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EMAIL 1: Would you marry after 2 dates?
Hello ~Contact.FirstName~,
Would you take the commitment to marry after going out with someone on only 2 dates?
Of course not, you’d be mad to do so.
You clearly need time to get to know each other, make sure you’re compatible and ensure that your relationship will last.
Divorce is expensive and can negatively affect the finances and lives of everyone involved, so that’s why most people give it at least a couple of years before tying the knot.
With this in mind, why the hell do business owners and senior managers in the {Your Niche} Industry take the commitment to hire someone after only 2 interviews?
They don’t really know each other, they’re not sure if they’re compatible and they certainly can’t ensure that it will be a long-lasting relationship!
Remember what I said, divorce is expensive and can negatively affect the finances and lives of everyone involved, and it’s no different in business.
You might laugh at my comparison (I did at first), but in all seriousness, making the wrong hire could have serious implications for you, your company and the candidate. Millions and millions of pounds are spent each year on “getting it wrong” yet nothing ever seems to change, until now…
Just for one moment, consider how many people you have hired in the last couple of years and how many of those have now left your business. Now, quickly do the math to work out how much money you have lost in monies paid directly to the failed hires and in addition, how much money you have lost indirectly in interview time, contracts, legals, induction, company car, wasted client visits, recruitment fee, general admin etc.
You are likely looking at 3x the salary paid to the candidate which, is a huge burden for any business to carry!
STOP DOING WHAT YOU’VE ALWAYS DONE AND START DOING WHAT WORKS!
At {Your Company}, we’ve spent the last x years developing a search, assessment, selection and on-boarding process that sees 96% of new employees still in situ after 12 months. This allows us to offer up to a 12-month replacement guarantee should a candidate leave, for any reason. In addition, we have developed a winning formula that will decrease your commercial downtime during the recruitment process saving you time and money.
If you’re in a role that has responsibility for hiring, then I’m sure you’re intrigued to find out more. If you are, please click below to book a call with me and I’ll show you exactly how you can achieve this, for FREE.
EMAIL 2: Don't tell me you'd marry after 2 dates!
Hello ~Contact.FirstName~,
I sent you an email a couple of days ago highlighting why so many businesses are failing when it comes to hiring. I also explained how you can correct it, saving you time and money, however, I have noticed that you didn’t book a time for me to call you?
I’d love to talk you through how powerful our process is and how it can genuinely save you a huge amount of time and money as well as relieving headaches! To find out more, simply book a call with me on the link below.
I can’t wait to speak to you.
EMAIL 3: Your best employee leaves, what do you do?
Hello ~Contact.FirstName~,
Inevitably your best employee will leave.
They’ll retire, get poached or get bored.
So, if it happened today, what would you do?
Scenario 1 – Frantically assigning multiple recruiters
You may think that by engaging as many recruiters as you can you will get a quick result.
A contingency recruiter earns a fee only when the organisation hires someone.
Their search process is skewed to producing results rapidly since the more time spent the less profitable the mandate.
Contingency recruiters typically work with a large number of job openings, and, using a database of known candidates (known candidates that have been unsuccessful many times before). They look for matches on paper and send those candidates’ CVs—as many as possible—to clients for possible interviews.
They don’t expect to get lucky.
Scenario 2 – Try to fill it yourself
You may think that by filling it yourself you will save the company thousands of pounds.
Time is money and the more time you spend looking for someone the less time you have to do what you do best.
Both of those options will cost you too much money and waste too much of your time.
So, how do you save yourself time and money when the inevitable happens?
Scenario 3 (AKA the one you should do) - Hire a retained recruitment partner you can trust
Do you hire multiple accountants and only pay the one that comes back with the best results?
Because they’re professionals and would never agree to do it.
A retained search consultant is much the same.
The retained search firm is being paid to conduct the search. They therefore undertake a much more exhaustive process.
The retained search recruiter cultivates contacts in sectors in which they work frequently so they know who might be restless, and pre-selects the candidates carefully using advanced assessments for suitability and job fit.
You’ll only see the finalists.
Contingency recruiters and YOU can only dream of finding these people.
Average time spent on a role:
Contingency Recruiter– 10%
Retained Recruiter – 100%
To find out more about what you get when you hire a Retained Recruitment Partner, book a call with me below.
EMAIL 4: What year is it?
Hello ~Contact.FirstName~,
Business has changed a lot over the years, hasn’t it?
Most of us stare at a screen all day, whether that be your computer, your phone or the TV.
Can you imagine if your business never embraced this technology?
I’m not sure you’d have survived.
With this in mind, think about how your recruitment process has changed over the same period…
Has it moved along at the same pace as the rest of your business?
Sure, you get CV’s over email now and view them on your computer but has the process fundamentally changed as much as the rest of your business has?
You still just look at a candidate’s CV, make a judgement based on their skills/experience and invite them to an interview.
This is how 95% of businesses still recruit.
This is why 30% of new employees leave after less than 12 months.
STOP DOING WHAT YOU’VE ALWAYS DONE AND START DOING WHAT WORKS!
Here at {Your Company}, we’ve spent the last x years developing a search, assessment, selection and on-boarding process that sees 96% of new employees still in situ after 12 months.
This allows us to offer up to a 12-month replacement guarantee should a candidate leave, for any reason.
Our winning formula will save you time and money.
If you want to bring your recruitment process into the 21st century and start doing what actually works, please click below to book a call with me and I’ll show you exactly how you can achieve this, for FREE.
EMAIL 5: Will you be ready when your top talent jumps ship?
Hello ~Contact.FirstName~,
When it comes to human capital, success comes at a price.
That price is measured in the form of attrition.
Right now, the major job boards are bursting with opportunities.
From Sales to Technical Professionals, there are literally thousands of job openings within the {Your Niche} industry.
Your employees recognize that if they want to make a career move, now is an ideal time to do it.
Click below to learn how you can be prepared should your top talent choose to leave.
DOWNLOAD PDF OF “YOUR COMPANY” Brochure
Alternatively, please call me and I’ll show you exactly how you can get prepared, for FREE.
EMAIL 6: You don’t have to read this
Hello ~Contact.FirstName~,
No, you don’t have to read this.
You’ve got a pile of CV’s to sift through from multiple recruiters.
You’ve got four 1st interviews to conduct with candidates you know very little about.
You’ve got to pick up the kids later, get them to soccer practice, cook dinner etc.
You know what, I understand. I used to have the same problems.
But what if you could recruit more successfully, save yourself money and still have time for a round of golf?
To find out how, book a call with me below.
I promise you it will save you time, money and a whole load of hassle.
Look forward to speaking soon.
EMAIL 7: Are you playing the lottery?
Hello ~Contact.FirstName~,
Business is good, and you are expanding.
But does it feel like you are playing the lottery when recruiting?
Are you taking chances on people?
Are you paying for a ticket and more times than not losing?
Well, what if you could pay for your ticket and win the jackpot 96% of the time?
To find out how, book a call with me now.
Some re-assuring facts for you:
I look forward to speaking with you soon.
EMAIL 8: It's not their fault, it's yours.
When we first sit down with potential clients (employers) to discuss their human capital challenges, we often hear the same stories…
“We begrudgingly use recruiters because we have little other choice…
The recruiters we use just send us lots of CV’s of which, very few are relevant…
We interview candidates who look great on paper, but when they turn up…
We pay out a huge fee with no guarantee that the candidate will stay…
Quite often, the recruitment process is just a big waste of time…”
Now, this is where I run the risk of upsetting some people, but guess what I tell them…?
“This is not the Recruiters fault, it’s yours. You decide who you engage with – nobody else, so stop complaining and make a change”
Successful businesses are always striving to run a lean practice, no matter whether that’s in the manufacturing, distribution or service industry.
However, in so many cases this modus operandi does not extend itself to the attraction, assessment, hiring and on-boarding on key staff – for some strange reason?
I’m sure you’ve heard the expression “the grass is ALWAYS greener on the other side”, and never really believed it, well, at {Your Company}, we’ve spent the last 20 years creating a tried and tested recruitment process which is so refined that we're able to offer our clients up to a 12-month replacement policy on the candidates we place with them.
Now, let’s take a look at how this is possible:
Firstly, we need to get our big red flag out and warn you of the pitfalls that so many hiring managers fall victim to:
By the way, we understand that you don’t really want to engage with a recruiter, but you probably don’t have the time, the tools and the know-how to do it yourself, so you’re left with little other choice.
You’ve probably found yourself in a position that means you need to recruit and, recruit sooner rather than later, but before you go rushing in, you need to seriously consider the cost to the business and you personally of getting it wrong.
The consequences, by the way, are in most cases much more depressing than you might think. A recent study found that the cost of a new recruit leaving within 6-12 months is on average 3.2x their salary. Now this is inevitable in business but, that’s not always how the boss, the owner, the board or the investors see it so again, I’d encourage you to think about the consequences of your decisions before taking any action.
Now that you’re thinking commercially, you must not fall in to the trap of “doing what you’ve always done and hoping that you’ll get a different result…"
In the past, you may have offered the vacancy to multiple recruiters and asked them to work on a "results only basis", but as everybody who takes this route ultimately comes to learn - this process is fundamentally flawed.
Hiring Mangers, like you, end up with a desk full of irrelevant CV’s, from various different recruiters who each try to “sell” you that their candidate is the best candidate for the role, a role that they know very little about.
In the industry, this process is known as “the fastest finger first” and as we all know, perfection cannot be rushed!
What smart hiring managers do, is professionally engage with just one recruiter. An established recruiter with a demonstrable track record who can be trusted to deliver and, in turn, will overcome all of the above.
This is the tried and tested process that we follow at {Your Company}.
If you’d like to know more about our process and how it can make a huge difference to your business, please click here to book some time with me.
EMAIL 9: How To Lose Your #1 Candidate
Indecision or delay when it comes to making an offer works almost every time.
I recommend a slick hiring process whenever possible, but I accept that getting time in diaries can be challenging, particularly when seeking time in diaries with hiring managers who travel extensively. The important thing is to plan the process and set expectation.
However, once the candidate has jumped through the final hoop, you need to be decisive and take action. The fact that you have three more people to see in the next two weeks before you can make a decision might seem reasonable enough to you but put yourself in the candidate’s position.
Most candidates read this as that they are no. 2 and being kept warm in case no. 1 turns the position down. If you really have taken three or four candidates to the final stage of the process, then you need to see them all within a couple of days of each other, it’s about effectively managing the process.
Taking a couple of weeks to reflect and think it over before you make an offer will more often than not kill the deal and making a verbal offer and then not getting a written offer out for three weeks won’t help either.
If you want to secure your no.1 candidate, be decisive and proceed at speed.
If you want to save time and money when hiring next whilst ensuring you secure the very best candidate in the market, then please click below to book a call with me and I’ll show you exactly how you can achieve this.
EMAIL 10: Intuition - Don't Let It Be Your Hiring Obstacle...
Hello ~Contact.FirstName~,
Many CEOs claim to have exceptional intuition about hiring for their executive team. “I know in my gut if someone will be a fit,” they say. Much like the stories of gamblers, who will brag about their winnings (but not tell you about their losses), you only hear about the successful hires.
Too many executive candidates today are good salespeople. They know how to create a good first impression and hit the CEO directly in the gut with their personality, and win the job offer.
A smart CEO will suspend intuition for most of the first interview and use objective criteria to evaluate if a candidate is a fit for the position. The best way to do this is to establish several SMART (specific, measurable, achievable, relevant, and time-bound) goals, which will also constitute a business plan for the new hire. It is important to do this systematically, because it is easy to think you’re doing it, and make mistakes.
So, don’t trust your gut, or you may end up in the gutter, along with those non-winning betting slips the gambler tossed away!
To find out how else you can hire the right person without going on just gut-feel, please click below to book a call with me and I’ll show you exactly how you can achieve this, for FREE.