My $100,000 Strategies | How to Get Recruiting and Staffing Clients
22.7 هزار بار بازدید -
5 سال پیش
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►►► JOIN MY RECRUITER COMMUNITY
►►► JOIN MY RECRUITER COMMUNITY ON FACEBOOK (LINK BELOW)
Facebook: 372761016618589
►►► ARE YOU INTERESTED IN MY RECRUITER MENTORSHIP PROGRAM?
My six week, mentorship program is where I teach you how to build a six figure recruiting agency from scratch. I teach the EXACT blueprint of how I made my first $100K in 6 months.
★☆★ If you are interested, connect with me using the below methods and we’ll book a brief time to chat.
►►► Message me on Facebook: Facebook: benjamin.nader
►►► Send me an email: [email protected]
►►► Connect on LinkedIn: LinkedIn: benjaminnader
★☆★ SPREAD THE WORD ★☆★
If you found this video valuable, give it a like.
If you know someone who needs to see it, share It with them.
Leave me a comment below with your thoughts.
---------------------------------
WHO TO TARGET:
My biggest thing about targeting a company to make them a client
overall is that you want to adopt what I call a top to bottom strategy.
What is a top to bottom strategy?
Just like it says, you target, top to bottom in terms of decision makers.
It means…no HR, no Recruiters, no low level people at the company basically. This is sort of a learned art, but an easy one if you do enough prospecting.
Decision makers only - VP’s , Directors, Senior Managers and people on that level, and this is where the work comes in…
This is when you have to pop open LinkedIn, find that person, maybe use an email scraper like swordfish or whatever you have to connect with them.
Maybe you cold call them maybe you just LinkedIn message them. Personal preference on that, but at least you’ll know who you’re targeting and that you’re targeting the right person in general until you know otherwise based on a response or non response from them.
Now of course you’re probably wondering well, what companies do I even target?
So if you’re brand new, you need to go after low hanging fruit, no if ands or buts about it, if you want money and you want it fast you need easy targets.
Easy targets are, general labor. Maybe it’s the logistics company in your city, maybe its a doctors office that needs an admin, could be the small company hiring a few sales reps, these are all considered low hanging fruit. They are easy to fill, easy to get a contract with and most importantly easy to start with as a beginner.
These are the kinds of roles where you can mess up six ways from Sunday and have the client forgive you and keep moving on. The big guys won’t be so forgiving and they’ll drop you like it’s hot.
HOW TO TARGET YOUR POTENTIAL CLIENTS (These are my exact methodologies used to start my business and scale it to a six figure machine in 6 months)
My number one on HOW to target is to use the best mode of communication for you, - listen ultimately some people work great on the phone so cold calling might be your thing.
Some people are either too afraid to hit the phones yet, and cold email and LinkedIn is their thing.
There is nothing wrong with either of them- use what’s most effective for you if you’re starting out or if you’re a seasoned recruiter fizzling, just change it up see what works best.
I know for a fact that you can make six fugues using both methods or a combination of both so honestly I’m out of that debate and I really just advise you to go with what starts working.
My second rule about targeting clients to make them real clients- is to provide value up front!
Iv’e said before that recruiting is never a sale, it should never be a sale.
What recruiting is, is a solution, you should be a problem solver, with a solution, your client needs to recognize that, so thats why value is so important up front.
So…how do you provide up front value?
Create a good relationship (you don’t approach it like a sale)
Build great rapport
Become a partner with them (almost like you’re on their internal team)
Consult them, tell the what the market looks like, if their process is too long, what other companies are paying for the same role they want to fill, help them out genuinely - this goes a long long way.
You can also create instant value by providing a fee structure that beats the competition or gives them a lengthier guarantee.
Keep in min that all of these things go far and beyond what the competition is doing, thus making the competition irrelevant in their eyes at this point, meaning they’re only looking at you.
My third rule about how to target effectively is to move fast.
Recruiting is a fast paced, high energy, “if you don’t do it someone else will” type of deal, so you better bring your A-game.
If there’s a client that has a need, don’t bog it down, run at their speed, if someone gives you a yes, you get a contract in their hands in 20 minutes, have it signed and start recruiting same day.
Match their urgency and deliver, that way they know you’re the real deal and so many good things can come out of a good relationship like that if you truly deliver.
Facebook: 372761016618589
►►► ARE YOU INTERESTED IN MY RECRUITER MENTORSHIP PROGRAM?
My six week, mentorship program is where I teach you how to build a six figure recruiting agency from scratch. I teach the EXACT blueprint of how I made my first $100K in 6 months.
★☆★ If you are interested, connect with me using the below methods and we’ll book a brief time to chat.
►►► Message me on Facebook: Facebook: benjamin.nader
►►► Send me an email: [email protected]
►►► Connect on LinkedIn: LinkedIn: benjaminnader
★☆★ SPREAD THE WORD ★☆★
If you found this video valuable, give it a like.
If you know someone who needs to see it, share It with them.
Leave me a comment below with your thoughts.
---------------------------------
WHO TO TARGET:
My biggest thing about targeting a company to make them a client
overall is that you want to adopt what I call a top to bottom strategy.
What is a top to bottom strategy?
Just like it says, you target, top to bottom in terms of decision makers.
It means…no HR, no Recruiters, no low level people at the company basically. This is sort of a learned art, but an easy one if you do enough prospecting.
Decision makers only - VP’s , Directors, Senior Managers and people on that level, and this is where the work comes in…
This is when you have to pop open LinkedIn, find that person, maybe use an email scraper like swordfish or whatever you have to connect with them.
Maybe you cold call them maybe you just LinkedIn message them. Personal preference on that, but at least you’ll know who you’re targeting and that you’re targeting the right person in general until you know otherwise based on a response or non response from them.
Now of course you’re probably wondering well, what companies do I even target?
So if you’re brand new, you need to go after low hanging fruit, no if ands or buts about it, if you want money and you want it fast you need easy targets.
Easy targets are, general labor. Maybe it’s the logistics company in your city, maybe its a doctors office that needs an admin, could be the small company hiring a few sales reps, these are all considered low hanging fruit. They are easy to fill, easy to get a contract with and most importantly easy to start with as a beginner.
These are the kinds of roles where you can mess up six ways from Sunday and have the client forgive you and keep moving on. The big guys won’t be so forgiving and they’ll drop you like it’s hot.
HOW TO TARGET YOUR POTENTIAL CLIENTS (These are my exact methodologies used to start my business and scale it to a six figure machine in 6 months)
My number one on HOW to target is to use the best mode of communication for you, - listen ultimately some people work great on the phone so cold calling might be your thing.
Some people are either too afraid to hit the phones yet, and cold email and LinkedIn is their thing.
There is nothing wrong with either of them- use what’s most effective for you if you’re starting out or if you’re a seasoned recruiter fizzling, just change it up see what works best.
I know for a fact that you can make six fugues using both methods or a combination of both so honestly I’m out of that debate and I really just advise you to go with what starts working.
My second rule about targeting clients to make them real clients- is to provide value up front!
Iv’e said before that recruiting is never a sale, it should never be a sale.
What recruiting is, is a solution, you should be a problem solver, with a solution, your client needs to recognize that, so thats why value is so important up front.
So…how do you provide up front value?
Create a good relationship (you don’t approach it like a sale)
Build great rapport
Become a partner with them (almost like you’re on their internal team)
Consult them, tell the what the market looks like, if their process is too long, what other companies are paying for the same role they want to fill, help them out genuinely - this goes a long long way.
You can also create instant value by providing a fee structure that beats the competition or gives them a lengthier guarantee.
Keep in min that all of these things go far and beyond what the competition is doing, thus making the competition irrelevant in their eyes at this point, meaning they’re only looking at you.
My third rule about how to target effectively is to move fast.
Recruiting is a fast paced, high energy, “if you don’t do it someone else will” type of deal, so you better bring your A-game.
If there’s a client that has a need, don’t bog it down, run at their speed, if someone gives you a yes, you get a contract in their hands in 20 minutes, have it signed and start recruiting same day.
Match their urgency and deliver, that way they know you’re the real deal and so many good things can come out of a good relationship like that if you truly deliver.
5 سال پیش
در تاریخ 1398/08/19 منتشر شده
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