How to Overcome Objections from Clients in Recruiting скачать в хорошем качестве

How to Overcome Objections from Clients in Recruiting

If you aren’t in my Six - Figure Recruiters Facebook Group JOIN NOW (Link Below)   / 372761016618589   AND - for even more information and continuous updates, follow The Six - Figure Recruiter Page (Link Below)   / thesixfigurerecruiter   ======================================================== Part of signing a proper agreement with a good client that's going to do good business with you is overcoming their weak and basic objections to close a deal and get paid. The following are the three most common objections: 1. "Your fee is too high" - All too common is the ignorant concept that price is a factor. At the end of the day you're providing a service that should give far more value than what fee you'll collect for it. The comeback - There are several. The first would be to inform them that every day their position remains vacant, they lose money. You can almost calculate it for them, but they know it, you know it, and so it's always a great thing to bring up. A second come back is that 10% is BARE BONES, they'll never find a cheaper price. They just won't. Period, tell them that. If they ask why they'd pay you a fee because they have internal recruiters chances are you've contacted a strategic client for targeting because they have many jobs open and hopefully for longer than 30 days. The question you raise (politely) is "what has your recruiting team been able to produce for you?" - You can then parlay this in to some sort of, "look we can work alongside your recruitment team and bring in our candidates and if you like what you see we can do business". Caveat: Just make sure they aren't "using" you and going to hire with their internal team no matter what. This is an easy trap to fall into. 2. "We don't use recruiting/staffing agencies" - This is a really easy line for any hiring manager or recruiting / HR person to tell you. They think it's an easy way to get you off their back and be done with it. Nope. The come back- You frame it like this, "well, how about this, since we work on a contingent basis, what if I were to dig around and find you some very highly qualified candidates that would be interested in working for you, would you be interested in taking a look at them?"- DONE. The likely response is "well, yeah sure" - there you go, you've flipped a complete NO into a well, yea let's check that out. Once you do find said candidates, then it's a matter of having an agreement ironed out to where if they want to hire one, you'll get paid. Remind the client this is all contingent, ie: they don't pay a dime, unless they like the candidate and want to hire them! 3. "Why should we use you in particular" - I love this one mainly because it makes no sense and makes the client look like a fool. So, at first glance it sounds like a reasonable question, but it's not. So understand that there are hundreds if not a few thousand recruiting agencies in any given city, that can work on the roles for their company. Each one of them utilizes the same pool of candidates, they all have LinkedIn, they all have Indeed, Craigslist, a network of possible candidates etc. It's mostly just how hard you're willing to work as an agency to find the right candidate and get them to the client. The come back- You essentially flip this question on its head and turn it around on the client by saying, "with all due respect, why wouldn't you utilize us?", you then rationalize that we're never going to know if we can get you the right candidates unless we start working on the search and we bring you in prospects that might be perfect for you, the idea that we're better than another search firm and we're going to sell you on that concept is ludacris considering we all work on the same pool of people using the same tools! There's nothing more you can say, and this sort of makes the client back down, and be put in their place for their question, hopefully moving into a more greased positive conversation of facilitating an agreement with you like "alright let's go ahead and try it out" etc etc. Understand that in recruiting you aren't just finding clients, then candidates for the clients. You're a consultant, you're educating and influencing. You are teaching clients what's best for them, you're getting to the bottom of their pain points, showing them that their unreasonable fears and questions are pointless and in recruiting they have all of the upside and you as the recruiter have all of the downside burden of finding them a candidate ON CONTINGENT TERMS. Utilize the concepts from this video and you should be able to overcome just about any objection from a client and win the deal, some may be more complex than others, and understand there are clients that just don't want to do business, they might not like your approach, they might just not want to use an agency. Overall, that's not the case with most, so push on and you'll thrive.