In January of 2018, I was prospecting potential recruiting clients in Minnesota and I saw one company already in our system that looked interesting. I revisited previous messages between my company and the client, and I noticed the hiring manager was not only very defensive but also had declined recruiting assistance in the summer of 2017. Plenty of time had passed since then, so I figured that it could not hurt to check in and see how things were going with the client. Months later, I had successfully filled all four of the openings on the hiring manager’s team.
It is easy to give up all hope when the word “no” resonates as a sense of failure. Admittedly, I have been there before and left potential business on the table because I walked away. This was an insidious mindset that I had developed early on in my career. It wasn’t until January 2018, that I realized “no” is temporary when it comes to recruiting new clients. Just because someone tells you a working relationship cannot be developed does not mean that it will not. As my current manager often says to me, “a no is a yes waiting to happen” in the context of contingent business development. Over time, I have learned how to navigate a “no” in a way that still proves my value as a recruiter.
Objection: “We are all set for right now and don’t need any recruiting services.”
Overcome By: Monitoring company activity and checking back in one to two months later.
This is the most common form of “no” in the hiring process. Just because a hiring manager mentions they are all set, it does not mean the hiring process is complete. Give the hiring manager some time, but circle back soon to see how things went with their hiring. Even if they completed the search, you’ve now initiated a professional dialogue between another professional in the field by actively building a relationship. Checking in goes a long way because the next open role could very well be at the front of their mind and here you are, readily available to lend a hand. To maintain that relationship, I strongly advise making consistent small gestures such as wishing happy a holiday or congratulating company successes. It may seem unusual at first, but I can promise you that the small effect may ripple into larger ones in the future. If you care for your prospect, then you will receive care as well.
Objection: “We already work with another firm/agency/recruiter.”
Overcome By: Proving your value
It is a rarely straightforward process to become an approved vendor with a prospective client when you factor in agreement negotiation and the process of signing documents. In a similar vein, it is easy to feel like the cards are stacked against you as a prospecting business. But, don’t give up!
For recruiters that focus in specialized niches, this is your time to shine. Allow time for the hiring process to continue, and if the position remains unfilled, go to your best prospect who is available and looking, and showcase highlights from the candidate’s resume to the hiring manager. Loyalty can be a double-edged sword in business. For hiring managers, it is a great feeling to know that you can rely on someone to get the job done. However, some roles are not linear, and even the strongest recruiters can overlook an unturned stone. This is a frequent dilemma. So, hiring managers who are not finding success must turn to alternative solutions – you.
Not only are you coming to the rescue, but you are also proving your value by walking the walk. Hesitant hiring managers are only hesitant because all-day solicitation from multiple recruiters can seed doubt into any other new recruiter approaching them. If that is the case, then do not tell them what you can do. DO WHAT YOU CAN DO. Be respectful and thoughtful, and do not send over unwarranted candidates. Maintain professionalism by explaining you are associated with active candidates who possess the hard-to-find skills that they’re so vehemently pursuing. Take small iotas from a resume only with a candidate’s consent and highlight why you think that candidate’s background can solve the hiring manager’s dilemma. If you can persist through the objection, not only will you be rewarded for filling the difficult role, but you will also be considered for future opportunities with the same company. So, do you still wish that you just walked away….?
Objection: “We’d rather not pay a fee for this role.”
Overcome By: Explaining your practice.
Most recruiters will hear this objection and think that it is the end of the road. Although it can seem like a roadblock, many hiring managers are simply not familiar with agency recruiting structure and its benefits. For a contingent recruiter, this is the perfect opportunity to explain your plan on filling a role through various sourcing methods. Once the hiring manager understands, you can then describe how contingent recruiting works. Personally, I clarify to hiring managers that they can review as many resumes and hold as many interviews as they want at absolutely no cost. For hiring managers who have only worked with retained searches, this exposure to another creative options serves as a huge benefit. By offering more flexibility with a payable or a guarantee can turn the initial rejection from a hiring manger into a long-term opportunity. Without jumping to assumptions, understand your client’s dilemma and then offer a flexible option. You will start to see more work come your way.
Ultimately, always keep in mind that a “no” is beneficial to you. Maybe it is not of benefit right now, and maybe it will not be a benefit for more than a year, but people and situations do change. Do not let objections get you down! Ask questions and understand why someone is in the hiring predicament they are in. You’ll quickly realize that doing all the little things makes you stand out from the rest of the competition.
