Many recruiters make the mistake of jumping right into a conversation about price, and this repels candidates. You want to be known as an expert who solves problems, so you need to change the way that you communicate with clients and candidates.

It’s easy to focus on the left brain, which is responsible for logic. However, you cannot forget about the right brain when communicating with clients and candidates. The right brain is all about the why of the situation. Learn to focus on the “why” first and the “logic” second.

 

Every time you communicate with clients and candidates, whether you’re putting together a webinar or sending out an email, you need to keep a few tips in mind. Here’s a look at the six magic pills for communication that will improve the way you communicate.

1 – Problems

The first thing you need to do when communicating with clients and candidates is to find out what problems they are dealing with. Ask questions about the problems they are dealing with at the time. Once you ask your questions, focus on the client/candidate and listen to what they have to say.

When you’re focus on the problems, find out what the need/ problem is and then find out what obstacles are in the way of fulfilling that need or solving that problem. Next, you need to show the cost of the problem. Last, you must show how that problem is hurting the business.

2 – Prescription (fix to the problem, solution)

Now that you’re aware of the problems, it’s time to come up with a prescription for the problem. You need to be able to offer the client or candidate a solution to their problem. This includes showing what you can do, as well as how it will benefit the client. You want to focus on a solution and benefits here, which will open the door for the next steps of communication.

3 – Promise

Start by thinking about the top few problems of the clients of candidates. Once you have those problems in mind, think about what you would give your client if you could give them anything. What result do you want to give the client/candidate? The result is what drives the promise that you make. Then you can make a promise statement to the individual, saying, “I’ll help (who) with (the problem) by doing (the promise).

4 – Model

At this point, you need to demonstrate in simple terms what you do. Keep it simple so clients/candidates can easily understand. Create a model that is easy to demonstrate. Even though your agency model may be more complex, you need an easy to demonstrate, easy to understand model to present to your client/candidate. The model you present will show individuals why they should consider choosing your agency over someone else.

5 – Logistics (what do you do differently)

You should never jump right into logistics when you’re communicating with clients/candidates. Many recruiters make the mistake of talking about logistics and fees first, but this usually results in rejection. Save the logistics for the end of your communication. This is your chance to really show what your agency does differently, making your agency stand out from the competition.

6 – Fees/Price

Don’t talk about your fees until after you’ve shown problems, solutions, and value. Clients are more likely to go along with your fees if they already see how you can solve their problems and offer them value. When you save your fees until the end of your communication, you are more likely to convert clients, and you can also raise your fees in many cases.


 

With these helpful magic pills for communication, you can set up a communication plan that can be used in mode of communication that you use. You’ll connect more with your clients/candidates, you’ll be more likely to see conversions, and you’ll begin to stand out as a leader in your niche.


Or if you are hungry for this now and want to get started immediately schedule a 10 minute discovery call at www.rmi.acuityscheduling.com/schedule.php to see how you can apply inbound one to many strategies in your business now.

Andy Whitehead