Welcome to The Fordyce Letter:

The Fordyce Letter

Straight Talk for the Recruiting Profession


Neil Lebovits

Neil Lebovits, CPA, CPC, CTS, before taking the industry by storm as a trainer, was a global president for Adecco, where he sat on the global executive team. Previously, Neil was the president and COO of Ajilon Professional staffing for North America, where he oversaw over 100 offices. Neil has done it all in the industry: Permanent & Temporary Placement, Sales, Branch Management, Regional Management, COO, & President. He founded his industry training & development company, http://www.TheDynamicSale.Com, in 2009. Neil shares the secrets and systems that he has developed and harnessed while working himself up over his 20+ years in the industry. A renowned leader, motivator, trainer, and speaker, he has appeared on Bloomberg TV, CNN, ABC news, CNBC, the Wall Street Journal, Fortune, and Smart Money. Learn more about Neil and sign up for his free online training course at www.TheDynamicSale.Com.

Articles by Neil Lebovits

Social Media

Too Good for Job Boards? Try Using Them in Tandem With LinkedIn



Neil Lebovits

I cannot believe how many of my clients/followers tell me that they don’t or won’t use job boards because their clients either won’t pay for job board candidates or don’t want to see job board candidates. Many tell me with a gleeful condescension that they simply “don’t do the boards.”

All of you should be using job boards.

Why should you make this a key part of your strategy? Isn’t LinkedIn enough?

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Never Negotiate Perm Fees Again!



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In conjunction with RecruitersConnection, I’ll be conducting a free one-hour webinar tomorrow (Wednesday, May 26) on perm fee negotiations. It is scheduled for 1:30pm-2:30pm Eastern.

You have probably seen this in your free training, but this will be live! So join us to refresh what you know, or to ask questions or share with your team. This fast-paced session will bring you back to the basics — let’s face it, everyone in the industry is often faced with having to lower their fees or go head-to-head with free resources, such as job boards and ads.

If you hear, “Your fees are too high,” or “We are going to see what we can get for free first,” this session can save your desk.

The method can be implemented on your very first call after this session; the concept lies in getting back to the point of understanding what the word contingency means and how you can better sell this to the client. In essence, you can never be overpriced when it will always be the customer who will decide if they want to pay the price. The best part about this technique is that you don’t have to change the things that have worked for you in the past.

Be sure to register here.

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Nudge Neil: LinkedIn, What Am I Doing Wrong?



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Dear Neil: I have been trying really hard to take advantage of all of these social networking sites. I like them, but I really am not making much more money from them. Am I doing something wrong?

First, since you are a recruiter, forget about everything else for now until you master LINKEDIN. Twittter, Facebook, and the other sites just do not come close. The more connections for recruiters, the better! The ROCK BOTTOM, bare-minimum to have as a SHORT-TERM goal is 500! The real goal should be 2,500+.

Yes, you need this many, and you need them soon. Just like there is a great synergy once an office reaches, say 30 temps, or you have several job orders in your office consistently, so too works LinkedIn. LinkedIn, being all about connections, requires a strategy, to, well, connect.

Remember, your GOAL is to GET THE CONNECTION!

It is not to sell them your service (yet) nor is it to recruit them (yet). It is ONLY to get them to say yes to your connection request. Once they connect, you can then sell to them or recruit them. BUT DON’T make the common mistake that MOST make, where you send them an email either selling/recruiting or asking them to connect so that you can sell to them!

SIMPLY ASK for the connection and give them a compelling reason why connecting with you is a GREAT idea: show how your network will help them; how you will forward any requests; how you are very connected in their space (or will be soon), etc.

Set up a form letter that you cut and paste for each invitation that you send. Then, take a second and tailor a bit of the message, mentioning something in their profile!

Did you know that if you blindly invite people, your account will get locked after only three “I don’t know Neil’s”? Did you also know that you only get 3,000 LIFETIME invitations?

You can add connections without sending an invitation. Be careful and make the connection request very, very compelling — since you can message almost ANYONE in ANY group that you share with them (very few people turn off the feature not allowing other group members to message them), simply create a similar form letter and cut and paste that and send this to ALL of them.

Hundreds, thousands, you name it!

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Hypnosis Prognosis: How to use the most powerful persuasion techniques on the planet!



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Well, first off, I sure hope that you join us at the upcoming Fordyce Forum 2010. Even though it’s in Las Vegas, why gamble with your sales success!! (gee, I bet you never heard of a gambling analogy for a conference held in Vegas. Don’t worry, yes, I have just annoyed myself as well).

Anyway, I will be hosting a great session on Thursday June 10th from 2-3 p.m. where we will discuss, quite frankly, the most powerful persuasion techniques that exist! These have been proven across all sectors, countries and businesses and are key for you to implement in your business! I’ll summarize the key elements that we’ll discuss here so that you can get started on them right now. However, in our live session, not only will we go through each of these in much more detail, but we’ll discuss some other KEY ones and will also give you great examples of how you can and should implement these for YOUR business!

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Nudge Neil: Boost Your Network



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Q. Neil, I have been trying to take advantage of the slowdown to network with a lot more candidates for my future relationships. However, I was wondering if you have any tips to make it easier to source names?

A. I can’t tell you how thrilled I am that I am now getting more and more questions about the candidate side of the biz!

Sure, job orders still aren’t the easiest to come by, but the good recruiters know that the Yin to the recession Yang is that there are now great super candidates around who would have been virtually impossible to connect with a few years ago. The GOOD ONES know that this is the time to seize those relationships that will yield plenty of fruit in the future!

It makes me cringe when people tell me that they aren’t recruiting as much because they “don’t have to.”

“Job orders are what we need,” they tell me. The candidate flow drops and the focus on recruiting dwindles. They say they have plenty of people to fill any jobs they get. BUT THEY MISS the point, don’t they! So, I hope you are a good one and that you get that this is the time to CARPE DIEM! Work your tail off to meet and network with as many candidates as possible. You know how that works. Just like LinkedIn, they tell someone about you who tells someone and voila. The more you meet, the more leads you get (that’s a whole different topic), the better the quality of your sendouts (or temp fills), the less likely a falloff will be (or shortened assignment), the more likely you will get unsolicited candidate referrals from them, the more likely some will turn into clients in the future, yada yada yada.

So, start recruiting and sourcing! Now, remember this very simple tip. First, NEVER ask someone “who do you know who is looking.” UGGGGH!!! We never care about that. We just want to know good people. In fact, we just ask them to point us in the direction of any good people, “regardless of whether they are looking or not, in fact, I am sure they are not.”

That said, this still doesn”t work well, and you know it. That is why most recruiters stop asking it all of the time! Lets face it: when you ask someone that, even if you ask it the right way, they will likely tell you the famous “nobody comes to mind.” Well, that is the normal reaction. So, what you have to do is make them “come to mind.” And you simply do that via the power of visualization. It is quite simple, but to get someone to come to mind you need to direct the mind and put them in the mind.

ALWAYS ask very specific visual questions when sourcing. For example, instead of “who do you know who is really good,” you can ask a better question: “who do you know who is really good in your current department.” Even better: ask them to “picture their office right now and think of all of the players there in your discipline. Then ask them to think of the person or people who everyone seems to respect or who the go-to people are. Get it? If you recruit BIG 4 CPAs, for example, ask them to go back to last year when they sat in the bullpen waiting for an assignment and ask them who those people were and who were the good ones who were always requested. In other words, just ask very specific questions so that they can place their mind in the right place. Then, it’s just about impossible for most people to say that “nobody comes to mind.” Happy sourcing!

Ask Neil any question that is vexing you! Have trouble closing deals or selling? Neil can help! To ask your question and possibly have it published online, email Neil at Neil.Lebovits@TheDynamicSale.com and put the words Nudge Neil in the subject.

Neil Lebovits, CPA, CPC, CTS, before taking the industry by storm as a trainer, was a global president for Adecco, where he sat on the global executive team. Previously, he was the president and COO of Ajilon Professional staffing for North America, where he oversaw over 100 offices. He has done it all in the industry: Permanent & Temporary Placement, Sales, Branch Management, Regional Management, COO, & President. He founded his industry training & development company, http://www.TheDynamicSale.Com, in 2009. He shares the secrets and systems that he has developed and harnessed while working himself up over his 20+ years in the industry. A renowned leader, motivator, trainer, and speaker, he has appeared on Bloomberg TV, CNN, ABC news, CNBC, the Wall Street Journal, Fortune, and Smart Money. Learn more about Neil and sign up for his free online training course at www.TheDynamicSale.Com.

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Outsourcing Meets The Recruiting Industry…Finally?!



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Like you, I can go off about how behind-the-times the recruiting industry is compared to the rest of the world.

The good news is that the last few years have been showing huge progress in regard to technology (from great new front-office systems, to utilizing Web 2.0 networks, to blogs and forums and niche job boards, etc).

However, most of you are still not doing too much differently than you were before. I have heard from many of you regarding the “bonding” lesson and have heard of some good ideas.

However, they still aren’t really based upon any new technology. During my live Owners & Managers Recruiting System seminars, we get into how to use technology a great deal. We focus a lot on state-of-the-art Internet marketing techniques as well as better utilization of Web 2.0.

But there is NO NEED for you to wait! I have outlined the easiest and the best in this article.

Some Background Information

Before I give away this easy tool, a little background is needed regarding time-management. Make sure you read through it quickly so that you can get to the real money-maker.

Any administrative work or paperwork is probably the most overpaid work that any owner, manager, or sales rep could be doing for themselves! If you are an agency owner or manager, do you have any idea how much your are paying your sales rep or recruiters to stuff an envelope, confirm appointments, post jobs to sites, create newsletter content, or work on art graphics? If you are a sales person, then do you know how little money you will make from those little acts?

It is key that we all look at EVERYTHING that we do and then make sure that we either outsource or assign the non HIGH-PAYING work to others. Believe me, there will be A LOT of that! If you manage people, look at everything they ever do and decide how much you should be paying for that sort of work.

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Nudge Neil: Lowering Fees in a Bad Economy?



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Q: Just like everyone else, I am constantly being asked to lower my fees to get an order. I know that once I lower my fees, I will have a hard time ever raising them again. Do you have any tips so that my clients know I am only doing this because times are tough right now?

A: In general, I am not a believer that lowering your prices will bring in more business. That is not the purpose of your question, but if you are thinking of trying it, then DO NOT.

Here is a brief video on that topic. If you get really good at selling contingency, then you should almost never have to discount it. If you haven’t seen this episode of Fordyce TV on perm fee negotiations, take time to watch it now!

Any time supply exceeds demand, it is reasonable to expect to see some element of pricing pressure. There are always times where we need to drop the fee on a particular order, but you are right to worry about your ability to raise fees later on. It is much easier to lower fees than it is to raise them! The same holds true if you agree to work with a client at any fee below your full fee.

Here is a great trick to ensure that your discounts are viewed as one-time only discounts:

NEVER, EVER, EVER, NEVER, EVER, NEVER (get it?) LOWER YOUR FULL FEE. NEVER!! BUT, feel free, WHEN YOU HAVE TO, to offer a special one-time or limited DISCOUNT to your fees!

For example, if you always do a 30% fee with a client and decide that you WILL agree to what nets out to be a 20% fee, here’s how you do it.

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Nudge Neil: Getting More Voicemails Returned



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Dear Neil: My greatest challenge is in securing job orders. Specifically, how can I go about getting more returned calls from my clients when I leave voicemail?

Here is one sure-fire tip to massively increase your call backs. It is quite simple: take advantage of the fact that you are a recruiter!

Your product is a person (as is, of course, your prospect). ALWAYS (especially with C-level or higher targets) start your call as a recruiting call. Yes, even if you are calling HR and don’t place HR people. You can always market them if they are good. This is great when trying to reach the line. You can easily leave a very cryptic/mysterious message.

For example:

“Hi, Neil. I was referred to you and thought we ought to talk. I don’t want to leave a message about the subject, please call me back at 555-123-4567.”

Of course, if you weren’t actually referred to them, then skip that part. You can still just let them know that you have something to discuss that you’d rather not leave on voicemail. There is nothing wrong with this and who will NOT want to see what this is all about?

I have been told by some that this is a ruse. It is not! Everything you say is true. You are going to recruit them (or try to, which is something you should always be doing anyway).

When they call back, you will explain who you are and why you wanted to be very professional and cautious with them during the message. Recruit them. Make it about them. Then, after the initial conversation, turn it into a marketing call or call back later. The gate will be open! I am surprised how few people do this all of the time!

Try it, you’ll like it!