The 5 Day Prospecting Action Programme

This manual assumes:

a) Sales experience, opening closing, objection handling and closing.

b) That you have experienced prospecting yourself and are familiar with the sales process and techniques.

c) You have completed our five-day Success Moves Induction Action Programme. This manual focuses on Prospecting skills only.

d) You are committed to win 6 ideal clients asap.

 

DAY 1: Sourcing Hot Leads

DAY 2: First Contact

DAY 3: Second Contact

DAY 4: Marketing and Following Up

DAY 5: Personal Productivity

SCRIPTS
 

DAY 1: Sourcing Hot Leads

Your niche dovetails experience with lucrative opportunities. Within that niche you need to target ‘ideal prospect profiles.’ A client that can make quick decisions, make generous offers, have funding, and ongoing needs. They are, for sure, twenty staff upwards, a company Director in a growing well-funded company.

You only need six ideal profile clients to earn six figures. So, it is important to prospect hard and fast to establish a secure foundation quickly. This is achievable within a month. There are many prospecting methods. Telephone calling is by far the quickest and most effective. Prospecting can be perceived as boring and is of course two steps away from the exciting and lucrative deal closing. For this reason, moving fast is the secret of success in recruitment.

Linkedin is best for researching your golden twenty-five and making connections and sending messages. Often though other valuable resources include online directories, membership lists of association and professionals, Linkedin and Facebook groups, and sites like yell.com.

Look for companies that have just raised Investment (most funding is for recruitment) opened a new factory or office, new or retired CEO, profit reports. Contacts are directors. HR and Talent acquisition professionals are usually to be avoided. They will have multiple established contacts and not hold budgets.

Hot Leads Fast

There are several other sources of leads. names.

ACTION

DAY 2: First Contact

As we have seen, identifying companies in your niche with a clear and repeating need is easy. Better than that the advert tells you all about their needs. You can filter many out as not being ideal. Now you need to make contact.

Any of our deals can be right in the appropriate circumstances. You have to establish the couple that are most appropriate and present them as an alternative close. DO NOT present all options or make a PowerPoint presentation.

Prices we prefer high as it give us more money. Half the profit margin and we must make double the sales. To achieve high price there are two rules.

Usually, talk of specific deals and negotiation is not until second contact but be prepared.

ACTION

DAY 3: Second Contact

In selling we talk about, “The Rule of Seven.” This states that on average in any market conditions, with any product or type of prospect it take seven contacts before a suspect becomes a customer.

Those contacts can be connection requests, follow up messages, emails, phone calls, text, physical meeting, zoom meetings, posted materials, ebook downloads, website visits, chatbots.

Another rule of recruitment is that the telephone contact is far quicker and productive than all the other means of contacting. It is also the most avoided. Your learning will also accelerate by hearing live feedback from real prospects far quicker than reading or attending any course.

This does not mean that the others do not have their own advantages and uses. Connecting and messaging on Linkedin will have a long-term value in building your network. And people respond several months, even years later. It will also increase the automated and free usage of the Linkedin algorithm in your favour. Texts are rarely deleted and usually read immediately. Emails lend themselves to bulk processing, scheduling, newsletters, all automated.

So, we recommend use all of the above, but on starting focus on telephone calling plus Linkedin connection making and do lots of it.

ACTION

DAY 4: Marketing and Following Up

Pricing is relative to value and what competitors offer. You will therefore secure high prices when you have a unique solution (No competitors) and value that stacks up to more than the price.

We can recruit anywhere in the world. Linkedin advertising, search and groups, FB funnels all give us access to quality local candidates. We can also recruit and interview fluent native speakers in various languages.

 Thought leadership

You want to move from anonymity to authority in your niche recruitment area. Blogging, posting, commenting in groups, adding own content pages to our website (just ask) will increase your influence and amplify your message and pitch for you when people ‘check you out.’

A thought leader looks to the future, predicts, and innovates to offer more appropriate valuable solutions. They look at the existing best options then improve them. Current recruitment agency practice has not changed in 40 years. Needs, resources, Internet, technology, and many other factors have changed but the old way of doing things has not been reviewed. You need to be seen as the innovator in your niche by offering them GRIP, SPA, IP Day, Membership service and pricing options tailored to their recruitment challenges. That is four unique offerings. Achieve this and you can become the leader which companies seek out and journalists want to write about for free.

Bulk Messaging 

We have three ways you can automate by sending out bulk messages.

Promotional Free Talks

This is an exceptionally productive technique that can get you multiple clients fast. You offer a free speaker, if not yourself, Alex is always available. Many business groups, clubs, memberships, societies, and associations have a large audience meeting regularly with no budget for speaker slots. We offer a speaker on a recruitment topic that is flavour of the month. For example, “How to recruit a remote team and make them productive. That task is just education, no sales pitch at all. But everyone prior to the event, let alone after, will research, and make contact with… enquiries.

Our own webinar

We put on our own seminar/workshop/webinar. On a recruitment topic that will be popular. Individual partners then are responsible for promoting it and getting \attendees. This could be free or charged. (a pay for webinar is perceived as more valuable and not loaded with sales pitches and can ironically be easier to sell. In such case 100% of fee is yours.) Success Moves centre will design, produce, and present the whole webinar. This can end with a special offer etc. This works when there are multiple partners willing to commit to a phone and message blitz at commit on getting 6 people each to the event.

Other tips.

a) Always ask candidates, prospects, and clients for referrals.

b) Ask and publish two testimonials to recruiting in your niche on your Linkedin profile.

ACTION

DAY 5: Personal Productivity

For experienced business executives all you need extra is to attend and pass the three initial courses, Induction, Prospecting and Recruitment. They have been designed in a professional way. This means the theory coupled with live experience.

If you look for how to earn six figures as a recruitment consultant on You Tube. You will find videos that say something like:

Say you have a basic salary of £20,000 per annum and 10% commission, which is typical. Then you must make sales of £1Million per annum. Simple.

About 3% of Recruitment Consultants earn at this level.

In Success Moves you are paid 50% of every fee which means you can earn more than this by making just £250,000 sales in a year. Most recruitment consultants exceed that. You only need a quarter of the results to have a higher income than someone billing a £1Million sales as an employee. The employee has no selling and marketing advantages over a Success Moves Partner. But they do have a boss threatening to take away their basic if they are late or fail to make the required number of calls every hour.

To make high results you must be your own toughest boss.

Success Moves Partners are not employed, nor do we want people who only think of making six figures per annum from their own recruitment success. We are looking for Leaders, who can build a team and pass on best practice. This does not mean getting creative and trying to reinvent the wheel. 10% override on two levels can over time mean you have substantial income well beyond what any employee in recruitment would receive.

You also have a capital asset you can sell.

Your input on someone you mentor is significant in the first month and from then on became less once they are productive working the system and in turn Mentoring new Partners.

Targeting. Time blocking.
When you have no clients you should, spend all day on prospecting. As you win clients this will reduce, and the best way is to allocate 2 hours a day to prospecting and then 1 hour. When you have six ideal clients you need to focus on building a team and showing them how to achieve what you have just achieved.

ACTION

1. Research networking clubs, interest groups etc in your niche market and attend online or preferably live events. This is the fasted way to a full client portfolio.

2. Continue to send out 20 connection requests to your niche every day.

3. Make 30+ calls to hot lead prospects from your ‘JOB’ search on Linkedin.

4. By now you will have one or more clients. You need to start using our ATS-CRM system Nutshell.

4. Role play practice phone calls.

5. Write down your specific financial goal with a deadline.
 

Script 1

Them: Hello Acorn Training Ltd. How my help?

You: Is Jack free please.

Them: Who shall I say is calling.

You: Richard from Success Moves, about a Linkedin message.

Them: Hi Jack Jones here.

You: Hi Richard Smith here Success Moves Recruitment. I saw that you were recruiting Sales Executives. Wondered if you needed help?

Them: (Alternative One) No, not really, got it covered.

You: Is there anything I could offer that would make you interested?

They either ask about your rates, or repeat that there is nothing. If the former, use the script below. If the latter, probe a bit more to see if there is a potential. For example, if they have only just placed an advert, they will wait for a response first. In which case say would you like me to call in say 2 weeks to see if you needed help. As we are looking for six ideal clients from a market where most companies continually recruit it is often more productive to get to the next call than to persist against resistance. Resistance often means they either have no real budget or well covered with agencies already.

Them: (Alternative Two) Yes, Maybe, tell me about who you are.

You:  OK. We are 15 years old. We are quite different to traditional recruitment companies in that we offer several different types of deals to match the needs, people, payment terms of a client.

For example, we offer something called GRIP, which offers a 12-month payment spread and replacement guarantee. That is very popular as in addition to the obvious benefits clients know we will give a full service and make sure we place the right person first time. In another deal we do all the recruitment for you including job descriptions hotel presentations/interviews.

Can I just ask a couple of questions? I have most details from the advert.

How many people do you expect to recruit over the next twelve months?

Are you looking to recruit potential or recruit the top 1%.

Are these positions remote, hybrid or office based?

What is your top sought after quality in a recruit?

By this stage they will be talking freely and tell you about their company culture and specific needs and wants.

You: Great. There are two deals that can be appropriate. (Pick the two most appropriate.)

How does that sound?

Them: The first one sounds good to me. Can you email me some details of both with the full cost and how long will you cover a new employee for.

You: Yes sure. Can I check your email is jack.jones@acorntraining.co.uk

You might get into a negotiation at this point. More usually as this is the first contact, they will want an email from you to consider, and be able to look at your Linkedin profile and generally check you out. This is great because a second phone call will be much warmer having some rapport and broken the ice. After saying goodbye send out one of our templated emails. Do not originate an email without checking first with your Mentor. Everything in an email is legally enforceable.
 

Script 2

Them: Hello Acorn Training Ltd. How my help?

You: Is Jack free please.

Them: Who shall I say is calling.

You: Richard from Success Moves, about a Linkedin message.

Them: Hi Jack Jones here.

You: Hi Richard Smith here Success Moves Recruitment. I am helping a top sales professional in your sector looking for a quality employer. Might you currently have an interest in him?

Them: (Alternative One) No.

You: Whilst I am on do you have any needs; I could help with on the recruitment front?

They either ask about your rates, or repeat that there is nothing. If the former use the script below. If the latter say you can prove a bit more to see if there is a potential. For example, if they have only just placed an advert, they will wait for a response first. In which case say would you like me to call in say 2 weeks to see if you needed help. As we are looking for six ideal clients from a market where most companies continually recruit it is often more productive to get to the next call than to persist against resistance. Resistance often means they either have no real budget or well covered with agencies already.

Them: (Alternative Two) Yes, Maybe, tell me about who you are.

You:  OK. We are 14 years old. We are quite different to traditional recruitment company in that we offer several different types of deals to match the needs, people, payment terms of a client.

For example, we offer something called GRIP, which offers a 12-month payment spread and replacement guarantee. That is very popular as in addition to the obvious benefits clients know we will give a full service and make sure we place the right person first time. In another deal we do all the recruitment for you including job descriptions hotel presentations/interviews.

Can I just ask a couple of questions? I have most details form the advert.

How many people do you expect to recruit over the next twelve months?

Are you looking to recruit potential or recruit the top proven 1%.

Are these positions remote, hybrid or office based?

What is your top quality in a new recruit?

By this stage they will be rolling and tell you about their company culture and specific needs and wants.

You: Great. There are two deals that can be appropriate. (Pick the two most appropriate.)

How does that sound?

Them: The first one sounds good to me. Can you email me some details of both with the full cost and how long will you cover a new employee for.

You: Yes sure. Can I check your email is richard.jones@acorntraining.co.uk