The following examples are designed to stimulate your creative instincts when building marketing scripts to cold call companies. They should be considered merely as points of reference and NOT absolutes. The principles they represent are far more important than their actual wording. After greeting a decision maker at a company and
After introducing yourself during a recruiting cold call and ensuring that the recruit is in a position where they can speak freely, you need to answer this critical question: “Why are you calling me?” In order to lock down a candidate and add them to your recruiting software, you’ll need to
There is a general consensus among big billers that telephone marketing is THE KEY to their success. And I think most of us who have a few years of recruitment experience acknowledge that fact. So, why do I constantly read about “alternative” (read that as “easier”) approaches to marketing? Does our
In my previous blog post, I presented “5 Elements of a Great Search Assignment.” In this blog post, I’m back with five MORE elements for such an assignment, which are listed below: 1. State that payment of the fee is due in its entirety the day that the candidate starts
It’s always a good time to review your professional agreement letter, the element that connects both client to consultant and service to fee. Several circumstances arise from time to time that require your firm’s consultants to modify the format of the professional agreement letter. Clients occasionally ask us to sign their
“Sorry, it’s not in the budget for this year.” I hope that’s not your answer when someone asks you what you’re planning on budgeting for training this year. Remember, training doesn’t have to cost “an arm and a leg.” You usually get what you pay for when you invest in training, but
In my previous blog post, I discussed Quantity Metrics. In this blog post, I’ll now address how Quality Metrics in recruiting can increase billings. The time spent in the marketplace paying your dues and building relationships is vital. Quality grows from experience and quantity. The key quality measurements are the
We are living in the service age. Every buyer wants services to be delivered better, faster, and at the lowest possible cost. Our clients are not looking for “adequate” service or even “good” service—they are looking for firms that can surprise them with exceptional service. Clients want to feel as
The Dow recently hit yet another record high. Consumer confidence is on the upswing. Clients are hiring again. Okay, then why do so many recruiters complain about how tough things are today, particularly where recruiting candidates is concerned? The reasons are partly our own creation. Sometimes it’s not what we do,
I hear it all the time. Recruiters ask, “What is the one thing I can do to hit it big?” Managers say, “Can a hopeless wannabe transform into a superstar?” Like rubbing the jeweled bottle and waiting for a genie to pop, out we hope someone, or something, will grant
