12/11/2023 0 Comments Magical words that sell![]() By finding out more about the reasons behind the objection, recruiters can pair candidates with jobs that are a perfect fit, even though the presence of a non-negotiable might have made it a role the candidate would not normally have considered. Jones points out that often a non-negotiable is really a preference. In what case would you consider OTR driving?.What is it about over-the-road driving that you don’t like?.If you and you team are prepared for this or any other major objection or “deal breaker,” you can find a way around it. This is a fairly common desire for many drivers. Jones provides the example of a driver who says that coming home to his own bed each night is non-negotiable. You can then create different versions of the script that could be applied to a wide variety of candidates and situations. As you and your team review this list of what Jones terms “roadblocks and checkpoints,” you will need to work backward to create a kind of script from which to work as calls come in. According to Jones, “Questions lead to conversations, conversations lead to relationships, relationships lead to opportunities, and opportunities create sales.” Anticipate and Prepare to Overcome Objections Do create a “script”Īs recruiters begin to shift perspective regarding interactions with candidates, Jones recommends that it is helpful to brainstorm a list of obstacles or objections that may come up in these conversations. Now you are engaged in a conversation rather than a transactional exchange of information. Instead of replying to an inquiry with a job description info dump, aim for shorter conversations where you ask questions and receive answers back and forth. This same rule applies when you are contacted by job candidates via email, Facebook messenger, or other digital platforms. Rather than simply providing an answer to the question asked, dig deeper. Instead, Jones recommends that, when confronted with the standard pay inquiry, recruiters should consider flipping the question. If a candidate calls to inquire about pay, don’t give a vague answer like, “We are competitive with the industry standard.” The next words out of the recruiter’s mouth are then typically, “What kind of pay are you looking for?” Jones calls this exchange, “Giving an evasive answer followed by a defensive question.” That does not sound like a recipe for a successful interaction. Don’t answer tough questions with vague answers According to Jones, when recruiters are asked a question about possible opportunities, their response should be to answer the question with a new question, intended to stimulate the conversation and drive it forward. They either get back to you, or more often than not, they don’t. They request information, and you send it. In fact, the structures of our current conversations with potential driver candidates actually make us into “sales prevention officers.” So, what can we do to create meaningful dialogues with driver candidates that lead to successful job placements? Shift from a Transactional Exchange of Information to a Relational ConversationĪs outlined above, the usual conversation with a prospect is set up as a transaction. Jonesexplains, the way we currently communicate with driver prospects needs a serious overhaul. ![]() Unfortunately, as author and speaker Phil M. In today’s driver recruitment landscape, recruiters must begin to think more like salespeople. The prospect disappears, and you are left wondering what went wrong. He or she requests information on the current opportunities you have available, and you respond by answering their questions and sending them the job description. ![]() “Magic Words That Sell:” The Do’s and Don’ts of Driver Recruitment Success with Phil Jonesĭoes this scenario sound familiar to you? A driver candidate contacts you, the recruiter. ![]()
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