Here is a juicy sales training and job search tip. It's based on practice, not theory. And it comes from hundreds of actual client and candidate discussions -- not from some book.
I've been incredibly busy of late, and my project turnover has been heavy. Some deals I've closed. Some I haven't. Not sure what you expected to hear, but I don't close every search. Not by a long shot. The reasons are colorful, varied, and often beyond my control, and I have resisted the temptation to write about two of my recently cratered deals. They would have made for scrumptiously rich blogging. Sadly, they weren't good for much else.
What this means is that I am taking calls for new searches. Many companies reach out to me, but I don't accept every project. The projects I take have more to do with the sincerity of the client's interest than the size of the deal. Put another way: I'd rather do a solid Director-level search than a flimsy VP-level one. Frankly, it's more fun to help people who want to be helped.
Primarily two types of potential clients call me:
- The first type is merely on a fishing expedition: Perhaps they have a solid internal candidate and they just want to "see what else is out there" -- so they ring me up. I'm pretty good at spotting (and avoiding) these deals. No harm, no foul.
- The second type is thinking of adding a new VP of Ecommerce, and they want to pick my brain about how much to pay, what the job should look like, etc. So it's not yet really a search. I've always been good at gracefully navigating these discussions so that they don't turn into free consulting engagements for the caller. But lately I have gotten even better.
The One | Two Punch
There are two questions that I ask every potential client, and they have proven to be highly effective at separating the wheat from the chaff. Ready? Here ya go ...
"Thanks for calling me, Mr. Prospect. How did your hear about me? ... Great ... And how do you know that person? ... Great ... Well, before I give you some background on my executive search practice, let me ask you ...
- What is your ideal outcome for this discussion? [Shut up and take notes. Do not interrupt or it will cost you money.]
- At the end of this discussion, how will you know if I am the best resource for you? [Shut up and take even more notes. Again, interrupt at your great financial peril.]
My fellow recruiters, these questions work like a charm.
The first question forces the client to begin with the end in mind -- and to honestly address his motives out loud. There's something very truth-affirming about the "out loud" part. Very few people are brazen enough to start a call by telling you that they are not going to bullshit you and then bullshit you anyway. More often, if you ask them what is their ideal outcome, they'll admit "Well, I'm on a fishing expedition ..." Great. That's fine. That doesn't make you a bad person. It just doesn't make you a good client. Ask for simple honesty, and you'll be amazed at how often you get it. Try it sometime.
The second question will force the caller to tell you -- and thereby realize for himself, possibly for the very first time -- what attributes are essential to him in an executive search consultant. I mean, isn't that what you both want? I'm not a mind reader. Just tell me on what basis you will be making a decision, and I'll step you through the logic of why I'm your guy. Or not.
Believe me, there's more value in referring a client to a more specialized recruiter than taking a search you aren't qualified to handle. Would you want your dentist to handle your podiatry needs just because he needed the work? Or would you prefer it if he simply referred you to a qualified practitioner? Me too.
Job candidates, you might want to try these questions during your next interview. I have seen candidates use variations of the second question with great success. And to my fellow recruiters, I encourage you to try out these questions on your next call-in referral. You'll be glad you did.