–An Eleven-Part Series–
Part Eight
by
Bob Marshall
September 3, 2024
How to Qualify the Job Order
Robocruiter’s approach to qualifying job orders is thorough and direct, establishing clear expectations and boundaries upfront.
Here’s a breakdown of how you can adapt this method for your own use, if it aligns with your style and goals:
- Clarify Your Service Terms
- Service Charge: Clearly state your fee structure and ensure it’s non-negotiable. Emphasize that this will be the final discussion on pricing to avoid any future misunderstandings.
- Guarantee: Offer a guarantee that demonstrates confidence in your work and provides security to the client. Explain the terms clearly, including what happens if a placement doesn’t work out.
- Highlight Your Unique Approach
- Candidate Quality: Emphasize that you focus on high-quality candidates who are currently successful in their roles and not just job seekers. Explain how this will benefit the client by providing top-notch talent.
- Resumes and CVs: Be clear that you don’t send resumes or CVs upfront. Instead, you will present candidates directly, streamlining the process and avoiding potential delays.
- Define the Process
- Offer Management: Explain that all offers must come through you to ensure smooth negotiations and to protect both parties’ interests.
- Job Order Details: Make it clear that a thorough discussion is necessary to understand the job requirements completely. Schedule a dedicated time for this.
- Candidate Feedback: Set up a system for sharing feedback post-interview to keep the process efficient and focused.
- Communication: Request necessary contact details and set up regular communication times to ensure timely updates and interactions.
- Emphasize ROI
- Long-Term Benefits: Assure the client that your goal is to provide a return on investment that benefits them in the long run. Make it clear that you are committed to their success.
Delivery Tips:
- Professional Tone: Maintain a professional but approachable tone. The goal is to be clear and assertive without coming across as confrontational.
- Be Prepared: Be ready to answer any questions or concerns the client may have about your terms and processes.
- Secure Agreement: Ensure you get explicit agreement on each point to avoid misunderstandings later on
By following these steps, you can set clear expectations and foster a productive working relationship with your clients, similar to Robocruiter’s method.
Here’s a short illustrative story to demonstrate how Robocruiter’s approach might play out in a real-world scenario:
The Case of the New Director of Sales search
Setting: A busy VP of Sales, Lisa, is searching for a new Director of Sales for her company, TechSavvy Solutions. She’s tired of the usual recruitment process and is looking for a fresh approach.
Enter Robocruiter:
Robocruiter arrives at TechSavvy’s office for a scheduled meeting with Lisa. As they start discussing the job order, Robocruiter smoothly interjects:
“Lisa, before we dive into the details, let me explain how I work to ensure we’re on the same page. This will help you understand how we can effectively partner.
1. Service Terms “I charge a 30% fee based on the candidate’s first-year salary. It’s a fixed rate because my time is valuable, and this will be the final time we discuss this. Is that clear?”
Lisa nods, slightly taken aback by the firmness but agrees.
2. Guarantee “I offer a 30-day guarantee. If the candidate doesn’t start or leaves within 30 days, you’ll get a refund or credit toward a replacement. This will be the last time we discuss this guarantee.”
Lisa appreciates the reassurance and confirms her understanding.
3. Candidate Quality “I focus on recruiting top performers who are happy and currently employed. I won’t send resumes; instead, I’ll present you with candidates directly to expedite the process. Shall we proceed with this approach?”
Lisa, intrigued by the promise of high-quality candidates, agrees.
4. Offer Management “Any offers must come through me. This helps ensure that offers are presented appropriately and accepted. Is this agreeable?”
Lisa agrees, seeing the value in a streamlined offer process.
5. Job Order Details “I’ll need to schedule a detailed call to fully understand the job requirements. We’ll set a time for this, as it’s crucial for finding the right candidate. Can we arrange this now?”
Lisa agrees to a follow-up call, appreciating the thoroughness.
6. Candidate Feedback “After interviews, I’ll provide you with feedback and set up an agenda to keep things moving quickly. This will ensure you get timely and useful insights. Does this work for you?”
Lisa is onboard with the idea of organized feedback sessions.
7. Communication “I’ll need your home phone number for any urgent communications after hours and we should schedule regular check-ins. Is this okay?”
Lisa provides the necessary contact details and agrees to the regular check-ins.
8. ROI “Finally, I’ll ensure that your return on investment is maximized in the long run. My goal is your long-term satisfaction. Are we all set here?”
Lisa, now fully aware of Robocruiter’s process and confident in his approach, gives her final approval.
Outcome:
A few weeks later, Robocruiter presents Lisa with a top-notch candidate who fits the Director of Sales role perfectly. The candidate accepts the offer, and after a successful start, Lisa is thrilled with the new addition to her team. The streamlined process and clear communication throughout the recruitment made the experience smooth and efficient, validating Robocruiter’s unique approach.
This story illustrates how Robocruiter’s method of qualifying job orders sets clear expectations, builds trust, and ensures a smooth recruitment process, ultimately leading to successful placements and satisfied clients.
Next week: Part Nine – The Five Reasons Why AEs Don’t Close
Bob Marshall began his recruiting career over 44 years ago at MR in Reno, NV. In 1986 he established The Bob Marshall Group, International, where he has trained recruiters throughout the United States and also in the United Kingdom, Malta and Cyprus. With a dedication to executive recruiting, he continues to offer his proven training systems to individuals, firms, and private corporations both domestic and in select international territories. To learn more about his activities and descriptions of his products and services, contact him directly @770-898-5550/470-456-0386(cell); bob@themarshallplan.org; or visit his website @ www.TheMarshallPlan.org.
Bob Marshall
President
TBMG, International
247 Bryans Drive, Suite 100
McDonough, GA 30252-2513
770-898-5550
520-842-5550 (fax)