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So many of us think small.
We think in terms of what we believe IS possible.
When we think this way, we create futures based on our past and our lives look the same for the rest of our lives.
We stop creating, we stop growing…
Today, we take a deeper look at the power of setting impossible goals for yourself and talk about how to take action toward them.
Join me as I review the reasons for setting an impossible goal and show you how to bridge the gap between your impossible goal and your immediate reality. I explain what you can do to make sure that you’re having your next actions be possible and how to think about these concepts in a way that keep you moving forward and the big scary goal doesn’t keep you frozen.It sometimes seems like many recruiters have forgotten the rule of ‘quality over quantity’.
Yes, we understand that a higher number of candidates will give you more of a chance of one of them being suitable but aiming for high numbers can actually be detrimental to your service and your businesses reputation.
When it comes to clients some might have had a vacancy which hasn’t been filled for weeks on end; rarely a good sign. Or the vacancies they have aren’t in your sweet spot.
Business lessons 101 you don’t have to work with every company who has a vacancy in today’s market you can pick and choose and the same applies to candidates too.
- How to identify which clients to work with using a 4 step formula
- Why Time is a key factor in your level of focus
- The power of building momentum and how to do it.
Marketing Training For Recruitment Companies Superfast Circle
It sometimes seems like many recruiters have forgotten the rule of ‘quality over quantity’.
Yes, we understand that a higher number of candidates will give you more of a chance of one of them being suitable but aiming for high numbers can actually be detrimental to your service and your businesses reputation.
When it comes to clients some might have had a vacancy which hasn’t been filled for weeks on end; rarely a good sign. Or the vacancies they have aren’t in your sweet spot.
Business lessons 101 you don’t have to work with every company who has a vacancy in today’s market you can pick and choose and the same applies to candidates too.
Why?
Let me tell you…
Only in choosing to work with the right candidates and clients will you grow your organisation. Trying to work with people or businesses who you are not aligned with is highly unlikely to produce the results you want – instead, you are going to run round like a headless chicken, get frustrated and it’s going to slow your growth down too.
So where can you start.
The B.A.N.T. Method
In order to identify who is a potential lead or not, you need to eradicate any leads that are a dead-end. You can do this in the first instance (and save yourself time later) by using the B.A.N.T method. This means –
Budget – When you enter into a conversation with a client, you must identify if they have the budget to be able to work with you. You might be working on a 20% fee, but if the client is trying to negotiate your price down from the beginning, this is never a good sign.
You are providing a valuable service, and that service costs X.
If you are thinking of introducing a retained search service in your business, does the client have the capability to pay for the retained search service or even your fee.
Authority – It’s happened to the best of us; you spend nearly an hour on the phone with someone, or worse still – you drive to meet them face to face, and only at the end of the exchange do they let slip that actually, they are not the decision-maker in the company.
Make sure that the person you are working with has the authority to say ‘yes’.
Need – After 15 years of successfully marketing recruitment companies, we are some of their biggest champions I know and let’s be honest here we are in the middle of a skills shortage.
Coupled with the fact that every employer has a massive to do list already and recruiting is another thing on their pile-so it’s becoming a logical spend.
Timeline – The timing of clients and candidates is crucial to recruitment businesses, especially those working in contingency. Identify those who say ‘yes’ and are ready to buy now, not next year or at some point in the future.
How to Build Your Target Candidate and Client Profile
Your ideal clients and candidates will have a profile, whether you have pictured them in your mind’s eye or not. And if you haven’t, now is the perfect time to start.
The main points to consider are-
Geographic
The location of your customers is still a really important factor (yes, even in spite of the internet!) as the vast majority of us want to work close to where we live, and not everyone is keen to move cross country for a job – even their ‘dream’ job.
Plus for some companies they want to work with a local supplier when it comes to recruiting.
Demographic
While we are moving away from a time where business decisions were sometimes based heavily on stereotypes, there are still some key points to consider about the demographics of your customers.
Are they married, single? Male or female? Have a young family or elderly parents? All of these factors are key, and they influence the decisions we make – whether we realise it or not.
Psychographic
Information about a candidate’s attitudes, beliefs, interests and personality traits can be used to understand their motivations and if they are the kind of candidate you want to work with, such as personality and behavioural test results or MBTI classifications.
The Devil is in the Detail
So, you’ve realised that there are certain types of clients and candidates you want to work with, but how do you go about attracting them?
It is here that you need to go granular. Look at your ‘ideal’ client and candidates through a microscope, and when you identify them – let them know you are looking for them.
Fact you need to both attract and repel, other wise you will waste a lot of time and effort.
Let me share some basic, and far more detailed ways to identify clients and candidates –
Ideal client profile
Basic: We work with pharma companies in the UK providing field people.
Detailed: We work with biotech companies in the UK with between 50-150 employees. We provide specialist managers and team leaders.
These two ways of positioning yourself, using the pharma sector as an example, show how the second detailed part will attract a far more specific type of candidate.
Ideal candidate profile
Basic: We are looking for anyone that has worked for a major player and has 5 years’ experience.
Detailed: Jane, 38, has a degree in physiology. She completed her doctorate part-time when she had her first daughter, and she currently resides in Horsham in a 4-bed detached house with her husband, a medic, and two children. Jane is ambitious but concerned about not getting the promotion she is hoping for.
When positioning yourself to help a pharma candidate, how much more successful do you think you will be when you have the candidate profile in as much detail as ‘Jane’ has been identified?
Sometimes recruiters tell us ‘we’ve had so many unsuitable CVs uploaded for this position’ which admittedly, can sometimes happen. But this also might be down to the messages on your website. We should be attracting people with our messages – but we also should be repelling unsuitable clients and candidates.
Cut down the amount of time dealing with your ‘wrong’ customers, and you increase your conversion rates on the ‘right’ ones.
Finally…
Do you need help identifying your ideal clients and candidates?
Nailing your customer avatar is the key to your success. Get in touch with us today or call us on +44 (0)1524 784 331 to find out how we can help.
