Replies to This Discussion

Permalink Reply by Maureen Sharib on February 11, 2009 at 9:01am

We had an interesting phone sourcing class on this (referral sourcing) yesterday led by Jenny DeVaughn over on the MagicMethod network - the log of that class is posted here. Enjoy!

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Permalink Reply by Jerry Albright on February 11, 2009 at 9:03am

Hi Jennifer. Great question. I know alot of us are wondering what else we can say to increase our business.

If you don't mind - I think though you may want to consider something before you pick up the phone. Many that know me know I find great importance in the WORDS we use. Your question leads me to believe you consider your first contact with someone to be a "line" or "spiel". Those very words (let's throw in "pitch" as well) make me cringe! I am very sorry Jennifer - but if you truly believe that - then most likely your client is going to HEAR it that way.

I strongly encourage you to develope a "presentation" to the person answering the call. Lines and spiels "trick" unsuspecting senior citizens into magazine subscriptions or community-minded soccer moms into helping with the library fund raiser. They do nothing to identify yourself as a partner in the staffing world.

OK. So now that we've covered that - what IS a solid presentation? I think it has to start with identifying YOUR strengths a client or candidate would be interested in. For a client it might be your experience in relocating hard-to-find talent into your area. It may be a specific niche or functionality. Whatever it is - find it - and make it YOUR presentation.

"Hi. I'm Jerry Albright. For the past 20 years I have been helping clients in the Midwest build the I.T. systems that keep them in front of their competition. My specific strength is helping them identify, hire and build their teams with talent not readily available through job boards and career fairs. If that might be important to you - I would love an opportunity to introduce myself further......."

The same goes for candidates. What strength do you bring? I can modify my presentation to fit a recruiting call just as well.

"Hi. I'm Jerry Albright. For the past 20 years I have been helping clients in the Midwest build the I.T. systems that keep them in front of their competition. My specific strength is helping them identify, hire and build their teams with talent not readily available through job boards and career fairs. If that might be important to you - I would love an opportunity to introduce myself further......."

I hope this helps. Please remember - frame of mind is very critical. Your potential clients hear and feel whatever you project.

Good luck!

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Permalink Reply by Jennifer LaVigne on February 11, 2009 at 9:15am

Wonderful! Thanks Jerry- this is a really good informtion:) I will definitely put this in mind and if you do not mind..will probably most of the content of what you just said ;) Thank you again!

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Permalink Reply by Jennifer LaVigne on February 11, 2009 at 9:15am

Thank you Maureen! I apprecaite it- will make sure to check it out:)

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Permalink Reply by pam claughton on February 11, 2009 at 9:38am

Once again, I totally agree with Jerry! Especially about having a 'spiel'. If that is your approach, it is how you will be heard as well, and they will get you off the phone as soon as possible, because no one wants to be 'sold'.

It took me a long time to get comfortable with business development. I used to dread those calls. But with experience comes confidence, and I think that a key to success in making those calls or emails is mental. Oddly enough, I really enjoy business development now, it's like a game to me. What I do is spend more time up front, identifying types of companies I'd like to work with and seeing which ones have active jobs and who might be a good person for me to talk with. I have more success when I go in targeting someone who might be a hiring manager, vs. HR. Often those people will refer me to HR, but at least then they are sending you there with their name.

So, when I call or email, I take the approach that I am an expert that can help them, and I get very specific. So as I do a lot of product management placement, I'll often reach out to a VP of Product Management and I'll just say something like, "I noticed that you have a Sr. Product Management opening. If you're able to use an external recruiter, I'd love to be a resource. I specialize in product management placement, am working on a few similar searches and have some excellent candidates." I may go on to add for instance if they are in the search engine or e-commerce space, that I have a strong referral network in that space.

Basically, in as short amount a time as possible, I'm explaining that I am a specialist, focusing exactly on the type of position they are looking to fill.

I don't get into any fluff about how I work differently or have superior service, blah, blah blah. I just tell him/her that I have a track record of filling this type of job.

It's worked well for me. I think when you're matter of fact, and straight forward in your approach, you will be viewed as more credible than the typical recruiter who launches into their 'spiel'. They'll relate to you more as a person and a professional.

Good luck!
~Pam

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Permalink Reply by Jennifer LaVigne on February 11, 2009 at 10:02am

Thanks Pam- Appreciate your input and for taking the time:) Have a good day:)

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Permalink Reply by Allison Sherwood on February 11, 2009 at 11:28am

I agree with Jerry's comment about not sounding "spiel-ish" but disagree in leading with YOUR strengths. I have been having great success in leading my initial contact with a question about the potential client or candidate's background. The old addage that asking someone about themselves or about their company will disarm them is true. Also, there is so much information available via the web that you can usually identify something unique about their business which will also get them talking. Do your research and then lay the groundwork for the realtionship. With that information you can tailor your approach to a client/candidate's specific needs/background. Good luck!

Jerry Albright said:

Hi Jennifer. Great question. I know alot of us are wondering what else we can say to increase our business.

If you don't mind - I think though you may want to consider something before you pick up the phone. Many that know me know I find great importance in the WORDS we use. Your question leads me to believe you consider your first contact with someone to be a "line" or "spiel". Those very words (let's throw in "pitch" as well) make me cringe! I am very sorry Jennifer - but if you truly believe that - then most likely your client is going to HEAR it that way.

I strongly encourage you to develope a "presentation" to the person answering the call. Lines and spiels "trick" unsuspecting senior citizens into magazine subscriptions or community-minded soccer moms into helping with the library fund raiser. They do nothing to identify yourself as a partner in the staffing world.

OK. So now that we've covered that - what IS a solid presentation? I think it has to start with identifying YOUR strengths a client or candidate would be interested in. For a client it might be your experience in relocating hard-to-find talent into your area. It may be a specific niche or functionality. Whatever it is - find it - and make it YOUR presentation.

"Hi. I'm Jerry Albright. For the past 20 years I have been helping clients in the Midwest build the I.T. systems that keep them in front of their competition. My specific strength is helping them identify, hire and build their teams with talent not readily available through job boards and career fairs. If that might be important to you - I would love an opportunity to introduce myself further......."

The same goes for candidates. What strength do you bring? I can modify my presentation to fit a recruiting call just as well.

"Hi. I'm Jerry Albright. For the past 20 years I have been helping clients in the Midwest build the I.T. systems that keep them in front of their competition. My specific strength is helping them identify, hire and build their teams with talent not readily available through job boards and career fairs. If that might be important to you - I would love an opportunity to introduce myself further......."

I hope this helps. Please remember - frame of mind is very critical. Your potential clients hear and feel whatever you project.

Good luck!

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Permalink Reply by Jennifer LaVigne on February 11, 2009 at 1:51pm

Thank you Allison! I appreciate your input and the time you put in replying to this topic:) Thanks!

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Permalink Reply by Saroj Ghosh on June 5, 2009 at 11:28pm

Hello Jennifer,

How are you? In one of your blogs you mentioned that you got out of IT and got a Healthcare position. Congratulations!! I got pink slip couple of months back and trying to get a position as healthcare recruiter. Do you have any suggestions as to how and where to look? Best of Luck with your new job and thanks a bunch in advance.

Regards..Saroj

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Permalink Reply by Ravi on June 6, 2009 at 2:53pm

it actually depends on the nature of the business one is in, and the nature and extent to which the bottom line's of business/industry can sustain

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Permalink Reply by Louella Machado on June 6, 2009 at 3:06pm

Hi Saroj,

I just read your comment. We may be able to be of assistance as we are in HC. Please email me at louella@alphaworks.ca. Regards, Louella
Saroj Ghosh said:

Hello Jennifer,

How are you? In one of your blogs you mentioned that you got out of IT and got a Healthcare position. Congratulations!! I got pink slip couple of months back and trying to get a position as healthcare recruiter. Do you have any suggestions as to how and where to look? Best of Luck with your new job and thanks a bunch in advance.

Regards..Saroj

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Permalink Reply by Peter Ceccarelli on June 8, 2009 at 3:57pm

Since I'm inhouse recruiting I've always trained my hiring managers to not take calls from staffing agencies and they are always relieved to find out that they don't have to. My other inhouse recruiting colleagues do the same. And it's not like I can control who does call them, but once identified they are instructed to send them my way. So you end up in HR anyway, and I don't necessarily think that gives a 3rd party any type of advantage since they've spoken to one of my hiring managers. Actually, once I work with an agency and we've established a relationship, other than getting a time card approved, all contact has to go through me in order to manage the relationship, but most importantly the recruiting process. It's taboo to call my hiring managers direct. And since most inhouse recruiters do the same as I do, it actually pisses us off when that request is ignored. How do you overcome that?

pam claughton said:

Once again, I totally agree with Jerry! Especially about having a 'spiel'. If that is your approach, it is how you will be heard as well, and they will get you off the phone as soon as possible, because no one wants to be 'sold'.

It took me a long time to get comfortable with business development. I used to dread those calls. But with experience comes confidence, and I think that a key to success in making those calls or emails is mental. Oddly enough, I really enjoy business development now, it's like a game to me. What I do is spend more time up front, identifying types of companies I'd like to work with and seeing which ones have active jobs and who might be a good person for me to talk with. I have more success when I go in targeting someone who might be a hiring manager, vs. HR. Often those people will refer me to HR, but at least then they are sending you there with their name.

So, when I call or email, I take the approach that I am an expert that can help them, and I get very specific. So as I do a lot of product management placement, I'll often reach out to a VP of Product Management and I'll just say something like, "I noticed that you have a Sr. Product Management opening. If you're able to use an external recruiter, I'd love to be a resource. I specialize in product management placement, am working on a few similar searches and have some excellent candidates." I may go on to add for instance if they are in the search engine or e-commerce space, that I have a strong referral network in that space.

Basically, in as short amount a time as possible, I'm explaining that I am a specialist, focusing exactly on the type of position they are looking to fill.

I don't get into any fluff about how I work differently or have superior service, blah, blah blah. I just tell him/her that I have a track record of filling this type of job.

It's worked well for me. I think when you're matter of fact, and straight forward in your approach, you will be viewed as more credible than the typical recruiter who launches into their 'spiel'. They'll relate to you more as a person and a professional.

Good luck!
~Pam

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