Welcome to issue 243 of the ukrecruiter newsletter.
Please send in your holiday website favourite - the website you will be using most over the Christmas break. Just send in the URL and a sentence or two on why you like it - from a leisure viewpoint.
We'll mention a few next week.
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Article
One: Sales Motivation: How to Get Dialling – Part Three, by Mark Whitby
Continued from his articles in
issue 239 and 241 Mark Whitby is sharing his knowledge and giving
tips on sales techniques for recruiters. (if you need another copy
of either ukrecruiter newsletter issue 239 or 241 please email newsletter@ukrecruiter.co.uk
and we'll email it to you)
7. Make it almost impossible to feel rejected.
You never have to experience rejection again. The best salespeople never get rejected. It’s not because their prospects never say no. They just don’t consider it rejection. After all, what is rejection? It’s not an experience, it’s your interpretation of that experience. What has to happen in order for YOU to feel rejected? People often tell me, “I feel rejected whenever someone responds negatively to me – for example if they are abrupt, off-hand, or disinterested.” Why not change your definition of rejection to make it a lot harder to feel rejected?
8. Decide not to take it personally. You can’t control how people behave towards you. You can only control how you interpret their behaviour and how you choose to respond. If a prospect is not receptive, don’t feel bad about it. What else could it mean? Maybe you’re just speaking to the wrong person. Maybe they genuinely don’t have a need. Maybe they’re just having a bad day! It could be any number of reasons, none of which have anything to do with you. So how can you respond from now on when a call doesn’t go as well as you would have liked? Use the “Fonz technique.” Remember the Fonz from Happy Days? He was pretty unflappable and almost immune to criticism. What was his favourite expression? Ehhhhh! The next time you have a bad call, or someone is harsh to you, as soon as you put the phone down give yourself the thumbs up and say,
“Ehhhh!”
9. Pick up some momentum. According to Newton’s laws of physics, “a body at rest tends to stay at rest, and a body in motion tends to stay in motion.” The hardest part is getting started! So make the first call of the day an easy one. Call an exiting client or someone who has given you business in the past. Then while you’re feeling good from the first call, move straight into your new business calls. Don’t stop until you’ve made your target number of calls. It really works!
10. Remember that your best clients were once complete strangers. Before you begin your next canvassing session, spend a few moments reflecting on your best clients – the ones you have a really strong relationship with. Remember the first time you called them? How did it feel when they actually gave you an opportunity? How many placements have you made with them since? Ask yourself the question, “Which of the people on my prospect list will become my next best client?”
11. Ask yourself empowering questions. Do you want to know the secret to positive thinking? Asking yourself the right questions is a fast and easy way to put yourself in a positive frame of mind. For example:
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“What do I want to achieve?”
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“Which of these companies will give me a vacancy?”
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“How many people can I help today?”
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“How can I use this time as an opportunity to serve others?”
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“How can I get the best result, and enjoy the process?”
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“How many people can I make smile today?”
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“What am I going to spend the commission on?”
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“What reward will I give myself once I’ve made my sales calls?”
Mark Whitby is a coach, consultant and trainer who helps UK recruiters to maximise their performance. For more information, call 0800 019 8899 or visit
www.recruitmentcoach.com
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Article
Two: Website review for Alexander Mann by 4mat.com
URL: www.alexmann.com
Site description:
The site has a modern look and, after reading some of the text you become aware that Alexander Mann provides outsourcing and executive search to the financial markets for high calibre candidates. It is a professional looking site for executive and management recruitment solutions.
Creative design:
The website looks very professionally, presenting a fresh modern site with interesting flash graphics and background designs. The aesthetic presentation of the site does not detract from the websites’ functionality.
Ease of use:
The functionality allows the user to navigate through the site with ease. Drop down menus inform the user what the website has to offer. One problem is that you cannot move between the RPO solutions (Recruitment Process Outsourcing) and financial markets executive search sites.
Relevant content:
The professional look of the site is matched by the way the copy is written. The content is relevant and provides the user with a good understanding and definitions of what RPO and executive search is. The benefits are outlined in an easy to read fashion and there is not too much content to read through.
Candidate functionality:
This site is focused towards clients looking for high calibre candidates through executive search and outsourcing; rather than for candidates looking for jobs.
Client functionality:
The site is used as an extra sales person for Alexander Mann: it provides the client with all the basic information they need as to why they should use executive search and RPO and in particular why to choose Alexander Mann. There is function for submitting applicants
online. This could be perceived as a downfall but I think it adds to the professionalism of the company and reflects the type of high calibre candidate they are looking to
recruit. The sheer volume of information required for these positions means that personal contact is required.
Online marketing:
Both the RPO solutions and financial market executive search sections of the company were found on the first three pages of the search engine results. More work could be done so that Alexander Mann could be found under more search queries.
Summary:
Overall this website is very good. The company is appealing to management and executives and this is reflected well in the professionalism of the site. The design and functionality make it easy for the user to navigate through the site, although you cannot move between the RPO solutions and financial markets executive search sites. More online marketing could be done to attract more clients to the company.
James Saunders is a Director of 4mat.com, the UK's leading provider of recruitment web sites. You can reach him or the 4mat team at
james.saunders@4mat.com
or see their products at www.4mat.com
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Statistics
Hitwise top 10 Recruitment
Sites, week ending 3rd December 2005
The most visited UK recruitment sites last week, starting with the
most popular, were www.jobcentreplus.gov.uk,
www.friendsreunitedjobs.co.uk,
www.totaljobs.com, www.jobsite.co.uk,
www.reed.co.uk, www.monster.co.uk,
www.jobs.nhs.uk, www.tesjobs.co.uk,
www.jobserve.co.uk and www.eteach.com. For more information about Hitwise, visit http://www.hitwise.co.uk
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complete the form below.
Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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