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3 Ways To Secure A Client Meeting

The value of face to face meetings has been spoken about for decades, regardless of your industry or role.

Although a lot of us are still conducting virtual meetings, being able to see someone’s facial expressions and body language can allow you to get to know them better.

It’s also the perfect opportunity to showcase your personality and build trust.

Client meetings are the bread and butter of winning business as a recruitment consultant, however, it can be tricky securing a meeting (even when we’re all working from home)

Here are three ways to secure a client meeting!

Talk about long-term strategy instead of jobs

It’s easy to get caught up in the excitement of trying to pull a job from your first client meeting. However, unless you already have a strong existing relationship – it’s not likely to happen the first time. 

As a recruiter, you have so much more to offer than just filling roles – and your prospective client needs to know that before agreeing to a meeting with you.

Asking about the short, medium and long-term strategy on a call can allow you to assess how you can add value over time – as well as who else you may need help from along the way.

If they have pain points you can solve – that’s when you can suggest a meeting, whether that’s in person or over Zoom.

Their pain points could be around succession planning, re-vamping interview processes or even creating a new job description. These are all things we do as recruiters in our day-to-day life – so why can’t we offer this consultative service to our clients? 

It doesn’t always have to be about pulling a job.

Also, this method is a great way to assess whether a client meeting is necessary. It’s important to not get caught up in suggesting meetings with no agenda or outcome, as this can do more damage than good in the long-term. 

The best way of winning business is actually by giving more than taking. Are you giving, or just taking?

Leverage current work that you’re doing

If you’ve never heard the phrase “FOMO” – it stands for “fear of missing out”.

Securing a client meeting can be incredibly difficult if you haven’t got any substance or evidence to back up why it’s valuable.

However, there’s nothing more valuable than sharing information with a prospective client which will make them feel as though they are missing out on your expertise.

Now, it’s important to be honest – as deception isn’t how we roll here on this newsletter. 

However, sharing market information with a prospective client as well as letting them know about the work that you’ve done with similar companies in their space give you credible grounds for a meeting.

If they feel like they’re missing out on something valuable – they will see the purpose of the meeting. 

Some examples you could use are:

  • Roles you have recently placed with a competitor
  • Market information (non-confidential)
  • An event you attended or spoke at 
  • Other meetings you recently conducted and what the outcome was

Organise a roundtable event and invite them

Although the majority of events will need to be virtual for the foreseeable future, this shouldn’t deter you from using this as an opportunity to secure a meeting with them.

It’s a long-term strategy which can yield amazing results, and has been proven by many recruitment companies to be a great way to build long-lasting relationships with current and prospective clients.

So many CEOs, Founders, Hiring Managers and Talent teams are bombarded with calls about recruitment all day every day, so differentiating yourself is crucial. 

Whether it’s a roundtable intimate event, or a webinar with multiple speakers – hosting events that talk about more than just “jobs” will lay the foundations for client meetings in the future.

Don’t forget the power of word of mouth, especially among CEOs. If you can connect these individuals, it’s valuable for them and will only pay dividends in the future.

Once a prospective client sees the value you can add outside just filling a job, they will become much more receptive to meeting you and listening to your insight. 

Member Spotlight: Georgia Nield

Introduce yourself to our audience. Tell us who you are and what you are currently focused on.

I’m Georgia, a Principal Business Development Consultant at Keystream. As an agency, we specialise in supplying Digital, BI & PMO talent into the public sector, predominantly the NHS. 

In my role, I solely focus on winning new business and developing new areas of our existing accounts. Once I pull a job, I pass it over to the most appropriate 360 consultant to resource, and we split the commission. 

I’ve been in recruitment for almost 3 years and have only ever done it this way and I’m sure I don’t want to try 360, and no, I don’t hate myself. BD is fun!

How did your journey lead you to join the Recruitment Industry?

I studied Psychology at Cardiff University and originally wanted to be an Occupational Psychologist. My degree included a placement year, so I went to work for a psychometric consultancy that had developed a tool called Strengthscope which identifies your work-related strengths, i.e. what gives you energy! 

I joined as a researcher but on my first day had to complete the psychometric and all my strengths pointed to one career – sales! I was off the charts for enthusiasm, being results-focused, resilience and relationship building so (to my horror) they put me in their sales team for one day a week to ‘see how I got on’. 

At first, I was furious – I was so confident that sales just wasn’t for me but, the test was right, and I quickly fell in love with the role and transitioned my placement year into a full-time sales job. 

By the time I went back to finish my degree I had my heart set on a career in sales, and when I realised I could focus all of my energy on the business development side of recruitment I was sold! (plus what grad can resist the lure of the free ski holiday…)

What would your advice be for those wanting to join the recruitment industry or are early on in their recruitment career?

Recruitment is hard, if it wasn’t, then everyone would do it. We all have low days when it feels like EVERYTHING is going wrong (I’m often convinced that numerous clients have personal vendettas against me) but it’s important to remind yourself that other successful consultant/top biller you know has felt like this at some point and that they didn’t give up, so you sure as hell shouldn’t! 

I truly believe that if you do the basics well every day and remain consistent in your approach, success is bound to follow. You need to be prepared to ride the waves of highs and lows, but if you can see that through, then the possibilities for success really are endless.

What has been the best piece of advice that you have received so far since working in recruitment?

When you’re feeling stressed/something isn’t going well, and it’s starting to affect your mood and concentration, then take yourself off into a private space (I favoured the meeting room) and force yourself to SMILE. Trust me on this!

You’ll feel like a complete weirdo at first, but when you smile, your brain releases tiny molecules to help fight off stress, so you are literally tricking your mind into feeling better. 

The first manager I had in recruitment swore by doing this and as strange as it sounds it never fails to improve my mood, helps to perk me up and if nothing else gives me a few minutes to step away from the problem and realise it really isn’t THAT bad – give it a go! 

What did you spend your first commission pay check on?

I got my first big commission slip the month after my first promotion, so I took my mum out for a fancy dinner and to the theatre in Covent Garden to celebrate (and to say thank you for handling all my previous deal-related meltdowns).

Why should other recruitment professionals join Recruitment Mentors?

Recruitment Mentors has so much to offer, and I truly believe that every recruitment professional at any stage of their career has something to learn from joining the community. 

The beauty about recruitment is that you never know what the day will bring, so having a community to lean on for guidance on things you are struggling with or aren’t sure how to handle is invaluable, especially in the somewhat disconnected world we currently live in. 

Recruitment can be so competitive and it’s incredibly refreshing to be part of something which puts this aside and focuses on making us ALL the best we can be, and in turn, the whole sector will benefit.

 

The Top 5 Episodes To Listen To If You Want To Become A Leader

Becoming a leader and managing a team is one of the key paths a recruiter can take, and if you’re reading this – you’re probably considering management (or already mentoring) as we speak. 

I’ve been incredibly lucky to host some inspirational leaders on the podcast, all of whom have different personalities, management styles and advice to aspiring or current leaders.

So, without further ado – here are the top 5 episodes to listen to if you want to become a leader!

I loved recording this episode because although Arjun’s journey into recruitment was similar to most, he quickly progressed and now leads teams of 20+ people, which is no mean feat. 

What’s more, is that he still bills alongside this – something that we all know is an incredibly challenging task. We unpack so much on this episode, inclusive of leading large-scale teams.

Jay is such a unique guest on the podcast, not only due to his infectious personality, but also how he focusses on uplifting and driving positivity as a leader. 

Too often we hear about the tough-natured managers in recruitment, and Jay shows that the “beating with a stick” approach doesn’t always work.

If you’re looking to maximise your team’s billings, then this episode is definitely for you. Shaun talks about how he built a million-pound billing team, as well as how to sustain high performance and get the most out of your team!

Being human and empathetic are two key traits that a successful manager should possess, and Mel and I unpack this in depth in this episode. She talks about her experiences as a manager, as well as how managers got the best out of her as a consultant.

This is an excellent episode that discusses not only leadership, but how leadership can differ when working in a larger corporation to a smaller, boutique-feel consultancy. Michael worked at Michael Page before transitioning, and this episode is ideal for those who are in a similar situation!

What episodes do you think we’re missing that have had the biggest impact on your career as a recruiter? Leave a comment below!

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