The 2009 romantic comedy-drama film He’s Just Not That Into You portrays the lives of individuals who repeatedly misinterpret the behaviors of their romantic partners. Human behavior is complicated, unpredictable, and easy to misread.
In sales — as in recruiting — success depends on the ability to influence the behavior and decisions of others. How sure are you that you can correctly read and understand your prospects or clients? Human behavior is not always logical or predictable.
Here are three common mistakes I’ve seen recruiters make that can easily lead to a candidate or prospect being “… just not that into you.” And I will share some tips on how to keep from repeating these common errors.
As a recruiter you may not always have the “alpha” power position with your hiring manager or client, but you can be effective at leveling the playing field (think: establishing your power) by having the ability to anticipate and successfully manage objections. Of all the sales skills, the ability to manage objections is probably the most empowering for recruiters and sales professionals alike.
If you have never taken the time to learn a great process for managing objections, here’s a basic three-step framework that can get you started.
Do “all things new” guarantee you a first-class seat on the non-stop flight to recruiting excellence? Stated another way, is the right question, “How well do I take advantage of ‘all things new’ in the recruiting profession?” Or is there another, perhaps better, question? I think there is. And you may be surprised to see it’s a question that is hidden in plain sight.
Most people view planning as a waste of time. But check out this article and you may have a different view of the value of planning and some specific steps you can take right now to plan for your recruiting success.
We've broken down the skill of “establishing rapport” into two phases. Phase 1 focuses on the skills that are critical during those first few seconds of initial contact. Phase 2 focuses on how to continue to establish and build rapport, after the initial introductory stage of a cold call.
Skillful presentations are an important part of any sales process -- as well as recruiting processes. Great sales professionals, as well as great recruiters, know how to "pitch the product or position". Here are some practical steps that can help you with your next presentation.
This article is Part 1 (of 2), providing specific ways to measure successful management of pipelines. Finding the right metrics can be challenging. Here you'll find some specific measures that can help you more effectively track your ability to move candidates through a pipeline.
In this article (Part 2 of 2) we turn our focus away from the recruiter’s activities (Part 1) and look more closely at the passive candidate’s activities. To be effective in moving people through a sales funnel or pipeline, recruiters must know the key factors that affect whether a person is open to moving forward or not.
This article provides you with three common mistakes recruiters make when talking with candidates about opportunities -- as well as a little experiment that can help you identify where you might need to "change your pitch".
A great sales process (and a great recruiting process) provide everyone with a clear roadmap of what to do. This article describes best-in-class sales processes -- and how they apply to great recruiting. In addition, we provide ideas on how a great recruiting process can become an excellent diagnostic tool for recruiters, as well as for recruiting leaders.