7 motivation techniques to help recruiters inspire clients
As a recruiter, you probably have a few clients whose recruitment strategies seem — for want of a better word — stuck. Maybe you have a client who seems ready to commit to your firm, but never does. Or, maybe you’re struggling with a manager who sounds like they’re ready to commit to a candidate, but always needs another week to decide. In order to get these clients’ recruitment strategies to “yes,” you may need to try something new.
Luckily, motivation theories can help. When you’re trying to get a client or candidate to “yes,” what you’re really doing is trying to help them find motivation for themselves. Luckily, as it turns out, six measurable factors drive each of us to action.
Applying one or more of these motivation techniques to your recruitment strategies can help you move clients closer to “yes.”
Some of us just want the truth. Our search for the “right answer” — whether it’s the right firm, the right candidate, or just the right place for lunch — is tantamount. Right answers, of course, usually come from research. And research is just another name for understanding what has already happened.
Ask yourself: how well you equip your clients with the truth. Does your website include real, descriptive testimonials that prove you’re the right solution to their staffing challenges? Do you converse about candidates in terms of their specific qualifications that illustrate why they’re a good fit? Improve these things and truth-seekers will appreciate and reward your efforts.
Have you ever met someone who only cares about return on investment (ROI)? Whether it’s about saving money or better time management, some of us are driven to make wise investments and want to see our limited resources pay off.
Ask yourself, “Why would a client’s time or money be better spent on my recruiting strategy than with other options? How does my firm — or any candidate I recommend — provide the most ‘bang for their buck?'” Unless you differentiate your staffing services in terms of value, your motivation techniques will fall flat here. But if you can honestly say, “What I’m recommending will pay for itself multiple times over,” you’re on the right track.
Do you know anyone who uses the phrase “my feelings” frequently? That person may be strongly motivated by personal experience. Some of us use our subjective reality, rather than a more objective perspective, to make decisions. In other words, we follow our intuitions to good experiences.
Ask yourself, “How will my recommendation influence the client? Can I explain to a new prospect the benefits I can offer them? Can I help a hiring manager understand whether a new hire will be a team player?” If you can paint a positive picture of future experiences, those clients who are motivated this way will be more likely to work with you.
Some of us really just want to help. If that’s the case, then we’re happy to spend our own time and money supporting others in the pursuit of their goals. It may be about providing employee development, supporting a manager’s project initiative, or some other form of service. Either way, for some of us, another person’s success is our reward.
For this motivation technique, ask yourself, “Who else is my recommendation good for? Will retaining my firm’s staffing services reduce the workload on my clients’ teammates? Will hiring my candidate give a manager a chance to develop their skills?” If so, sharing these benefits with your client will help get them to “yes.”
The phrase “power-hungry” is often used as an insult, but there’s nothing wrong with wanting to be in charge of your own destiny. Strong leadership often mobilizes others around a goal, for example. Those of us who are motivated this way don’t want to be left out of staffing decisions. Instead, we want to have a voice in what happens.
To employ an effective motivation technique, ask yourself, “Do my communications with my clients put them in the driver’s seat, or do they make it sound like I’m the one at the helm?” It’s tempting to say, “We need to do this soon,” for example, but your simple deadline reminder may sound like an unwelcome direction to the person who wants to lead. Remember to act — and speak — like your client is the one in charge. After all, they are.
Some of us run all of our decisions through the same set of criteria. For us, consistency is key, and things like standardized hiring criteria are tantamount. Using the same deciding factors for all of our decisions is crucial. When another person makes an off-the-cuff decision, or quickly changes direction, we become concerned.
Ask yourself, “How do my recommendations support what is already important to the client? Am I advocating consistency in hiring practices, and the careful building of an integrated team?” Be careful not to give the impression that you’re taking a shotgun approach, or you may find that your recruitment strategy grinds to a halt.
7. Rules of engagement
Like any good tool, this set of motivation techniques comes with a few instructions:
First, you need to know that the same factor which resonates with one person might not work with another. A manager focused on service might jump at the chance to hire someone in order to help their team, while a manager who is focused on value could find that suggestion ridiculous unless they could justify the cost of the hire. Use each approach cautiously until you determine which one works.
Second — and most important of all — be honest. To emphasize is one thing, to fabricate is quite another. The staffing industry is a close-knit community and your reputation as a top tier hiring provider is far more important than any one sale.
Having said that, if you’re careful to tailor your communications to your clients, and careful to stay completely honest, there’s a good chance that one of these six factors will get your client back in gear and back on the path to saying “yes.”
Continue to hone your recruitment strategies
Another way to bolster your motivation techniques with clients is to make continued efforts at honing your craft. And even the most seasoned recruiters could use some help staying on top of the game and understanding their market. To get a leg up, sign up for Monster Hiring Solutions, where you’ll receive expert recruiting advice, the latest in hiring trends, and even some great Monster deals.