Tag Archives: Recruiter Training

Top #Salespeople of All-Time: Jordan Belfort

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Perhaps the most famous on our list, Jordan Belfort could be one of the most controversial salespeople in history. The name might be familiar to you if you’ve seen the big screen adaptation of his life story, The Wolf of Wall Street.

Belfort, who is now an American author and motivational speaker, is a former stockbroker who plead guilty to fraud and related crimes in connection to stock market manipulation as part of a penny stock scam.

Belfort founded Stratton Oakmont with friends and they used it as a boiler room that marketed penny stocks and defrauded investors with the “pump and dump” type of stock sales. At one point he employed over 1,000 stock brokers and was involvec in stock issues totaling more than $1 billion.

Stratton Oakmont was permanently shut down in 1995, and now Belfort is a motivational speaker stressing business ethics and speaking out on his actions early in his career.


This is the sixth part of our 14-part series on the Top Salespeople of All Time. Are you afraid you’re going to miss an update? Subscribe to our mailing list to receive a weekly update from Curta Precision Recruitment.

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Top #Salespeople of All-Time: Erica Feidner

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Erica Feidner has been regarded as the Piano Matchmaker, having successfully matched over 1,200 clients with pianos. Erica is a trusted adviser to musicians everywhere and prides herself in matching artists to their instruments.

Erica was the top sales representative for Steinway & Sons worldwide for eight consecutive years, selling over $41 million dollars in pianos. She was able to overcome the roadblocks in creating a sales message that appeals for both first-time purchasers who are hesitant to make the purchase, and experienced players looking for a constant companion.

Feidner has the ability change her sales approach to suit the stage at which her prospective purchase is approaching the sale. She meshes her skill as a piano teacher, which her business acumen and piano knowledge.

In 2014, she joined the world’s top piano retailer, the Faust Harrison Pianos. Erica Feidner believes that each piano has a unique soul, that is why it is significant to know what a client longs for.


This is the fifth part of our 14-part series on the Top Salespeople of All Time. Are you afraid you’re going to miss an update? Subscribe to our mailing list to receive a weekly update from Curta Precision Recruitment.

Top #Salespeople of All-Time: Joe Girard

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Having sold 13,001 cars at a Chevrolet dealership in a 15-year period, Joe Girard has been widely regarded as the world’s greatest salesman and has even been recognized by the Guinness Book of World Records.

It was in 1963, that a 35-year old Girard walked into a Detroit dealership and beg a doubtful manager for a job as a used car salesperson. He sold a car on his first day and by the second month the other salespeople wanted him fired because he was too good. He moved on to another Chevrolet dealership where he worked until retirement. It was there that he set consecutive sales records over a 12-year period.

In 2001, he was inducted into the Automotive Hall of Fame. He attributes his success to sending out 13,000 greeting cards per month to stay in touch with clients.


This is the fourth part of our 14-part series on the Top Salespeople of All Time. Are you afraid you’re going to miss an update? Subscribe to our mailing list to receive a weekly update from Curta Precision Recruitment.

Cultivating Curiosity – How To Sell Effectively

In Chris Guthrie’s I’m Curious he starts with pushes a good negotiator forward:

Good negotiators must understand their counterparts’ perspectives, interests, and arguments to do well at the bargaining table. To understand one’s counterpart a negotiator needs to be curious about what her counterpart has to say. In other words, a negotiator should cultivate a stance of curiosity. (I’m Curious)

My curiosity is what drove me to recruiting. My urge to know what’s going on in every industry, how the marketplace was shaping up, and how big business ran on a day-to-day business has help me close more deals in my career than sheer talent. I’ve always wanted to know how your business works and how it could be more effective. I want to know every piece of your business from top to bottom, and it’s this curiosity and willingness to learn that has made me a great salesperson.

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From a training point of view, curiosity is the holy grail of education and what makes you an excellent student. It’s this curiosity that endears you to clients, candidates and team members. It is the attribute that makes you seem genuinely interested in what any given person is telling you. Curiosity is one of the most overlooked attributes any given person can have, but this modesty gives others the idea that you would like to genuinely know them and their business. (TeachThought)

Self-taught designer Tobias van Schenider says that everything starts with a willingness to learn and curiosity, and that cultivating and sustaining your curiosity starts with surrounding yourself with people who are “better” than you and make you feel good about what you’re doing. (LIFEHACKER)

Tobias is right, cultivating curiosity can come from having a genuine enjoyment and interest but there are also other ways to open your mind and feel that same urge to learn about business around you.

It’s important to keep an open and curious mind. Be open to learning, and relearning about your potential client or candidate. You should be prepared to adjust the profile that you already have in your head.

Don’t just accept things at face value. If you take everything as you see it, you’ll never push beneath the surface and really figure out why is something works that way.

Ask questions. Part of actively listening to your client is hearing what they are saying to you and asking questions about why it’s like that, or where that comes from.

See learning as something fun. Don’t walk into this as a sales call, don’t stress about business development. This is just a conversation with someone in your industry. This is a networking call and you’re just taking the time to dig into their business and how it works. Enjoy the learning process because even if you don’t pick up business, you’ve learned about yet another company in your industry.

Curiosity is the basis of my sales training and what has made me so successful in my career. While I can’t teach curiosity, I can foster it and this is ultimately what will make you an elite sales professional.

We are holding a Sales Training Course on September 21st, 2015 for information about the syllabus, please visit our website or contact us directly for more information.


Our Selling in the Knowledge Age is going to be running from 9 AM EST – Noon on September 21st. For an in-depth look at the syllabus, please check out our website or contact myself directly at rebecca@curta.ca.

I am a Professional Listener, Are you?

Simply hearing what I’ve said does not mean that you are listening.

How many times has your significant other said, “But, I told you that last week,” only to have you forget the conversation entirely?

Active listening would insure that you not only heard what your hubby told you last week, but also retained the information and carried out the task.

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Active listening is a technique used by counselors, coaches, and even crisis negotiators. It’s an invaluable technique used in counseling, training, and conflict resolution that requires the listener to paraphrase what they’ve heard in the conversation back to the speaker. This means that the listener is always fully engaged with the conversation instead of only hearing a passive message at the end.

Active listening doesn’t stop at the ears, but becomes a conversation that you have with almost all of your senses. You need to be seen as an active participant in the conversation otherwise the speaker will assume disinterest and stop putting information in front of you. This means nodding, maintaining comfortable eye contact (not intimidating crazy eyes), and a posture that portrays a willingness to contribute to the conversation. With all of this feedback, the speaker in your conversation will be more willing to continue on.

I mean, how many times have you had a conversation with a teenager, only to have them immediately gravitate towards their phone while you’re talking? Does that make you want to continue?

However, it’s simple to feign interest with body language, so how do you make sure you’re actually listening?

Remember key points from the conversation. This is helpful in future meetings with that particular person because they will feel that you value their concepts and ideas.

Ask questions when necessary. If you don’t understand a point the person is trying to make, ask for a clarification without interrupting.

Have the ability to summarize. After a conversation you should be able to re-state in your own words what the person had told you. This allows them the opportunity to correct you if necessary.

How does this benefit you at work?

  • Above all, it shows a certain level of respect for the person you’re speaking with. It shows that you respect their ideas.
  • As said above, it allows the speaker to correct you if necessary. Which in the long run will save you and your manager time and money. As a manager, this also means that you will be able to detect and solve any problems that may arise in your team much quicker, as you will know exactly where they’ve gone wrong.
  • It will expand your capacity to retain further knowledge. It means that you are not only showing respect to those you are speaking with, but every conversation becomes a learning experience instead of just time wasted at the coffee pot.

I have been a Recruiter’s Coach for many years now and implement these active listening techniques in each session with a client. I am able to get to the root of your problem each time through processing your stories and ideas. I am always available to speak with those in the industry for career consultations or scheduling coaching sessions.

Job Progression is Important, But Why?

As you progress in your Recruitment career, you understand that you can tell a lot about a person based on their resume. When sourcing candidates, Recruiters should always be wary of the resume with no clear job progression or a big break between jobs.

If you see a big break, you should take a big step back.

A break in job progression can say a lot about the person behind the resume, and as I always say, “Past behaviour indicates future behaviour.”

Longer they climb, the more they know.

A candidate who has spent time climbing the career ladder has clearly invested time into learning the ins and outs of the industry in which they work. Someone who has been climbing the ladder within a certain organization, or has a very clear and developed job progression has certainly had more in-depth and valuable training than someone who has jumped around in his or her progression and career choices.

This candidate would also be interested in training and development opportunities, with a significant interest in continuing to progress their career.

This is also valuable information for your client if they end up liking that candidate, it tells them how much they will need to invest into training for that potential employee.

Expect them to keep jumping if they tend to jump around.

Looking at a resume with a lack of focus and career progression is a direct reflection of the candidate. If there is no clear progression on their resume or they often take time in between jobs, it can mean that it will be very difficult to tie that candidate down for any period of time.

Tells you how to approach them.

Aside from predicting future behaviour, a candidate’s job progression is a great way to determine your approach. A blanket approach with all levels of experience is an ineffective way of attracting to quality candidates. Remember to respect the qualifications and tenure of those you’re contacting.

Salespeople are the exception to the rule.

As always, salespeople are often the exception to the job progression rule. There is often very little standard job progression in sales. They can go from a manager to a vice president within a couple of years, only to go back to a managerial role.

An important rule to remember in terms of job progression is simple, “Past behaviour indicates future behaviour.”

Video

This is Why People Hate Us

What happens in this video is why candidates hate the Recruiting Industry.

Every time an untrained, desperate Recruiter steps out into the marketplace and mass emails canned responses to candidates, the reputation of our industry takes yet another hit.

If you’re not concerned about the reputation of the Recruiting Industry, then you should at least be worried about your own. If your Recruiters are sending irrelevant job offers to unqualified candidates, they are hurting your brand. Do you think that top talent is going to want to work with green Recruiters that are desperate to jam a candidate into an open position?

If your Recruiters are untrained then they are NOT ready to be in the market.

Thank you so much to Matrix Resources for posting this video!!

Build Your Agency from the Bottom Up – Free Webinar!

Curta is presenting Build it From the Ground Up, a free webinar focused on moving from just your desk to an entire agency.

The webinar will be on Friday May 15th from 2:00 p.m. – 3:30 p.m. EST with limited registration space available.

Jeff Chaponick, the CEO of MAC Executive Recruiters, will be on hand answering your questions about how he took his business from the ground floor to a team of 100 Recruiters. In 2015, MAC will be on track to bill enough to climb into the top 10% of recruiting firms.

Jeff will be welcoming questions from other independent business owners about growing their own agencies and expanding into 2015. All questions must be submitted ahead of time to Rebecca Sargeant, who will be moderating the call. Please submit all questions to rebecca@curta.ca before the webinar date.

Join the webinar at this link.


22c88caJeff Chaponick was in the garbage business and sold his company to Waste Management, retiring to Florida at 33. Six months into his very boring retirement, Jeff met the owner of a new Management Recruiters International (MRI) franchise who helped Jeff start his recruiting career.

Jeff became a top 10 (out of 5000) recruiter for MRI globally and was then recruited to join the Lucas Group. Jeff did this for several years until he decided to form his own firm in 2002. Since then, MAC has acquired a team with more than 100 years of experience among its managers alone, and has doubled, even tripled, in size year-to-year.

You’re a Recruiter, Not a Used Car Salesman

There is a split in this industry; the people who chase a job req and the recruiters who care about growing a candidate’s career. I like to think I’m the latter.

As a recruiter and a business owner, I operate on honesty and trust. If I help you grow personally and professionally, you help advance my career. It is reciprocation in its purest form. I am not looking to jam the first suitable candidate I find into a job position that they are not interested in. If I have your best interests in mind then I build my brand on integrity and trust, instead of cheesy sales tactics. I am not a used car salesman, but a recruiter.

If I call a potential candidate, I’m not selling a job that isn’t suited to their lifestyle. If this potential candidate has a sick mother and four children to care for I’m not pitching the opening I have halfway across the world.

Ask if they’re looking to advance their career. If they are open to moving their career along, then slowly ask what their dream job would entail. If their next step is to a job that involves a lot of travelling and they’re looking to see the world, then tell them about the opening you have in Hong Kong.

It only takes 30% of the recruiting industry doing it badly before they give everyone a bad name. Bad hunters shoot at squirrels, purple squirrels. If you’re looking for big game, don’t fire your gun without thinking.

In our industry, it’s not about chasing req’s. It’s about helping businesses and candidates meet personal and financial goals. Recruiters build the workforce and develop businesses through staffing.


David MandarFor over six years, Curta has been taking the guesswork out of Recruiter Training, and strives to achieve consistent training across the Recruiting Industry.

As of April, we have officially kicked off our 2015 Spring Training programs. Of the hundreds of Recruitment Professionals that Curta has trained, many have gone on to be top performers with their organizations. Join our mailing list for more information about upcoming training sessions and coaching openings.

No More Guesswork With Recruiter Training, Just Profit

As someone who headhunts Recruiters I will be the first to tell you that Jr. Recruiters aren’t coming out of the big agencies with the same training anymore. You can’t rely on the big agencies to teach your Jr. Recruiters the basics.

It’s more important than ever to take the guesswork out of your internal training, especially for new hires.

Stop relying on work experience to teach your new hires.

All of our training programs are based on a combined fifty years of hands on experience running a profitable desk and business in Recruiting and Staffing. Our training goes beyond just using a single formula for success. The methodology that we use explains how and why different formulas work, then assists in designing a personal and workable success formula.

Of the hundreds of Recruitment Professionals Curta has trained using our Recruiter Training programs, many of those that passed with a grade of 80% or higher have quickly become Top Performers.  Furthermore, many business owners that send new hires report that by Friday afternoon, the students are fully trained and can handle a workload equal to recruiters who have finished a three-month internal training program.

As of April 2015 we have officially kicked off our 2015 Spring Training programs and since it’s the beginning of the year, I am sure that this class will fill up quickly. Our five-day interactive Rookie Training Program teaches the foundations of headhunting, with your new hires learning in the mornings and back at their desk in the afternoon.

By the middle of the week new Recruiters are headhunting candidates and by the end of the week they are presenting candidates.  With our curriculum and training approach Business Owners are reporting back a higher than normal success rate with their internal hires


rebecca_smallWe are gearing up our 2015 Spring Training with our Recruiter Foundational Training Program. Our next session is April 13-17, contact myself for more information about this training opportunity! To check out the brochure click here or register right now via PayPal.