Presentation from the Fordyce Forum 2010, presented by Jenifer Lambert.
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1. Insight into the Buy Side Converting Client Pain into Pure
Gold -Jenifer Lambert, CPC
[email protected]
2. JenLambert GOOD NEWS! Your clients WANT to pay you. They
would be HAPPY to pay you, but they have expectations that you must
not violate. 2:57 PM Jun 6th via web
3. Would you rather be right
4. or get what you want?
5. Empathy is only necessary if Youre interested in building a
productive relationship. You want to have influence. You want to
earn the right to be referred. Its more important to you to get
what you want than be right.
6. Grievance #1 Lack of Respect for Process Why do recruiters
insist on going around the process? Nine times out of 10 the Hiring
Manager simply forwards the resume and the recruiters email or
voicemail to me. I want a partner I can trust.
8. The Recruiters Process (Client Perspective) 1. Long,
painstaking conversation about job specs 2. Incomplete candidate
information 3. Constant phone calls looking for feedback 4.
Pressure to make a competitive offer
9. Get on the Same Team Embrace the Process to Influence the
Process.
10. Heres the Formula 1. Find common objective 2. Acknowledge
the process 3. Provide insight 4. Suggest a process change 5. Show
her how she wins
11. A Special Word about HR Ignore HR at your own peril! In
most companies HR has: Influence Control Budget And the ability to
give you more business!!
12. Grievance #2 Shooting in the Dark Its silly to me that
these recruiterswho claim to be experts at sourcingare cold calling
me, with no research into what our company does, who I am, or what
kind of people we need. They just start selling. Their lack of
research and listening skills are a real turnoff.
13. Warm Up the Call with Intel What does she emphasize in her
own background? What does her past employment and career
progression tell you about her? Beyond title, what is the scope of
her role and how does she fit into the companies overall goals?
What professional organizations does she belong to? Do you know
people in common? Get referred or name drop shamelessly!
14. Solve a Known Problem Target companies who are hiring.
Capitalize on trigger events. Enlist the candidates help.
15. Grievance #3 Providing Low Value Candidates Many of the
resumes Im getting from recruiters are unemployed, active job
seekers. I can find those people on my own. Why am I paying a fee
for this?
16. Deliver the Good Stuff
17. Deliver Extraordinary Value Recruiters recruit. Period.
Bring talent they cant get on their own. Put a game changer on the
field.
18. Client Wish List Key competitors to target Known talent
Difference maker
19. Grievance #4 Failure to Deliver the Goods It makes me sick
when I think about how much time Ive wasted on supposed hot
candidates. The recruiter gets me all excited about someone who
they claim is a perfect fit and then I find out that the candidates
not serious, theyre out of the salary range or some other deal
breaker. Does the recruiter not know this or do they not
care??
20. Recruiting Lifecycle Source Assess Deliver
21. Work with the End in Mind Assess early Close Often
22. Assess Early Motivation for change and level of pain.
Others who will be affected by a job change. Reasons for not making
a change. Susceptibility to a counter-offer. Push for the no early.
Unplug Ask direct questions Take away when necessary
23. Close often Full debrief after every interview. Uncover all
concernsdig, dig, dig! Close-ended closing questions. Discuss $ at
each step of the process. Begin closing on $ early. Full disclosure
to client.
24. Grievance #5 Transactional vs. Trusted Advisor I understand
that recruiters need to make money. Im sure theres a certain amount
of pressure to hit your numbers or make a quota. I get that, but
when I feel that pressure and when I feel like youre only looking
out for your interests and not mine, Im out. If I cant trust you, I
dont need you.
25. Think Long Term Trust = Truth + Time
26. Elements of a Successful Relationship 1. Commitment to
Common Goals. 2. Trust in Each Other (Competence & Intention)
3. Genuine Concern for the Other Person.
27. Commitment to Common Goals What is she trying to accomplish
with this hire? How can I help her meet her goals? What pressure is
she feeling and how can I alleviate that? How will this affect her
personally and what are her concerns? What has been her past
experience working with recruiters?
28. Care About Each Other as People Liking your clients is good
business.
29. The Good News There is still an insatiable appetite for
talent. There is still a need for professional recruiters. You only
have to be incrementally better to be a standout.