Thursday
Maintaining the Information
If you are using a manual system for recording information re your customer base, you need to have a standardised form which allows for the recording, and more importantly, the asking, of all relevant data. Your targeted customer list should have a corresponding manual card system with all contact details for easy reference. If you have access to a computer, then this information is obviously all on computer, and always accessible to you at the press of a button. If this is not so, then it is imperative that you maintain a manual card system for easy and quick reference to customer details
Tuesday
Establishing the customers need during the visit
Always have standardised questions ready when you visit a prospective customer. Using this questioning method is known as Consultative Selling. Examples of Consultative Selling questions are:-
- What are the major problems you experience with regard to labour and your workforce?
- What are the areas of concern in terms of your staffing requirements i.e. technical, unskilled or semi-skilled labour, management, computer, etc?
- How do you prefer to do your recruitment? What problems do you encounter in your recruitment processes?
- What are your ‘if only’s in terms of recruitment and labour broking?
- How many positions have you needed to fill during the last six months?
- How much does an incorrect labour selection and placement cost the company?
- What cultural issues, if any, interfere with your company productivity and/or company culture?
- What are your company objectives during the next six months? What staff related factors could prevent you from achieving these objectives?
- Etc.
- What are the major problems you experience with regard to labour and your workforce?
- What are the areas of concern in terms of your staffing requirements i.e. technical, unskilled or semi-skilled labour, management, computer, etc?
- How do you prefer to do your recruitment? What problems do you encounter in your recruitment processes?
- What are your ‘if only’s in terms of recruitment and labour broking?
- How many positions have you needed to fill during the last six months?
- How much does an incorrect labour selection and placement cost the company?
- What cultural issues, if any, interfere with your company productivity and/or company culture?
- What are your company objectives during the next six months? What staff related factors could prevent you from achieving these objectives?
- Etc.
Monday
Handling Objections to Initial Visit
Common objections to initial contact include the following:-
- I’m not interested!
- You’ll be wasting my time and yours!
- I don’t use Recruitment Agencies!
- I’ve had a bad experience with Agencies / Brokers
- We do our own labour recruitment consulting
These objections can only be dealt with professionally if you understand and accept that
- you are a professional in your own right,
- you are interested in his/her business;
- you will be a permanent resource for them;
- you want to discuss their Labour Recruitment Processes with them;
- you want to explore their problems and needs; you highly value their input in view of their experience and knowledge
Common objections to initial contact include the following:-
- I’m not interested!
- You’ll be wasting my time and yours!
- I don’t use Recruitment Agencies!
- I’ve had a bad experience with Agencies / Brokers
- We do our own labour recruitment consulting
These objections can only be dealt with professionally if you understand and accept that
- you are a professional in your own right,
- you are interested in his/her business;
- you will be a permanent resource for them;
- you want to discuss their Labour Recruitment Processes with them;
- you want to explore their problems and needs; you highly value their input in view of their experience and knowledge
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