Six Sigma Selling. Presenter: Margaret Graziano Owner, KeenHire Inc.

Transcription

1 Six Sigma Selling Presenter: Margaret Grazian Owner, KeenHire Inc. Margaret Grazian is the wner and managing partner f KeenHire, Inc., a full service talent management slutins firm. Ms. Grazian has wrked in the recruiting industry since 1983, and has been using pre-emplyment assessments and behaviural based interviewing since Her specialty is in caching and training recruiting and HR prfessinals, as well as crprate hiring managers, n bridging the gap between recruitment and retentin. She has mastered the benchmarking prcess, applied these skills t the candidate selectin prcess, and created systems and prcesses that fcus n chsing the right hire. Abut This Segment Sales is the lifebld f any rganizatin. Nw it s time t take YOUR sales skills t the next level. In this sessin, Margaret Grazian presents advanced sales cncepts entitled Six Sigma Strategic Selling. Yu will learn abut creating expnential sales pprtunities, leveraging the wrkfrce labr shrtage, hw t differentiate yurself, strategic partnering and much mre. Meeting: Six Sigma Selling by Margaret Grazian If yu are reviewing this episde with a team, break this episde int tw different segments. Facilitatr (begin the vide and pause at 12:29): Margaret is ging t give several mre suggestins n differentiatin, but let s pause fr a mment and talk abut the scenari she s described. This 30-secnd elevatr pitch is nt a new cncept but let s rle play fr a mment. Have a few members f yur team describe why them why yur firm is different r why they shuld use yu ver ther recruiters. Nw, put them thrugh the fllwing tw tests t determine differentiatin. Test #1: Fr every statement in yur cmmercial, say the ppsite. Fr example I nly represent the best, A+ candidates wuld becme I nly wrk with the wrst, F- candidates. I am relentless in getting yur search filled turns int I will wrk n it fr a bit, but when it s hard t find candidates I ll mve n t anther search. What des this test indicate? If it wuld never make sense t say the ppsite statements in yur cmmercial, yu need t revise. It is mre than likely fluff and filler wrds and nt differentiating at all. Test #2 (if have mre than ne versin f cmmercials in yur grup): Have each recruiter read their scripts alud, then have everyne rank them in rder f wh yu d buy frm first. Yu can even create an annymus feedback frm s peple can give true cnstructive criticism. What des this test indicate? If yur cmmercial was ranked anything less than first, yu ve lst the business. Revise, re-differentiate, and repeat Test #1 and Test #2!

2 Facilitatr (resume the vide and pause at 20:19): Let s talk abut asking great questins. One f the better ways t differentiate yurself isn t with a universal script that fits fr every ccasin and every client it s by asking great questins that in and f themselves differentiate yu. They als give yu the answers that yu need t be able t create a specific slutinriented value prpsitin fr each client individually. Let s create a list f questins that are high-level, big picture questins that g beynd a current need. Examples: Big picture - what keeps yu up at night? Imagine that yu wake up tmrrw and yu guys are immediately in a new sectr f the business. Barring any barriers t entry what wuld that be? Hw wuld the lss f yur (biggest custmer/vice president f /yur patent/biggest prducer) impact yur business ver the next 12 mnths? What s yur cntingency plan? What is the biggest threat t yur business ver the next 24 mnths? What are the things that frustrate yu in yur recruiting prcess? What s yur biggest cmpetitr ding that yu wish yu were? What is yur cntingency plan if yur (hiring/r&d/sales/business develpment strategy fails? Week 2 Meeting: Six Sigma Selling by Margaret Grazian Resume the vide where yu left ff last week (20:19 f the first half), and run until just 1:39 f the secnd half. Facilitatr (pause at 1:39 in secnd half): Margaret mentins a scripted intrductin that wrks fr her causing a pattern interrupt frm her audience. D yu like that apprach? Why r why nt? Let s mdify the script belw t whatever wrks fr each f ur audiences pattern interrupt is a pwerful tl t disarm peples knee-jerk defense mechanisms and prgrammed respnses. What revisins t the script belw wuld make it wrk fr yur market? This is (name) frm (cmpany). We nt spken befre and I am nt even sure if it makes sense fr us t talk. Wuld it be all right t briefly tell yu why I have called and then yu can tell me if it makes sense fr us t g further? We wrk with cmpanies perhaps like yurs, in helping them increase their effectiveness and efficiency in their hiring prcess. Typically if smene like yu had an interest in speaking with smene like me it is because they have cncerns in ne f three areas. They are tired f having their plans fr grwth stifled by turnver, pr quality hires, r wrng matches. They are frustrated with the lw return n their investment frm new-wave staffing slutins (like jb bards, r ckie cutter click and send recruiters). They are cncerned that their staff is already inundated with MANY high pririty tasks cmpeting fr their time basically, they knw smething s gtta give and they are pen t utsurcing the recruitment and selectin.

3 Facilitatr (resume the vide and play until the end): Margaret has cvered a great deal f material when it cmes t setting up a unique sales prcess with yur ptential clients. Let s break dwn each f the areas ne by ne and make sure we are fully equipped t ask the right questins t get the infrmatin we need. (Get them started with the examples belw and brainstrm additinal questins t differentiate and gather infrmatin) Search Prcess: What have been yur biggest frustratins with yur search prcess? In the past, what has caused yu t fire ne firm and hire anther? When cnducting a search, d yu knw if the entire market has been cntacted? D yu knw hw many peple d the exact jb that yu want dne? Hw many calls were made n yur behalf last week? Is that imprtant fr yu t knw? What is the marketplace saying abut yu? Wuld yu like t knw that kind f infrmatin? Have ther search firms presented their presentatin/script t yu fr yur apprval/suggestins? Is this imprtant t yu? D yu knw hw they are describing yur pprtunity? Analyze the Rle: Lking back at yur last X number f hires that did nt wrk ut, why did that happen? Think f yur tp peple what skills/skill sets d they pssess that are s difficult t attract r replicate? What d yu need this individual t accmplish in the 1 st 12 mnths n the jb (specific tasks/achievements)? Think f the last few hires yu made in this rle what was the main selectin criteria yu saw in thse peple that cnfirmed that they were the right persn fr the rle? Understand hw t Pwer Merge: Share with me a success stry f smene in yur rganizatin in a similar rle. What s the best way t describe where yur cmpany is headed? What is driving peple t yur rganizatin? What brught yu there? What keeps yu there? Talk t me a little abut yur culture What advantage des a persn wrking fr yur cmpany enjy ver the cmpetitin? Hw des yur cmpany differentiate itself? Gain Cmmitment: Wh are the parties that need t sign ff n initiating a search? What is the interviewing prcess? Wh will they meet with? What can yu tell me abut each f the interviewers? What kinds f questins d they ask? Hw d yu like t see a candidate dress fr an interview? D yu fly in the candidate s spuse? Talk t me abut the typical timeline f the interviewing prcess. Hw sn d yu get back after a submittal? What expedites the prcess and what slws it dwn?

4 Hw much infrmatin are yu accustmed t getting in regards t a particular candidate? Just a resume? What infrmatin is imprtant t yu? Family status, salary, mtivatin fr change, etc Hw d yu evaluate persnality traits when interviewing? Is there any type f behaviral prfiling system that yu currently use? Pst-Placement: What else can we d in the future t make this a better prcess? What did I d that was better than what yu ve seen with ther recruiters? What did I nt d, but yu want me t d, that ther recruiters have dne? Facilitatr: Last but nt least, Margaret mentined the imprtance f being able t present hw yur search prcess is different frm yur cmpetitrs. Let s first write dwn hw we initially describe ur search prcess. (Have everyne take a few minutes t write dwn hw they wuld explain t a client hw we wrk ) Read alud and wrk n fine-tuning a few t make them even strnger. What d yu d in the prcess that is different than ther recruiters? Hw d yu screen? Hw d yu shrt list? What kind f references d yu slicit? Build yur list f differentiating factrs, and revise yur scripts accrdingly. On the last page is the slide that will help yur call flw as yu define yur custmers, yur value prpsitin, and deliverables:

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