Harnessing the Power of Testimonials, Part 1

Do you ask your clients for testimonials?

Sure you might receive a few unsolicited testimonials.  That’s nice when it happens.  But do you actively solicit them from every client you place with?

As a tactic for winning new business, client testimonials are deceptively simple.  But don’t underestimate the impact they can have on your business.


Here are 7 reasons why you need to start asking all your clients for testimonials:

1. Testimonials let your clients do the selling for you!  Third party testimony has far more impact than any sales pitch.  Why?  It’s more believable.  People are more inclined to believe what others say about you than what you say about yourself.
2. You gain instant credibility.  Especially if you have testimonials from big companies or well known industry figures.  If your referees are credible, you gain credibility by association.
3. You harness the power of “Social Proof.”   People tend to follow the majority and do what they see others doing.   If you’ve got lots of testimonials, people feel safe in assuming that you’ll do a good job.
4. When a client writes you a testimonial, they are re-selling themselves on your service!  They are reminding themselves why they like dealing with you, which could lead to stronger relationships and more repeat business.
5. You move them up the relationship ladder from “client” to “advocate.”  When a client endorses your services in writing, they are making a psychological commitment to recommend you to others.
6. It feels fantastic to get a testimonial!   And when you feel great about yourself, you’re more likely to put in your best performance.
7. The most important – but least understood – benefit of testimonials is that they reinforce your belief in yourself and the value you provide to clients/candidates.  Even if your prospects don’t read your testimonials, you will be a more confident salesperson because YOU have read them.

So how do you get testimonials?  You guessed it … just ask!

Not sometimes, EVERY time. Make it a habit to ask every client you place with for a testimonial.  And you can ask your placed candidates for testimonials too!

It’s so easy and the rewards are so great, it amazes me that more people don’t solicit client testimonials.  However the fact that few recruiters do it creates an opportunity for you to get an edge on the competition!

Next week, in Part 2 of this article, we’ll be looking at 9 secrets for getting really impressive testimonials.

In the meantime, here’s your homework…

Assuming you agree that getting client testimonials is a good idea, why not get started today?  Call at least one client and ask for a testimonial.  Go ahead!  It’s really not difficult, and I promise you’ll get a buzz when that testimonial arrives in your inbox!


For More info: http://recruitmentcoach.com/

8 Reasons for Not Accepting a Counter Offer

   1.  Statistics show that if you accept a counter offer, it is highly probably that you will be back on the job market within 6 months.

    2. The underlying reasons that caused you to consider a change are likely to repeat themselves in the future.

    3. What kind of company waits until you threaten to resign before they agree to pay you what you’re worth?

   4. Where is the money for the counter offer coming from? Could it just be an advance on your next rise? Are you ever likely to get another rise again?

5. Your employer is now aware that you are unhappy. From this day on, your loyalty will always be in question.

6. When promotion time comes around, your employer will remember who was loyal, and who was not.

7. When times get tough and your employer makes cutbacks, the people with inflated salaries and a perceived lack of commitment will be the first to go.

8. Your company is likely to being looking for your replacement immediately, in case you decide to resign again.

About the Author

Mark Whitby is the leading sales performance coach to the UK recruitment industry. He’s the best selling author of 12 audio training CDs, and delivers in-house recruitment training seminars throughout the UK and Europe.

Mark has over 12 years experience of sales, marketing and business development in both the UK and North America. Since 1997 he has recruited and trained hundreds of salespeople from trainee to director level. His clients range from small independent recruitment companies to some of the biggest names in the recruitment industry.

Over 83% of Mark’s revenue comes from repeat business. That’s because he gets measurable results for his clients in the form of increased sales, higher profits, improved staff motivation and retention. And he’s the only recruitment trainer who offers a money back guarantee.

Mark is the creator of Big Billers ClubTM – the world’s first monthly coaching programme for recruitment professionals. Every month hundreds of recruiters dial into his popular teleconference training sessions from the convenience of their own office.

Mark also provides a telephone mentoring service for owner/managers of recruitment companies who want to “work less and make more.”

For a F.REE Audio Seminar called: How to Overcome Fee Objections: 23 Great Answers for when Your Client says ‘You’re too Expensive’ visit: www.RecruitmentCoach.com

For more information about training and coaching, please call Mark’s personal assistant Julie today on 0800 019 8899. International enquires dial +44 131 664 8064.

How to Generate More Leads

Lead generation is actually pretty simple. You talk to lots of people in your niche, and ask lots of questions. You’ll quickly find out “who’s who” — who’s hiring, who’s firing; who’s expanding, who’s downsizing; who’s won the contract, who’s lost the contract; who’s hot, who’s not.

Lead generation should be one of your objectives for every conversation, every day, with every client and every candidate. If you don’t have more leads than you can handle, it’s for one of three reasons. One  you’re not speaking to enough clients and candidates. Two – you’re not asking the right questions. Three you’re not asking the right questions in the right way.

Most Recruiters Gather Leads in the Wrong Way

The way most of us were taught to gather leads – and the method that many recruiters still rely on is actually the least effective. The standard approach is to trick the candidate into giving away their current interviews.  The classic technique is: “Which companies should I not send your CV to for example companies where you’ve already attended an interview recently?” This is followed up with the gambit: “Who did you meet there, was it Jane Doe?” in hopes that the candidate will correct them and disclose the interviewer’s name.

Those old school tactics don’t cut it in today’s market place. Candidates are more streetwise, and hustling them for leads will only undermine your credility and erode their trust in you.  Instead of using the same stock phrases your competitors have already tried, try asking candidates this one instead: “What jobs have you interviewed for recently that you’re no longer pursuing?”

Get Good Leads – ethically and effectively

The secret to getting good information from candidates is to induce the law of reciprocity. Focus on helping them first, then ask them to help you in return. Once you demonstrate that you have their best interests at heart, they will gladly tell you everything you want to know.

Explain that you want to build a long term relationship so that when they’re hiring they’ll come back to you as a client. Tell them that you want to be their representative in the marketplace, and contact employers proactively on their behalf (if that is really what you intend to do). Once you’ve got their buy-in, all you need to do is ask the right questions.

For example, “Where ideally would you like to work? What companies were you planning on sending your CV to?  Let me do it for you, we can use our contacts to give you an inside track.”  Another approach that works well is: “Who are your direct competitors? Which of your competitors would you be open to interviewing with? Which ones would you NOT work for and why?”

More Simple Strategies That Work

Sometimes the most straight forward approaches work the best. For instance: “Who did you report to in each of your last 3 positions and how can I reach them to obtain a reference?” Then take up those references (yes even for permanent candidates) and at the end of the conversation ask the employer: “What’s the best way for me to build a business relationship with you and your organization?”

Be sure to keep in touch with your key candidates – even the ones you don’t place. When your candidate leaves her current job, you’ll be well positioned to find her replacement. And once they’ve secured another position, there’s no harm in asking them which jobs they turned down in favour of the one they accepted. If you’ve done your job correctly, they might even introduce you to their new boss once they’ve settled in. Finally, remember that your candidates of today are your clients of tomorrow. More information please visit site www.recruitmentcoach.com