news on the Internet.
Living in Indiana, one hour south of Chicago, it is almost necessary to have some type of media just to prepare us for our completely unpredictable weather. Also, many professionals from our area commute into downtown Chicago. Needless to say, traffic reports during rush hours are critical to their survival, or should I say sanity?
I don’t need to remind you of what is going on in our economy. These are very uncertain times, and most Americans have admitted that they fear what challenges they may face over the next several months.
This is the reason for my challenge; we are literally flooded with negative messages coming at us from every direction. If you watch the news, read the newspaper, listen to the radio, or check ANY news on the Internet, you are guaranteed to experience negative news regarding our country’s financial nightmare.
Therefore, if you were to shut down all media, just for one week, five days, what type of impact might that have on you?
Many Americans live by the news, literally. Watching the news and reading the newspaper may be as important to your morning routine as brushing your teeth or putting on your shoes.
The reason for my challenge is the negativity that is portrayed and reinforced often multiple times each day, must contribute to the insecure feelings that you and most others may have regarding our Profession and personal lives.
If you actually take this challenge, and live through it, I would love to hear what type of experiences you have after only one week. My email address is nphillips@hrsearchinc.com.
Good Luck!
Nancy J. Phillips, CPC
Good as Gold Training, Inc.
Sales Consultant/Coach
V.P. of Sales & Marketing
LOVE THE WORD “NO”
Published on 1 Mar 2009 at 9:21 am.
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Many recruiters are negatively affected when they are rejected or hear the word NO. It’s important to realize that every NO is that much closer to someone who is going to say YES.
If someone if your office is more successful than you….they have taken more “NO’s” Also realize it is your job to overcome objections. You are in sales and unless you take 2 to 3 objections, you are making Customer Service Calls. Objections are BUYING SIGNS or a request for more information. Try to ask “open ended” questions where it’s impossible for a person to answer with just a YES or a NO.
Also learn not to take rejection personally. When someone says no to you, they don’t understand the benefits you offer them. Often it’s a matter of timing. You could call this person back in 30 days and land their account. You are in sales so hearing the word NO is just part of what you do!
Barbara J. Bruno, CPC, CTS
COURTESY INTERVIEWS ARE KEY
Published on 26 Feb 2009 at 9:35 am.
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The unemployment rate is escalating and the number of candidates has dramatically increased! Unfortunately, most of them you will not be able to place in a job. In fact, most recruiters place less than 5% of the candidates who come to them for assistance.
We are all “Social Workers who Like Money!” but I understand how frustrating it can be when we CAN’T assist the candidates who need us the most. Our clients demand Skills, Experience and Stability and most of you place in a specific niche. The time you spend on these candidates is truly wasted time you could be spending on the candidates you can place.
1. Email your paperwork in advance
2. Determine if you can place this candidate
3. If NOT, refer them to resources they can utilize
4. Conduct a 5 minute COURTESY INTERVIEW if they end up in your office
It is more kind to be honest with the candidates you can’t help, rather than set up unrealistic expectations.
Barbara J. Bruno, CPC, CTS
REFERENCE CHECK DAILY!
Published on 17 Feb 2009 at 9:09 am.
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Reference Checks are the best “warm way” to land new clients. You are on the phone with an hiring authority who is impressed by your thoroughness and is either IN a hiring position or can refer you to the appropriate person.
“You know what questions I’m going to ask next….what are your most challenging hiring issues?” “Are you the person who decides which sources your company utilizes to identify top talent?” “If not, can you give me the name of the appropriate person?”
You have established initial rapport with this person and it is an easy transition to a Marketing Presentation.
Barbara J. Bruno, CPC, CTS
