Comment by Amy Ala Miller on January 5, 2012 at 12:17pm

Recruiting is all about solving problems, right? So let's look at how you asked the question.

 

How do I approach hiring managers for job orders.... who needs the job order? You. Who has the problem to solve (needing new business)? You. So what you're really asking is how do I approach someone who has the ability to solve my problem (give me business)? Now ask yourself this. Does the hiring manager even care about YOUR problem?

 

Step 1 is change the question. What you really want to ask is how do I show hiring managers at my target companies that I can solve their problem of needing to fill a position.

 

Step 2 - ask yourself - can you actually solve this problem? Do you have the right candidates in your network? Can you access/influence the kind of talent that hiring managers are going to pay a fee for? There's a reason baby recruiters are instructed to market MPC's (Most Placeable Candidate).

Comment by Bill Schultz on January 5, 2012 at 1:13pm

Amy is right.  Market your MPC.  If your presentation is good, it doesn't matter how relevant the candidate actually is.   Hiring manager may say to you "I don't need that, do you have any this?"  So work on your script.  

Comment by Amy Ala Miller on January 5, 2012 at 1:22pm

Thanks Bill :) I actually paid full price for Bill Radin's book "The Recruiters Almanac of Scripts, Rebuttals and Closes" many years ago... it's still on my desk. Even a corporate recruiter needs a good script sometimes.

Comment by Sandra McCartt on January 5, 2012 at 1:23pm

Try this:

Good Morning Mr. Jones, i am a recruiter representing a candidate who has a strong background as a systems administrator with CCNA certs.  I know you are well connected with your colleagues in the IT vertical in Bogata.  As I have made calls about this candidate this morning several people have mentioned that you might know if any of your colleagues would have a need for someone with this background.  He has 10 years in the finanacial services industry with no job change in the last 7 years.  Could you recommend anyone i might contact to assist them with a candidate like this.

 

If this HM hates recruiters he will say no and get rid of you.

If he has an opening himself and doesn't hate recruiters he will ask you a few more questions about the candidate.

If he doesn't have an opening, doesn't hate recruiters and does know one of his contacts who needs a systems administrator with Cisco certs  he just may give you the name of someone else to call.  Then you ask him if you may use his name when you contact them.  Then you ask if you may send the resume of the candidate to him in the event that he might think of someone else or be contacted by someone looking for this type of candidate.

 

If he tells you to contact HR, do so and tell them that Mr. Jones asked you to contact them concerning your candidate. 

If they tell you to buzz off.  Do so but realize that you have the name of the person in HR, you have made a contact with a hiring manager.  If you were lucky enough to get the name of another contact it's been a successful call.

 

Wait a couple of weeks and call Mr. Jones with another top candidate, tell him you appreciated his referral on the last one and just wanted to make him aware of another good candidate.  Don't push, just present a good candidate from time to time.  Send him an email thanking him for his time so he has your contact info.  After a few good candidates are floated by him he will start to remember that you have called with some good candidates and might either call you or have the HR person call you.

 

When you are prospecting with candidates don't call with crap.  job hoppers or people who are all over the boards and the net.  Rome wasn't built in a day but the reputation for having good candidates will not be forgotten.

 

Don't push for job orders.  Every idiot in the space is calling him trying to get a listing, get him or HR to sign an engagement letter and blah, blah. 

 

Comment by Bill Schultz on January 5, 2012 at 1:37pm

@ Amy- LOL, Bill Radin- "benefit-rebut, benefit- rebut,rebut and then rebut some more...."

i played that for the trainees i didn't like.  The others got "Deconstructing Danny"

Comment by Vikas Jain on January 5, 2012 at 1:51pm

I am glad that I posted the question here, even though I did not word it correctly.

Thank you Amy - For showing me the right direction
Thank You Bill - I started working on my script
Thank you Sandra - For this great script and valuable help

Comment by Amy Ala Miller on January 5, 2012 at 1:57pm

@Bill the Neanderthal close is still my fave... :)

@Vikas - the question was worded correctly because that is indeed what you were asking! We just wanted to show you the necessary mind shift... Excellent advice here all around and the reputation you want to develop in the hiring community is become the recruiter who can get the talent. Period. You'll know you've made it when these things happen - 1. Hiring managers start calling you when they have an opening, and 2. they start calling when THEY want a new job! It took me years to get there. :)

Comment by Vikas Jain on January 5, 2012 at 3:47pm

Great Amy! Hope some day I will become like you, if the world will not end this year.. :)

Comment by Bill Schultz on January 5, 2012 at 4:40pm

http://www.billradin.com/webinars.htm

Scripts, Rebuttals & Closes for Recruiters-How to Sell Your Ideas, Handle Objections—and Make More Money

Part 1 - Thursday, January 12

Part 2 - Friday, January 13

Scripts for Companies, Clients & Hiring Managers

Scripts for Active & 
Passive Candidates

12:00 Noon ET - 60 min.12:00 Noon ET - 60 min.

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