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Be Great When Making Presentations!

Written on November 16th, 2012 by in Blog

Your job is to schedule send-outs, to do that you must be great at presenting existing opportunities to candidates and presenting candidates to your clients.

Effectively Present An Opportunity
The way you present the opportunity determines your candidate’s level of interest. Review the following presentations:

• “I’m not sure if this is an opportunity you want to consider, but I wanted to run it past you”

Now compare this with the following three presentations:

• “I have an opportunity I think fits the criteria you and I had discussed during our interview”

• “An opportunity just hit my desk that has your name written all over it. You were the first person I thought of and I could not wait to run this amazing opportunity by you”

• “You know the perfect job you described to me during our interview? That opportunity is sitting on my desk”

If you are not excited when you are presenting an opportunity to your candidates, chances are they will not be excited either and could refuse to go on the interview.

You also need to focus on the 5% of your candidates that you will place. If you don’t have a resource for the other 95%, consider setting up a customized career portal that takes less than 15 minutes to set up. It will appear you created this resource and it will also generate passive income for your company. Go to Happy Candidates for more information.

Six Tips For Presenting Candidates To Clients
Your job is to book every candidate you submit (not two out of five or six.) The following tips will help you book more interviews for your candidates:

Tip One:
You need to set things up when you initially take the job order, contract or temp assignment. Explain that it is only after their feedback after the first interview that you really know exactly the talent they want to hire. That is why their feedback is so vital. Remember to show them the WIIFM (What’s In It For Me) to gain more detailed feedback. The follow-up information enables you to key in on their priorities and possible changes they want on the specs of their order. You need their feedback to ensure you don’t waste their time and can improve the level of service and results they will experience.

Tip Two:
Obtain interview times when you take your order, contract or assignment. This assures you will book send-outs for your candidates. Obtain the name of another person who can confirm interviews just in case your hiring authority is not available. You can call and provide the names of the candidates for each interview time. If they request resumes up front, you submit them.

Tip Three:
If you are verbally presenting your candidate to your client you need to accomplish the following before your presentation:

• Identify the key requirements of the position and have specific examples of how your candidate meets them.

• Share your candidate’s comments with the client when they were told about the opportunity (obviously the appropriate ones.)

• Anticipate any objections your client may have and prepare how you will overcome them.

• Remember that your clients only care about WIIFM (What’s In It For Me.) During your presentation they are trying to select candidates who will make them look good.

• Know the important facts about your candidate. Have their profile form open in front of you during your presentation.

Tip Four:
Stop talking so much. You sell your candidate in, and then you sell them out by providing too much information. If your clients ask you to tell them about your candidate you say the following:

“This candidate has the experience, skills and education you requested. What else would you like to know about them?” They will ask one insignificant question and now you have booked your send-out. Your success or failure in our profession is heavily dependent on your ability to get your candidates in front of hiring authorities to see if there is the chemistry necessary to facilitate the hire.

Tip Five:
Remember the importance of chemistry and company culture. Even the most qualified candidates will not get hired if there is no chemistry or they do not fit into the company culture. If there is chemistry, a client will teach your candidate what they don’t know because they will enjoy working with them. Think of how much more receptive you are to the people you like.

Tip Six:
If your client screens out one or more of your candidates, obtain information to help you fine tune your search. Never forget, it is not your job to agree or disagree with your clients. It’s your job to figure out who they will hire.

Initially, a client relationship can be compared to a chess game with both of you positioning until a level of trust is established. The more you work with each client, the better you will become at booking interviews for your candidates. That is why developing rapport and striving to become your client’s trusted advisor vs. vendor is so important.

Follow the advice in this program and you will be great when presenting opportunities and candidates. If you want more valuable information to starting a staffing or recruiting business, why not attend our next webinar titled “How to Start a Recruiting or Staffing Business”.

Fill out the form in the upper right hand of this page, join out next webinar, and learn how you can get started in this profession and hit the ground running from day 1!