Here are 7 tips one can implement to help to
increase the number of placements made each month. They center around working
more efficiently, not harder. Quality is far more important than quantity
during a search. I’m not knocking quantity; volume can lead to refinement of
technique.
- Control the recruiting process with smart questions. Good questions enable employers and
candidates to relax and honestly discuss their goals, dreams, likes, and
dislikes. Prepare open-ended questions. ‘Open’ questions require
explanations, opinions, and thought process, vs. a yes or no response.
- Be ready to tactfully
challenge ideas without being disagreeable or offensive. Being contrary
can obviously hurt your chances of making a placement. We add value to our
service when we help employers and candidates see themselves or their
actions in a truthful light. We are the experts and our experience has
weight.
- Focus. Don’t allow
yourself to be pulled off course. If you plan to get a send-out on a given
day stay on task until it’s done. Cut short distractions that will not
produce a send-out. When recruiters focus, their performance improves, and
less time is wasted. Decisions become sharper and insights keener when one
works with clarified purpose.
- Conclude each encounter
with a clear definition of what’s to come next. Don’t let chance ever be
the choice. Instead of ‘Let’s touch base tomorrow”, nail down a set time
to talk and get the other party to commit.
- At the end of each day reflect
on the day’s interactions. Refine the words and phrases you use. Don’t
over-talk. State your thoughts succinctly. Write down phrases and edit
them, especially those that address issues that arise daily.
Exact phrasing is powerful. The right words convey
professionalism and authority. Recruiters lead effectively by the words they
choose. Your words and actions create credibility. 6. Explain what each party
can expect to happen next. Ask for feedback throughout the process.
7. Create dozens of small closing statements. “You said you
wanted a candidate with at least 4 years of experience. This candidate has 5-½
years experience plus they’ve taken the initiative to pursue a master’s degree
from M.I.T. How do you feel about their background? (Close). Let’s schedule a
time for you two to meet this week. What times do you have open on Thursday? Every
time the process moves forward, it’s a close.
Success in recruiting is a series of small sales. We qualify
candidates then close them by scheduling an interview with a client who meets
their definition of a positive career move. When a glitch occurs, we use the
information we’ve carefully gathered along the way to solve problems and keep
both parties moving toward agreement.
Small changes in behavior and word choice lead to more
placements. Focus, and phrasing can turn seemingly impossible situations around.
Work with intention and watch your closing ratio rise. Cha-ching! That’s the
sound of your fee dropping into your bank account.
To become a better recruiter one must be mindful of the
impact our statements have on clients and candidates throughout the process.
Delete phrases that are unnecessary or work against your purpose. We must not
let others waste our precious time. Our livelihood is based on the words we
choose to use. Words are at the center of our craft. Choose them wisely.
by Kimberly Schenk, Executive Recruiter, Trainer, Author of 'Top Recruiter Secrets' eBook, In-House Headhunting: How To Recruit Anyone, Cold Call Therapy, and iCommunicate
