17 years ago, this month I opened shop at GSR2R… and wow things have changed!
Did you know LinkedIn didn’t exist then, and Mark Zuckerberg was still in high school!: Lower Sixth for us brits.
Posh recruiters (yes and I was one of them) did have mobile phones; mine was a Nokia 3310; the iphone was six long years away and didn’t appear till 2007, even later in the UK; I know how did we cope?
We used a fax and Royal Mail; though then the post office had changed its name to Consignia, not their best branding move; oh and our working day was even longer; candidates couldn’t nip out at lunchtime to take a quick call, so 7-9am and 6-9 pm was often spent ringing people at home.
On life outside work, Tony Blair was our prime minister, and we were getting in the groove with Shaggy who had the best selling record of the year.
For the film buffs, we were all running to the pictures to be amazed by Harry Potter, scared by Jurassic Park and swooning at George Clooney in Ocean’s Eleven.
Ah yes those were the days.
Recruiting has changed drastically over the last decade fuelled by the changes in technology though in 2001 versus 2018 there are some similarities that great recruiters embody.
Recruiting well is all about sales, understanding people and delivering an outstanding service. So, nothing in this context has changed over the last 17 years.
So, what are the key elements, once you nail them that will make you an outstanding recruiter…?
1. Become A Sector Boffin
It’s critical to know the trends in your sector, market and economy. Back in the day, I would go to the Library (I know who knew!) and scour the papers to make sure I knew everything that was critical to my market.
Today it’s even easier with Google at your fingertips and sector specific webinars being run on a weekly basis.
There is nothing better than when you notice a client or candidate agreeing with what you’re saying, or commenting; ‘that’s interesting, I didn’t know that’.
Moreover, that’s when you give them some options on how you can help. They are now open to listening because you are demonstrating your expertise in the market.
2. What Do Your Clients and Candidates Need: In Detail
You need to know what their specific candidate and business needs are. It will be more complex than ‘I need good people who’ll stick around’.
You need to delve deeper->
1. What are their critical skills gaps?
2. What makes a ‘good person’ to this employer?
3. Who was their last great hiring success-and what made them special?
4. What is their current culture like?
Above all, ask them how you can help. Only when you know this can you tailor your offering to them in a way that makes them sit up and listen.
3. Understand People
Understanding people is crucial to driving sales- it explains why the idea of scarcity pushes people towards purchase, why most people are repulsed by the hard sell, and how you can use people’s love of talking about themselves to your endless advantage.
There is a great book on my book shelves that has helped me over the years, and it is called The Psychology Of Influence, by Prof Cialdini from the US and in this book is fascinating data ( backed up by endless research) on what persuades human beings to do what they do. Well worth a read and here is a link for you.
4. Become Amazing at Listening
It doesn’t matter if you’re talking to a potential client, or candidate, truly listening will set you head and shoulders above the pack.
Your listening skills are what will drive a prospect to walk away thinking: ‘That recruiter’s solid. They listened to what I was saying; I never feel like my current consultant listens at all. I might use/recommend this person in future…’
Not only that, but your listening skills will furnish you with a barrage of useful information about what your candidates and clients want from you. Tell your ego to get out of the way and become a better listener.
5. Be A Clear Communicator
People are busy, frustrated and lacking in patience and good consultants are clear communicators, who identify their clients and candidates wants and needs; fast!
The days of salespeople engaging in endless chit-chat to even begin the deal are gone- the same verbose approach in today’s multi-channel workplace will probably deter the best clients and candidates.
6. ABC… Always Be Closing
In the famous iconic sales film with Alec Baldwin called Glengarry Glenn Ross, there is a famous line about the fact that good sales people are always closing.
Which is true.
In our field, it’s about taking people to the next step. If a client has vacancies that you know are roles you can fill; ask for the business; never walk away without knowing what the next step is.
It’s the same with candidates too. Can you help them? Is there a client of yours you could call with this hot candidate that would be ideal for their business then set it up?
Always close on something; one small step in the right direction has created many a big biller.
7. Know Your Inputs Versus Outputs
Do you know your numbers? What needs to happen to smash your target and bring in consistent commission?
I know mine and so do all the team at GSR2R.
This is how organisations become successful, and it’s something all switched on recruiters know and do.
1. How many contacts does it take to bring in a new client?
2. How many CVs do you need to send to get an interview?
3. How many interviews convert to a placement?
If you haven’t already, you need to break down your working week, focus your actions (inputs) so they can deliver your outputs (placements).
It might not be trendy, and selling is a numbers game. It was back in 2001 when GSR2R launched, and it’s the same today.
Until next time,
P.S. Would you like help to develop your career? Then call us on 020 3889 1675 or email us here.