Posts Tagged ‘Staffing Agencies’

Metrics for Calling Back

Monday, May 10th, 2010

Hi Danny,
I have some numbers questions for you. How many voicemails, emails, texts, Linked-In requests, and so on do you suggest attempting before deciding to stop calling that same person? Do you increase the number of attempts depending on the method or are all counted equal? What is the spacing you suggest between attempts? Is the number of attempts or timing different for candidates versus employers? Do you suggest calling the same person twice in one day or possibly more? Is the suggested number of attempts different for a situational biz dav call versus an MPC call? I understand every situation is different, BUT what is the “general” principle here?

Danny’s response:
If I really understood the difference between harassment and tenacity, between entreaty and demand, between shining a light and bringing the heat, I would not have a divorce lawyer in my fave five…but let’s use this principle as our heuristic:

Better to be Forgiven than Forgotten

Everyone redlines at different RPM’s…your job is to push limits, then back down gracefully when you have crossed them. You can’t know this until you have gone too far. I always tell managers in seminars that I can teach a recruiter to throttle back once they have crossed lines, but I can’t teach someone to have the guts to cross the line.

As for metrics, I think you need to attempt contact via multiple channels. Voice, text, email and social networking, if they are in LinkedIn or Facebook. The rules are the same in my view.

1. One contact, per channel, every other day. (so a voice, a text and an email on one day is the limit)

2. Clients are pursued, with ever increasing rhetorical charm, for two weeks, then forget for a month, try again

3. Candidates take this more personally, and after one week of attempting to get a response, I will wait a month, with the exception of an occasional email informing them they have given me a complex. (or, or in my case, another complex)

This whole process is subjective, and the metrics are guidelines more than hard data points. Was Romeo the ultimate romantic or a stalker in tights talking iambic pentameter trash? Who is to say?

For the better part of two decades I have arrived at hotels with recruiters going in for conferences. After a few years I noticed something. The lower the producer, the more likely they were to go through the revolving doors at the entrance, the top producers opened the single door to the side of the revolving doors.. To the top person, forward isn’t forward unless you get to push.

OBJECTIONS ARE BUYING SIGNS

Wednesday, April 7th, 2010

By Barb Bruno, CPC, CTS

Recruiting is a sales profession, which of course ensures a high level of rejection. If you are to reach your potential as a recruiter, it is extremely important for you to realize that objections are actually buying signs; requests for more information.

You are in a sales profession and you should be able to overcome at least three objections in a successful presentation. Once you realize that objections are buying signs, they become less intimidating and easier to handle. There is only one type of objection you can’t overcome and that is silence.

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Could You Produce More?

Thursday, September 17th, 2009

 by Barbara Bruno www.goodasgoldtraining.com

 

Obviously, the answer is YES! 

 

There is always room for improvement, regardless of your current level of production and success.  Success is not a destination, it is a journey.  If you become satisfied, you quit growing.  Too often, the habits you’ve established at work prevent you from attaining a new level of success.  I don’t know an owner in the Staffing and Recruiting Profession who doesn’t feel their sales team could produce more - but will you?

 

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August advice from Danny Cahill

Monday, August 10th, 2009

Guarantee After 90 Days?
A client is interested in what we would do for our guarantee (90 days) if after 90 days past the termination we have not found a replacement. What do you suggest?

Danny’s response:
So am I to understand the only things certain in life are taxes, death and your company’s guarantees? Your client is essentially asking you to consider “the worst case scenario”, to guarantee your guarantee.

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Barbara J. Bruno www.goodasgoldtraining.com

Tuesday, June 23rd, 2009

STAY MOTIVATED EVEN WHEN YOU’RE CONSISTENTLY TOLD NO 

 

It is NOT the job of your owner, manager or co-workers to motivate you!  Motivation is an inner drive that propels you to consistently hit your goals.  It’s that inner strength that only you can surface.  Miley Cyrus has an amazing song that is popular right now… It’s the Climb.  It should be the theme song for recruiters.  If you have not heard this song, you owe it to yourself to listen to the words!

 

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How Much Time Should We Be Spending On Social Networking?

Wednesday, May 27th, 2009

 

As President and Founder of a recruiting firm and a Staffing Success Trainer I often get asked, “How much time should my company be spending on social networking?” or “Should we get involved with social networking?”    With the explosive emergence of social networking sites like LinkedIn, Twitter, Facebook and more…as recruiters it is imperative that we get on this train immediately.    Feel free to add managing communication to this new media audience to your job description.  However, random monitoring of social sites can be extremely distracting. Even more, is it time to hire a Social Network Administrator for your office? 

 

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