7 tricks:
- networking: people have to know you in person to warm up a relationship initiate by a cold-call
So, you HAVE to meet with the more of them. Putting a face onto a name and checking hands are basic, but essential to create a lasting impression and make someone remember you.
- emotion. How do they feel working with you? Surveys have highlighted that the emotional string is determinant in generating interest into relationship. It will make someone be more keen to work with you, than with any other recruiter.
- side interest: invest in non necessarily business focused relationships. To do so, you have to open our networks to a wider range of actors of your environment (bloggers, investors, advertisers, incubators etc… and not only the decision makers).
Visit your clients as you pass by their office or invite them to coffee with a firm intention not to try to sell anything!
That will make you stand out from the crowd and change their perception of you: not "just like another sales person”.
So, you HAVE to meet with the more of them. Putting a face onto a name and checking hands are basic, but essential to create a lasting impression and make someone remember you.
- emotion. How do they feel working with you? Surveys have highlighted that the emotional string is determinant in generating interest into relationship. It will make someone be more keen to work with you, than with any other recruiter.
- side interest: invest in non necessarily business focused relationships. To do so, you have to open our networks to a wider range of actors of your environment (bloggers, investors, advertisers, incubators etc… and not only the decision makers).
Visit your clients as you pass by their office or invite them to coffee with a firm intention not to try to sell anything!
That will make you stand out from the crowd and change their perception of you: not "just like another sales person”.
- expertise: recruiters have to know their market (map the companies, follow trends, attend specialized events...) and get at least a veneer on the technical aspects.
- consulting/counselling: you must be able to advice. Companies and candidates have great hope and expectations towards us. Unfortunately, the only contact we have is limited to job filling. What leaves them frustrated.
That brings to a situation where they don’t even try anymore to share with us. As a recruiter, you are more than just a box ticker. Sharing your networks, giving advice on their career, inform on the latest trends, offer to promote them or invite them to an event… and you will see the smile coming back to their face.
That brings to a situation where they don’t even try anymore to share with us. As a recruiter, you are more than just a box ticker. Sharing your networks, giving advice on their career, inform on the latest trends, offer to promote them or invite them to an event… and you will see the smile coming back to their face.
- great fit: too often recruiters consider their job as a sales job. Filling a position is not a one shot. You don't "sell" people! The purpose of recruitment is to fit the candidate's aspirations to the company expectation. This demands to be smart, listening and careful.
- honesty: it's obvious to say, but apparently worth hammering home, that recruitment is based on building relationships stone by stone and the cement is trust.
When filling a position, you have to be 100% convinced that it's the right fit. Your client and candidate will know how to reciprocate.
When filling a position, you have to be 100% convinced that it's the right fit. Your client and candidate will know how to reciprocate.
Please share your thoughts in the comment section
below.
Author - Kevin Simonnet
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