Do you know what companies are currently hiring? Who do you know that may be looking for talent? Who do you know that knows someone who is in a hiring position and is looking for hard to find talent? Well, your sphere of influence is your ticket! Yes, have you documented everyone you know and do you know where they work and are they in your data base in an organized fashion? You friends and family, your school relationships and your previous work relationships all have great potential to help you grow your business. How about everyone they know and they know. You can quickly see the compound effect of relationships. That's why I say, you may never have to make cold calls if you call from your relationships and do the work above, you will have success! Remember, if the relationship is not mature, just be patient and continue to offer value added items your new relationship view as beneficial. Just don't assume you know what they need ask them and then articulate your value proposition and how you have met and exceeded the needs of similar clients recently.
Then there's timing. Why not call your relationships that are in a hiring mode - healthcare, Pharma, med device, Biotech, energy, utilities, IT and Turnaround / Corporate Recovery Talent (Consultants)?
Remember over 93 percent of the American workforce is employed. Why waste your time calling companies that are in a workforce reduction mode? Ask the candidates you are talking with as to where are they getting interviews, whose is hiring, what are they hearing from the market place?
Then, make the calls. Leave a message if they don't answer. You should be spending at least 80 percent of your time on the phone. Be careful not to allow your email to kill your relationship building on the phone. It will kill your results and you will not make it in this business if are spending more that 20 percent of your day on email. Schedule one hour in before lunch to check your email. Then schedule one hour before 7pm to check your email. The rest of your day should be building relationships with candidates and clients on the phone. In this market the majority of your day should be client development. The only thing better than lots of telephone time, is to schedule face to face meetings.
Consider using and documenting scripts like "I am working within your industry and I have discovered our company is not one of your preferred providers of talent." I am available from 2 to 5pm this Tuesday the 13th and also from 9am to 11:30 this Wednesday the 14th. I'd like to discuss how we may be able to free up your time and get you the talent you need with a high sense of urgency. Who is it within your organization that selects your talent vendors? Would you consider making the introduction?
If you do not get responses, keep at it and keep at it. Many other recruiters give up way too easy and the ones that have determination, good organization skills and resilience get the work and take market share from others.
In my 25 years of work, I have many positive testimonials of seeking out relationships and attempting to predict the market timing with great success. In these times and any times, you can look to your relationships and listen to the marketplace as you strive to develop new business and new client relationships that will propel you in your business.
Reach out to more and more business' and help them realize NOW IS THE TIME TO BUILD THEIR TEAMS AND HIRE THE BEST TALENT!!!
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Bo Burch grew up on a small farm
near Lexington, VA and worked
within a family construction
business prior to entering and
completing his undergraduate degree
at James Madison University in
Virginia. After graduating with
honors within the College of
Business at JMU, he also attended
Michigan State University’s
Labor and Industrial Relations
School and is experienced at
contract negotiations, the
grievance procedure, mediation and
the arbitration process. He began
his professional career with the
MASCO Corporation. Later, he was
recruited by International Paper,
Coca Cola, Eaton and Corning Inc.
to lead organizational
transformations in highly
competitive global markets. He
specializes in sizing up and
developing talent to meet the needs
of the business plan. Bo has
authored and developed technical
and leadership assessment centers
emphasizing key performance
indicators, balanced scorecards
that optimize and demonstrate the
continuous improvement philosophy.
He has also contributed to a number
of articles on the subjects of
compensation, rewards systems and
effective leadership and
organizational attributes. In 2003,
Bo founded Human Capital Solutions,
Inc. www.humancs.com in Wilmington,
NC. Bo resides in Wilmington with
his wife Marian, their three
children Allyson, Abigail and their
son Palmer.
Bo Burch is a Silver author on EvanCarmichael.com
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