Dissolve Call Reluctance

For a successful career in sales expect cold calling to be part of your life. At some point it’s common to encounter ‘call reluctance’. No one likes to think they’re afraid to pick up the phone. The mental and emotional pain one experiences can be miserable when call resistance strikes. The feelings related to this malady can be complex; the underlying source, mysterious.

It’s disturbing to discover one has a common weakness. Furthermore, a fear of calling is not a typical conversation that’s discussed with friends, family, or business associates. If one experienced perceived rejection in childhood those feelings may still be present in adulthood. Heal old feelings and perceptions and change your life forever.

Choosing to to buckle down and through determination make cold calls anyway is not a positive solution. Even if the rewards prove to be so great the misery of cold calling is forgotten, progress will be temporarily.

While the problem is obvious, logic won’t eliminate deep-seated emotional and mental issues. Anyone who has avoided cold calling can recite a dozen motivating reasons to make their calls. Anxiety can be unreasonable. We know it does not make sense, yet this ‘cold calling weakness’ follows us around like a plague of despair.

A simple treatment to banish call reluctance is ‘tapping’. Tapping is also known as Emotional Freedom Techniques (EFT). It’s like emotional acupuncture. Tapping produces results by re-patterning our thoughts while dissolving negative past emotions.

Here’s a mini-summary of how EFT works. There are specific points on our body that when tapped with two fingers, coupled with focused thoughts about a troubling issue, send signals throughout the body to release long standing negative emotions. Those negative images block the free flow of supportive self-talk and actions. As the tapping process unfolds, layer after layer of blockages fall away, never to return.

EFT is an energy therapy. The tapping sends energy throughout a system of meridians, and alters messages in your brain. There is plenty of study and science behind EFT. I’m a successful person in business who, along with millions of others, can testify to astounding personal results.

Erase outdated messages holding you back from achieving your sales goals. More importantly, EFT can address countless other issues in our life and truly, transform any situation for a desirable outcome. EFT will change your life.

  

Self-healing on a more profound level is available through ‘The Healing Codes’ method. Energy healing is a DYI (Do It Yourself), which heals outdated beliefs inhibiting optimal performance and enjoyment of life today.

The human body is designed to heal itself from within. If we learned this technique as kids we could avoid mental, emotional, physical distress, illness and pain. Scientists believe stress to be at the core of all disease. When stress is not released, but reinforced continually by long standing negative images and belief patterns, the healing mechanism in our cells become overloaded and shut down.

‘The Healing Code’ is a transformative self-treatment with measurable results.

I personally have used the codes and highly recommend it to everyone. If you hate cold calling, try EFT or ‘The Healing Code’ today. You’ll be glad you did.

by Kimberly Schenk, Executive Recruiter, Trainer, Author

PS: The Healing Code book is about $27 for a hard copy. There are various packages on the Healing Code website, but not the book. The book is great and explains additional resources if needed.

Sales Call Scripts: Craft A Dynamite Phone Script

A great sales script increases sales. When people want to talk with you cold calling becomes fun. Working with a high quality script saves time. It’s worth taking time to develop a powerful script. You’ll spend more time in conversation with decision makers (& candidates if you recruit) and ultimately close more sales by working smarter.

An increase in sales depends on perceived value. Strike a chord by framing your offer in a way that solves problems. Sell to the right market. Use words that appeal to what matters to your customer. Talk about benefits. Differentiate between teaching and informing. Offer complimentary services where possible.

You have less than 40 seconds for your prospect to decide if he wants to have a conversation with you and whether he likes you. To improve your success rate follow this format:

Your prospect must understand: (see video below)

·         1. Who you are

·         2. Why you’re calling

·         3. 'What’s in it for me?' Address WIIFM for the prospect in a very few words.

When I recruit I use one of two openings consistently. The vast majority of people are willing to talk with me and my job becomes rejecting unqualified candidates respectfully.

One cold call opening I use is: “Hi. My name is Kimberly and I’m an Executive Recruiter, or Headhunter if you will. Your name has come to me on a confidential basis (if it did) as someone who is very good at what you do. I do have a position to discuss with you, can you talk privately?” They’re engaged or we set a time to talk later. This is only the beginning. 

Some candidates get a lot of recruiter calls and try to dominate the conversation because they’re busy people. They push for my client’s name or the salary range. I give them tiny morsels. My job requires I interview and qualify before I reveal anything about my client. I tell candidates all their questions will be answered if they are a good fit for the position. I’m selective.

The next step is critical because it sets the tone of the relationship. “In order to make a move and feel like you’re taking a step up in your career what would need to be in place?”

That question immediately gets the candidate to think. They understand no one’s pushing them to do anything they don’t want to do. Candidates like talking about themselves. They recognize a pro (you) and feel validated when someone asks what matters to them. There's no need to push. Manage the recruiting process with questions. This first question demands they disclose what they need and want in their career to advance. More often than not I hear, “No one has ever asked me that’ or ‘Let me think”. Or, “Hm. I’ve not thought about it but I guess…” And off we go.

By focusing on what the other person needs and wants you establish rapport quickly. Your sales script questions demonstrate your expertise. You are a consultant. Speak slowly and clearly. Speak with authority. Expect people to sit up, take notice and pay attention. Pretend you’re the CEO of some giant corporation. CEOs do not call someone and chatter like a squirrel or talk so fast no one could understand them. Slowing down is a subtle way to demonstrate your power.

People buy from people they like and who make them feel comfortable. We’re impulsive. The “Do you want fries with that” upsell close has made McDonald’s billions of dollars.

Know the difference between a feature and a benefit. Here’s a video on script writing I found on YouTube that demonstrates my point in a tutorial. I agree with everything said on the video.

“Cold Calling, Nail the First 20 Seconds’.

http://www.youtube.com/watch?v=jlVBwasfc78&feature=related

Watch this video. Take the time to craft your own killer script. Tailor it to your target prospects and your closing ratio will soar. You’ll cold call less because your conversations will last longer. You’ll make more sales in less time. As a business owner, recruiter training will help grow your business.

by Kimberly Schenk, Recruiter, Trainer, and Author

Where Do I Find Loan Officers To Recruit?

Help! Sourcing is the term for finding names and phone numbers of prospective candidates to recruit and hire. When you’re ready to start recruiting loan officers how do you build your list of potential candidates?

Here are 10 ways to source candidates. Call everyone. Be prepared with a script that’s effective. Don’t start out by talking about how great your opportunity or company is because that’s a sure fire way to turn off a candidate.

DO take the time to memorize and practice your first 30-second introduction. If you don’t have a good script, get some training! You want to screen and be in charge of each call. Recruiting calls are simple and fun when done correctly.

     1.   Dig up old resumes of current employees or candidates who applied to your company in the past.        Where are they now? Call them; if they don’t qualify ask for names.

     
      2.     Current employees. Ask: Each One to Refer One (or three). Get names & numbers.

  
      3.    Realtors (my favorite). Call Realtors in the area and just ask, “Can you recommend a loan officer?” (Don’t let them you’re a recruiter, they may be protective of ‘their’ LOs. There’s no need to lie, just ask for the name of a loan officer they trust.

  
      4.     Local and national professional associations.

  
      5.    On-line directories. (Entire company directories complete with a roster of positions and numbers are online). Learn a few search engine sourcing tricks if need be; it’s easier than you think.

   
      6.    The NMLS database for consumers. Put in a zip code and all licensed Loan Officers in that zip code are listed.

  
      7.     Do a local search on google for mortgage companies in your area. Local mortgage company websites often have pictures, names, and phone numbers.

   
      8.    Speak with your local Library Reference Desk Pro. This person will help you to fine-tune your skills. You can then access the database from your home or office. I like the ‘A-Z’ database because they allow one to download 1000 names, phone numbers, addresses, etc. by any demographic desired. If you don’t have the sic code(s) on hand, there’s a tool within the database to help find the sic codes that apply to your search.

      9.     LinkedIn. Join several mortgage banking groups. Check in daily and soon you’ll see the value of discussions. Then look up participants to grow your contact list. A few minutes a day viewing what’s going on and commenting on items that appeal to you is both productive and time well spent.

     10.  Ask anyone you speak with in the industry for names of loan officers. This easy task should become part of every conversation! For best results memorize 7 – 10 ways to ask for names. In my experience it usually takes 2, 3, even 6 times asking for referrals (in varied ways of course) for the person you’re speaking with to get serious and put their brain to the task. Don’t feel you’re intruding because you’re not! You’re behaving like a serious professional and people are glad to help. The trick is to get your self in the correct mindset. Once you expect answers, you’ll get them.

 There you have it. Before you start calling I suggest you compile a list of 100 names. You'll go through the list quickly because in many cases you'll go directly to voice mail. Don't leave messages. Typically if one sets aside three hours to call and they talk with 4 candidates an hour, that's a successful call session.

Happy Recruiting!

by Kimberly Schenk, Executive Recruiter (20 years) and now full-time Trainer, Author

Recruiting Skills: Power - Get It & Use It Wisely

New recruiters often feel insecure about their role as a headhunter. The way to curb that insecurity is with:
 1.    Knowledge – Learn how to be a recruiter, the process, and what to expect
 2.   Preparation – Have your questions and responses ready
 3.  Dedication – Keep pace with the routine and don’t judge mistakes, and keep practicing!
 4. Tenacity – Think of your career in survival mode – this is a street fight, a well mannered street fight, so take some chances!

If our internal view of ourselves is not one of authority with powerful resources, recruiting becomes much more difficult. Most of the time our verbal technique is what is judged because we do so much work on the phone. People make thousands of decisions all day long that are based on fleeting impressions and perceptions.

Improve your verbal presence by speaking slowing, enunciate clearly, use a positive, enthusiastic tone, speak from your gut, and sit or stand up straight. Speak with authority.

Authority

The weird thing about headhunting is we really have no authority. Yet we must get our clients and candidates to cooperate and work with us. Ultimately we must convince all parties it’s in their best interest to listen to our advice and we close the deal. Everyone wins. Once we ‘get’ the process we orchestrate and our work becomes fun. When both employer and candidate have had a great interview, they are invested in the process and want the deal to happen. We help by ironing out the details. We facilitate, which is no small matter.

Non-Verbal Cues

Ann Cuddy’s video on TED about non-verbal cues explains how we are judged and judge others with primal consciousness. Part of being a successful recruiter is using common sense and trusting our intuition. We often face the possibility of the deal falling apart. It’s our job to get to the truth about why one side or the other feels a need to withdraw. Surprisingly, once objections can be voiced solutions miraculously appear. Deals that should be done get done. Everything in Cuddy's video applies to recruiting and I believe it's worthy of your time.

Recruiters need to be able to set their ego aside and do whatever it takes to help all sides make good decisions. Communication skills are paramount. It’s not that hard. We ask questions and when someone is hedging, we ask more questions. Everyone tells white lies and when the topic is changing jobs emotions can magnify and charge the process with electric intensity. Changing jobs is stressful. 

The 2-Minute Power Exercise

Use Cuddy’s 2-minute power exercise and better still, help candidates prepare for an interview by asking them to watch the video. Skills matter certainly but chemistry is what propels a hiring manager to want a certain candidate. Chemistry is about “Presence”: Enthusiasm, confidence, passion, charm, kindness, friendliness, and a captivating personality, are a few subjective qualities.

As a Recruiter, I want to create a win/win irresistible experience for my clients and candidates. I listen to my clients’ wish list. I honor what they require and prefer in a candidate. On the flip side I listen to candidates. I honor what they’re looking for in a new position and corporate culture. I tell the truth tactfully. It works exceedingly well.

Some recruiters and some recruiting firms give the great headhunters and the industry a bad name by using a ‘throw spaghetti against the wall and something will stick’ routine. Placements (even if they are not right) and money are their primary motivators. For over twenty years these stupid routines have perpetuated distain for our industry. Clients may feel wary and cautious until they work with a pro. Then they feel they have an ally and partner in their recruiter.

Use your power wisely

Empower candidates by helping them present themselves in the most favorable light. Remove the discomfort of pending interviews. Help prepare hiring managers who only interview and hire once or twice a year. Coach them and provide questions that will highlight why the candidate is indeed a great match for their company. Never underestimate your power to influence, change, or impact good decisions by those involved.

by Kimberly Schenk, Executive Recruiter, Trainer, and Author