Getting Past the Gatekeeper to Reach the Decision Maker Bill Santos President/Partner of Employment Management Professionals February 6, 2014.

Slides:



Advertisements
Similar presentations
Warm Up Why do you think so many retail salespeople greet customers as soon as they walk through the door, rather than waiting until the customers have.
Advertisements

Working with the Customer!!
The Sales Presentation
Asset Development: Financial Literacy and VR Asset Development & Vocational Rehabilitation 30-Second Training Series.
Asset Development: Financial Literacy and Transition Asset Development & Vocational Rehabilitation 30-Second Training Series.
Earned Income Tax Credit Asset Development & Vocational Rehabilitation 30-Second Training Series.
Asset Development: Helping Clients Thrive, Not Just Survive Asset Development & Vocational Rehabilitation 30-Second Training Series.
Asset Development: Debt Considerations in Vocational Planning Asset Development & Vocational Rehabilitation 30-Second Training Series.
© 2014 wheresjenny.com ROLE PLAY STAFF IN CALL CENTERS AND TELEMARKETING FIRMS.
Using Customized Employment for Individuals with Disabilities Who H ave Criminal Backgrounds Randy Dicks and Elizabeth Coles InVision Human Services November.
HIRE Experience ! Sacramento Professional Network 1 3 Steps to a Flawless Informational Interview November 26, 2013.
Sales Is A Contact Sport. A Contact Sport??? You Must Make Contact How Do I Do That? Once I Make Contact – Then What? How Do I Keep Contact? What If This.
Behavioral Economics Asset Development & Vocational Rehabilitation 30-Second Training Series.
Welcome to lesson one in the Customer Service module
Asset Development: Student Earned Income Exclusion Asset Development & Vocational Rehabilitation 30-Second Training Series.
Sales letter Ms. Debs f. dianco. WHAT IS A SALES LETTER? = It is a document designed to generate sales. = It persuades the reader to place an order; to.
Experiences with Expanded Discovery and Internships for Transition Aged Youth Therese Fimian Institute for Economic Empowerment Norciva Shumpert Marc Gold.
The Role of Work Experiences in Guiding Careers Richard Luecking, Ed.D. TransCen, Inc. October 27, 2010.
Xcallibre Sales Cycle Guideline. Introduction This presentation is a guide to become a more effective salesperson for Xcallibre. It covers the basic steps.
Position Your Employment Services in the Labor Market Define your Employment Services Describe the Feature and Benefits of your Employment Services Develop.
Position Your Employment Services in the Labor Market Define your Employment Services Describe the Feature and Benefits of your Employment Services Develop.
TELEPHONE INTERVIEWS : Telephone Interviews are very popular in modern fast work culture. Telephone interviews are often conducted by employers in the.
Get Job Orders Now! Marketing Scripts and Strategies that Work.
1 Job Search Workshop Inuvialuit Career Centre April 2006.
9-1 The Power of Selling. 9-2 Chapter 9 The Approach: The Power of Connecting.
Addressing Employer Misperceptions (Real and Perceived) Rob Hoffman Employment Analytics November 7, 2013.
Principles of Successful Selling
SEARCHING FOR A JOB CCM Mission Station F.I.T. Program 2015.
Tele-Sales Force (TSF) Lead Generation Campaign Script.
The Role of State VR Agencies in Workforce Investment Systems: Creating a Universally Accessible and Seamless System that Meets the Needs of Persons with.
The Five Step Sales Process The Five Step Sales Process Step One: Plan and Prepare May 11, 2011.
The volunteer recruitment process Do the background work before you recruit Consider the following questions.. Why do we want volunteers and for what tasks?
What’s the Point of a Cover Letter?  Who can tell me what a cover letter is?  How many of you enjoy writing cover letters?  How many of you struggle.
Vocational Rehabilitation And The New Ticket to Work Program Presenters Harold Thornton, TACE Consultant Elizabeth Jennings, National Disability Institute.
Proprietary and Confidential Selling Skills iSpeak Foundation Series Month day, 2012 Instructor Name.
Unbundling Demand: Shifting the Employment Relationship From Competitive to Customized Using unmet needs as a strategy to engage employers Michael Callahan.
Survive and Thrive Your First Three Years Presenter: Jerrod Elmar.
THE SUCCESSFUL INTERVIEW A step by step guide to navigating the interview process.
Job Development in Rural Areas Allen Anderson Employment Management Professionals September 09, 2011.
Asset Development: Bank On Asset Development & Vocational Rehabilitation 30-Second Training Series.
Asset Development: Substantial Gainful Activity (SGA) Asset Development & Vocational Rehabilitation 30-Second Training Series.
Job Hunting in a Recession. What, exactly, does “during a recession’ mean? And how does job hunting differ during a recession?
Out of the Box Employment. Our Purpose Effective employer outreach revolves around a sales mentality Effective employer outreach revolves around asking.
VR Counselors Working with Schools During Transition Laura Spears & Kelley Ali Transition Specialists, South Carolina Vocational Rehabilitation Department.
WEB DESIGN AND PROGRAMMING Get a job. WEB DESIGN AND PROGRAMMING What do employers look for? In your resume – Clean layout, use clear headers and subheads.
While You’re Waiting… Questions during the webinar? Use the Question and Answer box—you’re muted Please open a new, separate browser on your computer If.
Service Collaboration & Linkages to Achieve Seamless Transition from School to Career Outcomes Debra Martin Luecking Senior Executive for LueMar Consulting.
Online Toolkit for Job Placement and Employment Professionals Dennis Gilbride, Ph.D., C.R.C., Georgia State University TACE Consultant December 4, 2012.
The Four Steps to an Employer Relationship Bill Santos President/Partner of Employment Management Professionals July 15, 2014.
TACE Developing a Community of Excellence Marc Gold & Associates December 18, 2008.
Customer Service. Objectives What is the definition of customer service? What are the principles of good customer service? Who are our customers? What.
Chapter 11 Marketing Communications Copyright 2006 Prentice Hall Publishing Company 1 Integrated Marketing Communications.
The Way to Work: Employment Preparation for Youth in Transition Richard Luecking, Ed.D. TransCen, Inc January 9, 2014.
C ONTACTING EMPLOYERS How to successfully access the ‘hidden’ job market.
Everyone Communicates Few Connect
Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin.
1 Agribusiness Library LESSON: L Selling Agricultural Products and Services.
Gregg Burkhalter– Digital Marketing Consultant. The Art Of Business Networking In A Digital World.
JOBTALKS Your Creative Job Search Indiana University Kelley School of Business C. Randall Powell, Ph.D Contents used in this presentation are adapted from.
Applying for a Job Resume and Interviewing. Items to include when applying for a job…  Resume  References  Portfolio (if appropriate) Items to bring.
Prepared by : Miss. Nadia-ZAID Supervised by : Mr. Jamal-SMAIN.
This is Bonus Video 5.2 in the course: Get Paid To Write Copy Module 5: How to network strategically (without ‘selling’)
MNCPA Career Workshops presents …. Interviewing to Impress 1.Importance of First Impressions 2.The Interview  Definition  Goal 3.Preparation  Documented.
Module 4: Problem Building & Strategy Session. Housekeeping Webinar: – – If you are here.
Module 2: Probing & Discovery. Housekeeping Webinar: – – If you are here today, you are.
Talking to Employers about Disability:
Breaking Down Your Sales Target
How To Create a Successful and Profitable Training Business
CREATING CUSTOMER LOYALTY THROUGH CROSS SELLING
Talking to Employers about Disability:
Presentation transcript:

Getting Past the Gatekeeper to Reach the Decision Maker Bill Santos President/Partner of Employment Management Professionals February 6, 2014

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Marketing Exchange Theory For a voluntary transaction or a voluntary exchange to occur - all parties to the exchange must perceive the benefits of the exchange outweigh the costs!

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Project name Employment Exchanges This exchange of benefits doesn’t happen by magic. It comes about because the best Job Developers initiate the exchange. Employment exchanges are more successful when the employer’s perceptions of the benefits and costs are managed by the Job Developer. The Job Developer must ensure that the employer:  Clearly understands the benefits in the hiring decision  Can appreciate how the benefits equal or exceed the costs  Appreciates how the benefits are reinforced through the subsequent employment relationship

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Project name Perceiving Value The essence of the Marketing Exchange Theory is that the perception of value (benefits outweighing costs) at the moment of the decision, the now, is how the decision to proceed or not is made. The value itself may be realized or not, but it is not the reality of the value, but the perception of value which causes the decision. It is the perception of value at the moment before deciding that is the key to the decision. No perception of value, no exchange.

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Project name The Strategy The key to this specialized approach is to have a long-term strategy to maximize your contacts with employers. The strategy is to build a network of employers who:  You understand and appreciate for their personality and their business environment  Trust you so that candidates are considered often solely on your recommendations

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Project name The Strategy (cont.) The number of employers that you will eventually need, will be dependent on the number of people you are placing and the type of community you work in. We suggest that one Job Developer can adequately take care of, and manage, 20 employers. Remember making contact with an employer is often the hardest part of job development. Just getting the employer to pay attention to you and to give you the opportunity to engage them often takes more work than convincing them to hire your candidate.

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Project name Prospecting Ratio The number of people you ask to meet with you and the number of people who actually agree to a meeting is called your prospecting ratio. You may call five employers and only one agrees to see you. This should tell you that you will need to have identified and planned to meet with many more employers than you actually ever do. This is why the initial contact with employers is so crucial because the prospecting ratio tends to be great (5:1 or higher) and there is a lot of up front work to get initial meetings. When an employer agrees to see you, you have the chance to do some business. Until then, you have only hope!

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Project name The Hidden Market The hidden job market is the term we use for job opportunities that are not advertised in the press or searched through employment agencies. It is hidden from obvious view, but it is made available to those people who are in touch with employers on a regular basis. When your hidden job market is well developed, you could be the only supplier in that market. Our strategy is to penetrate this Hidden Market in our geographical regions. We can do that in a number of ways:  Secure referrals  Build a network of contacts  Promote your business  Personally explore the market

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Connecting with Employers Connecting with employers and building an ongoing relationship is not built on the competencies of your clients. It is built on:  The competencies of your service  The area you control  The things you can do with the employer to add value to the employer through the hiring process

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Keys to Getting to the Decision Maker – Face Credibility On the immediate surface you need to be perceived as being credible. What you say and the questions you ask will identify you as a novice or veteran of the hiring scene. You need to have a series of business references, one liners, stories and questions to instantly build face credibility for you. To get to the Decision Maker you must have established your face credibility. One of the easiest ways to do this is to show your understanding of the employer’s situation: his/her pressures, challenges and expectations. To reach that level of understanding you need to demonstrate insider information and let the employer know you have dealt with and solved employment situations like his/hers.

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Keys to Getting to the Decision Maker – Insightful Good Questions Having established your appreciation for the employer’s problems and having shown that you do have some solutions you now have the right to ask for the Decision Maker. We will get more access as we become better in our interactions with employers and as our confidence and skills evolve. Old Adage in Sales: “If you ask the right questions and listen carefully to the answers - someone will tell you not only what they want to buy but how to sell it to them.”

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Keys to Getting to the Decision Maker – Insightful Good Questions To demonstrate solid face credibility with the employer ask questions which have a high likelihood of being answered “Yes”. The psychology behind this approach is very simple. By answering “Yes” frequently, the employer begins to feel you are asking the right questions and you understanding what is going on in his/her business. If you think there is a high possibility the employer will answer “No” to your question, then change the question. Some of these questions are very exploratory and do not suggest this is a sales call at all.

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Types of Questions Survey Type Questions: These questions are designed to ask only for information and an appointment and have little to suggest there is any sales call potential to them at all. They are targeted at employer curiosity and willingness to help. Referral Type Questions: This is the most effective type of question to ask since it contains its own credibility. The employer feels an immediate sense of trust and is willing to answer it with few reservations. These questions demonstrate your credibility through reference. Direct Request Type Questions: These are questions you ask of an employer where you feel confident that they have an immediate need or they familiar with you and your organization. These questions are aimed at timing and availability needs.

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Questions (cont.) Ask for Help Type Questions: These questions are designed to appeal to a person’s natural inclination to help if requested to do so. The questions often begin with the phrase “Could you help me…” They are targeted to situations where you need some information and believe that the person you are contacting can both help you with that information and also provide you with an opportunity to ask follow up questions. Making These Questions Work For You: Some types of questions will be more comfortable than others for you to use. Keep in mind that these are questions you are going to ask right at the beginning of a contact with a prospective employer. You want the question to be sincere, reflective of your personality and something you can use to secure a face-to-face appointment. The employer should be curious as to who you are and what you actually have to offer. You will need to talk about your service but even this amount of information you give out should be kept short.

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Keys to Getting to the Decision Maker – Value Added Options These are services that you control which the employer would not have access to if they were not dealing with you. Value added means that the employer gets more than they themselves would have required, mainly because the employer will not know what to ask for and any extra effort on your part will generate value added service. The employer must not see your efforts as simply a placement for your client, as they get this all the time when they hire anyone. When you offer more, the employer now has added benefit in dealing with you.

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Keys to Getting to the Decision Maker – Persistence This first step in making contact is more successful if you have persistence. Persistence is the willingness to return to the task of prospecting or making contact with employers even though your ratio of employers saying “No” to you is greater than their saying “Yes”. The cardinal sin in making first contacts is to give up to soon or to put in place a sporadic approach where you start and stop. In the start and stop approach, each time you start again after stopping you are cold! What is happening is that you are not giving the employer a sense of confidence about you. You want to show that you know the job market and the challenges the employer faces around hiring.

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Keys to Getting to the Decision Maker – The Gate Keeper You want to get the Gate Keeper to work with you, not to try to trick him/her into letting you past. Here are some things you can try: 1.Be emphatic and positive - create rapport! 2.Ask for contact without using a formal salutation. You will sound more relaxed and informal and the receptionist will not immediately get defensive. 3.Ask for help! Then describe the reason for your call and wait for advice. 4.Be persistent! Remind the receptionist that you have tried contacting this person before and had no success. 5.Ask the receptionist if the person you are trying to contact is the right person or should you try contacting someone else.

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Keys to Getting to the Decision Maker – Prospecting Discipline In all businesses, not just employment, the successful salespeople concentrate on the discipline of prospecting. That discipline has 4 rules you need to make your own. They are as follows: 1. Have a schedule you follow. Your schedule needs to have specific actions such as:  Meet or say hello to a new employer every day or at least every week  Call at least five employers every week  Follow up on all of last week’s calls 2. Write three standard prospecting scripts before beginning any prospecting initiatives 3. Be positive and believe in the value of your efforts so that your prospecting efforts are working for you 4. Reward your successes so that you overcome any reluctance to make that extra effort when prospecting

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Keys to Getting to the Decision Maker – Prospecting Discipline Too much prospecting time can be wasted when you can’t get through to the person who really makes the hiring decisions in a company. Usually systems have been set up in a company to screen calls, especially calls to employment departments and hiring personnel. That doesn’t mean you can’t get through. It simply means, as you have likely experienced all too often, that you have to find a way around the system. There are many strategies for doing this, but the best one is: Find someone in the company who will help you! You don't have to be all that clever in your approach. Most of the time someone will be happy to help and eventually you will get to where you need to be speaking with the hiring manager.

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Contact Information Bill Santos EMP Oakville

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Questions? Comments?

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Register for Upcoming Webinars February 26 Experiences with Transition and Work March 18 Work Experience Site Development April 24 Working with Youth in the Justice System May 15 Using technology with youth for employment

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Thank You

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Education Credits CRCC Credit (1.5) By February 16th participants must score 80% or better on a online Post Test and submit an online CRCC Request Form via the MyTACE Portal. My TACE Portal: TACEsoutheast.org/myportal

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Southeast TACE Region IV Toll-free: (866) [voice/tty] Fax: (404) Web: TACEsoutheast.org MyTACE Portal: TACEsoutheast.org/myportal

TACE Center: Region IV, a project of the Burton Blatt Institute. Funded by RSA Grant # H264A © Disclaimer This presentation was developed by the TACE Center: Region IV ©2014 with funds from the U.S. Department of Education, Rehabilitation Services Administration (RSA) under the priority of Technical Assistance and Continuing Education Projects (TACE) – Grant #H264A However, the contents of this presentation do not necessarily represent the policy of the RSA and you should not assume endorsement by the Federal Government [34 CFR (b)].