Sales Tips

When speaking to a manager and taking job details, I always make them know that I am filling out a job form so they think that it is a formal process for us to get the correct details.

I ask them for their contact details in a set order so that they get comfortable giving out this information and they feel that it is a formality.

I ask for the “best number to contact you on” first. They will generally give you a desk line first. Then I ask for email, (this is something they will happily give out, meaning they will be off guard when you ask them the next and most important question)

“And what is your mobile number, just in case you’re ever out of the office”

It’s unbelievably effective to have their mobile. When other agencies are trying to call their office number to set up an interview, you have called them whilst they are on Bluetooth in the car on the way to a meeting!

I ask it in the same way every single time. Here’s why:-

I’m asking a question AND pre-empting their repost, all in one statement. Asking someone for their mobile number and nothing else, i.e. “Can I have your mobile number please?” is leaving yourself open to questions. Why do you need it? “I have given you my landline” and “I don’t give out my mobile number”

With the statement I use, I’m already shutting their argument down with the “just in case you’re ever out of the office” before they have had a chance to speak the words.

When sending out a CV avoid mentioning anything about an interview and tell the manager they need to book the candidate ASAP, otherwise they’re probably going to miss out due to lots of interest.

This has worked for me on a number of occasions and the deals get done quicker.

If in need of getting a confirmation back from a client, a good line or email to use is that you need it back in the next hour/day in order to set them up for payroll on time so that they can start on the set date

They assume that you will do the business and it’s just a question of details.

E.g. –

• “When would you like to interview the candidate?”
• “I’ll call on Friday to confirm the interview date”
• “When would you like them to start?”

I think it is very important to have structure to your pitch with new business. It should be short and sweet, but informative and precise at the same time.

Intro, icebreaker, conclusion, and close.

It’s all about the quality of your calls, not the quantity.

I will try and develop a good relationship with the client in the short space of time that I speak to them, by being assertive but friendly at the same time.

Firstly, a friendly approach is always a good way of getting off on the right foot. A lot of our competition is rude, aggressive and blunt; I find that a more professional approach in every call is beneficial.

Secondly, a massive “no no” for me is asking the candidate whether they “have a moment to talk” or “how are things work wise at the moment”. Both of these remarks potentially prompt a route out of the conversation for the candidate.

Always some bait i.e. a job close to home to gain some interest and engage with the candidate.

Finally, always make sure that in the back of the candidates mind they will remember you the next time you call. I personally find reminding the candidate of whom you are and where you are calling from before closing the call is a massive help. Remember that a lot of candidates get between 5-10 calls from different agencies a week, especially if they are looking for work.

When cold calling candidates, the first 5 seconds of the call can mean the difference between getting them on board and them hanging up, thinking that it is a sales call.

I use the same thing every single time.

Whilst the phone is ringing, make sure that you have their name ready to reel off. This is important so you’re not stumbling around trying to pronounce their name when they answer.

When they pick Up:-

Me – “Helen”….pause….If you say their name and not “Hello is that Helen?” it implies that you KNOW that it is Helen and that she should know who you are.

The pause often throws them off a little whilst they try and recognize the voice that is saying their name.

I dunno (not I don’t know, as it sounds too scripted)

“I dunno if you remember me” again, throws them off wanting to hang up as their subconscious is keen top find out who it is.

“I dunno if you remember me, we  spoke a couple of months/weeks ago” – They are trying to recall this event and because they can’t, they agree with you , as most people are too polite to call you out on it, as they have forgotten the conversation.

You will find that they will either say, that “yes! I remember” or, worst case scenario “Oh, really? Ok, I don’t remember, but carry on”

Either way, this keeps them guessing and gets them over the critical first 5 seconds where they will shoot you down or simply hang up.

Candidate wants £30 – you could give them £30 but know they will go for less, so you say……..

“The manager is looking at paying £26 an hour, what do you want me to tell them?”

“No” Says the candidate

“Ok, let me speak to the manager and come back to you”

Later on……..

“I have spoken to the manager and they understand your position and have agreed to meet in the middle on this occasion, which is fantastic news”

Giving the candidate or client the option you want, then to take second, so it stays fresh in their mind. If you elaborate on it, they start to forget the first option. E.g. “You could hold fire on this job, and wait for your other  interview with ……………, or you could take this this role, you will have a short notice period, it gives you the chance to try something new on more money, and we will find you something else in the unlikely event that you don’t get on.

When cold calling “So I don’t waste your time with positions that you wont be interested in, can I find out….Where you are working, pay rate, when are you due to finish”

Or with a manager…..”So I can make sure that this excellent candidate doesn’t slip through and so I can get in touch with you ASAP when I need to, can I take your mobile number?”

Problem – Candidate wants too much money and you think their bottom line is lower than what they are telling you

Solution – To find out their bottom line call them and say the following “The manager has offered ££ – what do you want me to tell them”

When call candidates for jobs never tell them about the job you want to talk to them about…..NEVER even if they press you about what you have on offer

The negatives that can come from telling them about the job straight of the bat

• They make up their minds without you being able to give them the full picture, an example being that they think it’s too far from home because they have never heard of the location where the job is so say “No, that’s too far” and before you know it the call is over and actually the job was round the corner – yes you can call them back and explain this but once someone has said no once it is much harder to get them to say yes
• If they aren’t interested you miss out on the opportunity to find out what they are interested in – maybe you have something else that is ideal for them
• You miss you on having a conversation, maybe they let slip about other jobs they know about that you could get on and fill – they might say “oh, is that the job in ……….” It isn’t but you can quiz them on it and then try and get the job on yourself
• If you tell them about the job and then ask them what rate they want they’ll start clamming up and saying things like “well how much is on offer” as they think it’s a negotiation which then makes it awkward
• And if you tell them about the job and they aren’t interested they will tell other people, agencies and colleagues and before you know it everyone knows about your job – they might also try and go through their existing agency cos they don’t want to go through compliance with you

The positives that come from not telling them about the job you have on

You can find out what they don’t like about their current job and use that to get them interested in your job – maybe you have a better location, maybe a better pay rate, maybe their contract is coming to an end

You can find out what they make an hour – maybe this will result in a better margin or maybe it will tell you that the client isn’t paying enough so can then choose the moment to speak to the hiring manager about that

You can deal with any negatives or misconceptions they might have – I would ask them if they would work in 6-8 areas even if I only had a job in one so I could find out any negatives or misconceptions they might have about a location so I could deal with that before talking to them about the job – maybe they say “I won’t go there because Jo Bloggs is there and I won’t work with them” well maybe Jo Bloggs left a long time ago and they don’t know so you can tell them this and then make sure they are fine to go to that place

You have to think of it as a game of poker – show your hand and you’ll hardly ever win

Where possible always arrange interviews outside of rush hour – 11am to 2pm are the best times. It will really put a candidate of if they get stuck in traffic.

If a candidate is working in another job and can only do an interview at the start or end of the day ALWAYS opt for the start of the day – candidates are more likely to cancel a 5pm interview than they are a 9am interview – this is because they get in and work hits their desk or they have a bad day and either don’t fancy it so cancel or attend and perform poorly because they are stressed

Remember – you need to control the situation. A candidate might say a 5pm interview is fine but you know better.

When approaching a manager, research their company so you have a background and history to arm yourself with. Be prepared.

If you can share something in common (for example, their hospital was voted Top Hospital 2014 or they raised x amount for Cancer patients last year) and discuss their company/success, whilst keeping it professional, it eases the manager into a chat with you. It also gives you a reason to call (We wish to work with the best and you clearly are).

It also lets them feel like they are in control (the call is about them) when, really, you are guiding the call. I use this with many managers…it’s also how I got my first deal for Seven (good old Hull and East Riding…I explained I’d visited there before with a friend – it made conversation much easier when placing someone).

Send emails on a Sunday, this is when managers/candidates normally catch up for the weeks work.

Always have all the information (location, distance, pay rate, job description) before you call so that everything sounds perfect for the candidate, and prepare for any setbacks that you may encounter so you can overcome them quickly and confidently.

Features, Advantages, Benefit

Features – Highlight the feature of the role, i.e a characteristic that’s unique.

Advantages – Statements about how this can benefit your candidate, higher pay and better hours.

Benefit – How your service will meet their needs.