Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Ask Barb

Ask Barb: Getting Decision Makers on the Phone



Ask Barb

Dear Barb:

Thank you for accepting my invitation to connect on LinkedIn. Perhaps you’d be open to offering some suggestions as to the most effective ways to get decision makers (Director, VP and C-Suite executives) on the phone.  Once I speak with them in real time, I have no problems conducting sales presentations and closing them on using my recruiting services. After being in outside (medical device) sales for many years, I still struggle with getting past their administrative assistants, which is curious, since I never had any problems, previously.

Can you please help? Thank you for your time and kind attention.

Robin S. Newhall, CA 

Business Development

Recruiter Exclusivity: It Makes Dollars and “Sense”



exclusive contract

Many companies operate under the notion that spreading out the hiring and recruiting workload among several staffing companies is to their advantage and can even give them a competitive edge. The reality is such thinking is misguided and in fact works against their best interest. Here we explore four myths and explain why it is far better for companies to go exclusively with one recruiter and/or agency. You are welcome to use the following as a reference when marketing to new clients.

Closing

“The Phone Rang…” Closing and the Classic Closes, Part 1



alwaysbeclosing

The phone rang. When I answered, the caller was anxious. He was very close to putting a deal together, but was stuck in the hiring process. I suggested he go into a “Negative Yes” closing sequence. He didn’t know what that was. I said, “OK, then let’s try a ‘Ben Franklin Balance Sheet’ instead.” He didn’t know that one either. And finally I said that was OK as well, just to remember the “Reduce to the Ridiculous” if the salary objection came up again. He didn’t know that one either. And so, I ended the call by scheduling a time when I could teach him the traditional SALES CLOSES.

Editor's Corner

Happy Thanksgiving



Happy Thanksgiving

From your friends at The Fordyce Letter, we would like to wish each and every one of you a very Happy Thanksgiving. We sincerely hope you enjoy your holiday with friends and loved ones as we do the same. Thank you for reading, commenting, and contributing to this community of recruiting professionals — you are what makes it great and we appreciate you!

The Business of Recruiting

The Attitude of Gratitude and How It Can Lead You to Prosperity!



gratitude

One thing you should be truly excited about is the possibilities for having an outstanding business in 2012. The recruiting firm owners I have coached this year have seen increases in their business from 20% to 118% so far. Most owners I speak with are seeing a NICE surge in business. It even appears the recovery (for us as recruiters) is stronger now than coming out of the last recession in 2002.

I know you are reading this around Thanksgiving and we should all be grateful we survived and are poised for another large increase in our businesses the next few years. You see, gratitude is an attitude that attracts abundance.

The Business of Recruiting

Recruiting for Pharmaceutical and Biotechnology Companies



754962309_2dce031cd6

My firm, Clark Executive Search, recruits exclusively for the pharmaceutical and biotechnology industries. Since I have a background in science, we further specialize in recruiting only senior-level scientists with PhD degrees and medical doctors in the industries’ research and development departments. I recruit these individuals because they are fascinating, dedicated to saving lives, and are at the peak of the pharmaceutical ladder. Discovering drugs and then testing them with people is a highly technical field requiring advanced degrees. In addition, in order to be in management or lead a laboratory at these companies, a higher degree is a requirement.

The pharmaceutical industry presents unique challenges to executive search firms concentrating in the area. There is a huge learning curve for recruiters working a desk in this niche, and a scientific background is a must. This once-safe industry for recruiters has become much less so as pharmaceutical companies desperately try to solve their drug discovery problems through mega-mergers, buyouts, and outsourcing.

I chose this niche for a reason: I believe recruiting for this area is different from other areas, and I certainly won’t back down from a challenge!

Editor's Corner, For Managers

Making Workplace Adjustments to Accommodate Unconventional Leadership



TimTebow

I’ve been a fan of Tim Tebow since he was at the University of Florida. I cheered for him then, and I take great pleasure in cheering for him still — and not just because he is a Gator (like me), a Heisman trophy winner, and an all-around awesome guy. I cheer for him because while he was a winner in college, he’s a guy who isn’t “supposed” to win in the NFL — and yet he does. He’s the proverbial underdog that we all claim to want to see win. (Though popular opinion sure doesn’t seem to indicate that… but that’s a completely different article.)

So after the Denver Broncos’ record improved to 5-5 (4-1 with Tebow starting) with a win over the Jets this last Thursday, I was so pleased to read this fantastic article by my colleague, John Hollon about how Tebow is breaking the mold of what success and leadership is supposed to look like in the NFL.

Leadership, no matter what line of work you are currently in, doesn’t have to come in a certain package, a certain style, a certain look, or from a certain background. Hollon says,

“If you get locked into believing that a leader must look and act a certain way, or have a certain kind of demeanor and experience, you’ll miss out on the unconventional person (or style) who can be equally (if not more) successful for you.”

In order for this to happen, sometimes you have to change what you may not even realize is broken. Because it’s not. It’s just not as good as it could be.

Closing, Fees, How-To

“The Phone Rang…” Lessons From Robocruiter, Part 4



Robocruiter logo

Editor’s note: Last week, we gave you part 3 of “The Phone Rang…” Robocruiter series. This week we continue this short series from Bob Marshall with part 4.

To recap, in Parts 1-3 we covered the definition of The Total Account Executive, the analogy between the A/E and the doctor, the ten manifestations of failure due to the lack of commitment, the six reasons why we market and how to market with a Feature-Accomplishment-Benefit format, and the “I have arranged…” technique.  So, here we go with Part 4…

Recruitable JOs

When we market we will uncover three distinct types of JOs:  Search Assignment (SA), Matching and Can’t Help JOs.  This is a ‘given;’ it is indisputable; and we must recognize that fact.  If a superstar writes 15 JOs, 0-1 will be of SA quality and recruitable; 4-5 will be matching and semi-recruitable; and 10, or 2/3rds will be of the Can’t Help variety.  So, the $64,000 question is:  How do you determine which JOs are which?  And which are recruitable?

Entrepreneurship

Are You a Headhunter or an Entrepreneur? Why Not Both?



entrepreneur-inside

When my husband convinced me to close my recruiting business, I had no idea what might be in store for me. After all, I had been in the recruiting industry for almost a decade. I couldn’t imagine doing anything else. I lived and breathed headhunting—in all its glory. The good, the bad, and the challenging.

Yes…I realize I’m writing this article for The Fordyce Letter — a publication that “delivers straight talk for the recruiting profession…” So why am I writing about leaving the profession?

Do you really think you’ll be a ‘headhunter’ for the rest of your life? Do you think, as I did when my husband suggested I leave the business, “What else do I know how to do?” When I considered closing the doors on my business, I was seriously concerned about finding something that would replace the income I enjoyed as a recruiter.

At the time, I didn’t appreciate that during my years as a recruiter I had acquired business savvy that would serve me throughout the next two decades of starting new businesses. I was unknowingly armed with skills that, in looking back, were remarkable.

So, as you continue on your merry way, take heart. You are acquiring prowess, strategic thinking, and moxie that will serve you well for a lifetime—whether you remain in your current field or choose to move on. No matter what your choice, why not take a minute and bask in all that you know? Want to know just what a smart cookie you are? Consider some of the greatest skills that will carry you through life come from the things you’ve learned along the path to becoming a great recruiter.

Ask Barb

Ask Barb: Achieving the Next Level of Success



Ask Barb

Dear Barb:

I keep hearing the market is better, but I’m not producing more. Would you be willing to share some of your best suggestions to help me become more successful? I’m a single mom (I know you were once one too) and I have to earn more money this year to provide for my family. I promise to follow your advice to the letter.

Jen B. Atlanta, GA