if you're struggling to secure qualified recruiting clients on a consistent basis if you're feeling stressed about working on new clients requisitions all for nothing they're ghosting you they're not following through with candidates that you're presenting to them and you're just not closing deals then it's most likely because you're not following this proven two-step system to get more qualified recruiting clients hi I'm Russell lioz owner founder of recru me where we help aspiring recruiters leave Corporate America quit their jobs at agencies and HR departments being corporate recruiters and start their own recruiting agencies earning over $220,000 a month consistently from the comfort of their home I'm going to dive in right now and show you exactly how this two-step process works for navigating a client for making sure that your client will never ghost you again so this is where we house all of our templates and forms that you'll be able to utilize once you join recruting me so here's how it should go guys right when a client gets back to you either through an email a LinkedIn message a CO call whatever it is and they have interest in meeting with you because they have a hiring need the first thing you should do is drive them to a 10minute intro Zoom call you want to meet them virtually that is your closest face-to-face encounter that you can have if you work remote and they're in a different area and you just can't meet for lunch or go to their office get on a zoom call as soon as possible start building that relationship cultivating that relationship let them see your personality your charisma that's very crucial to maintain really good relationships with clients and candidates as you grow your new recruiting business all right so you want to get down to the point where whatever calendar service you're using and by the way our applicant tracking system can give you calendar links you want to customize it to where it says 10minute intro call that should be the psychology behind the first step all right so you go to that Zoom call and here's the idea guys this is the first step in the Journey of bringing your client to closure this is going to be a 10-minute call hey Bob it's great to meet you here on Zoom it looks like you have a hiring need I'm really excited to learn more about this so here's how I would like for this call to go I have a hard stop in 10 minutes and I want to respect your time as well I'd like to explain to you how we operate how our system works most importantly get a very good idea if your requisition is qualified to use someone like me and let's see if the star is align for us to move forward to the next step which would be our Discovery call on a different day and time that we can agree towards does that sound fair Bob and let Bob answer right so chances are Bob will say great yeah what do you got Russ okay and at that point what you want to do is maybe exchange very minimal pleasantries right but get to the point so Bob it looks like you're looking to hire a project engineer and that's fantastic that's right in our wheelhouse we've been working in Wireless for 20 years um but I really want to find out from you on this 10-minute Zoom is a couple of things number one has this requisition been approved to use a third-party agency recruiter like myself and let them answer that and let them speak all right so you're going to find out maybe Bob's just fishing around right now now he hasn't brought it up his chain of command internally at his company and that's a red flag that's a requisition that you do not want to work on yet other good questions to ask would be Bob are you using any other recruiters right now to assist you in filling this role or am I the first recruiter that you've spoken to get an idea if you can have the exclusive maybe Bob might have an email list of a 100 recruiters that he's going to Blitz this wreck out to and again another red flag you don't want to compete with other recruiters and have internal Equity Wars and you guys are posting the same job ads you want to go for exclusivity with wrecks that you get especially with new clients another great question I love to ask would be Bob on a scale from 1 to 10 10 being the most urgent for you where do you rate this hiring need this requisition if they give you anything less than a nine like a seven or an eight you want to dig in so a good follow-up question would be so it's a seven okay what why isn't a nine or a 10 Bob and let them speak you're going to uncover so much in those 3 to Four Points between a seven and 10 that's going to make you realize that this wreck may not be ready for you to work on yet and you're going to spin your wheels and not want to go to the Second Step the discovery call just yet so once you ask a few of these pre-qualifying questions then you want to dive into exactly how you're going to build the client and how you're going to operate going forward so I do performance- base search otherwise known as retain search and if you're leaning towards that structure which I hope that you are I'm a big fan of it I don't want you working for free anymore because you are high value all right that's the mindset that I want you to have so that conversation should go like this Bob let me go ahead and explain to you how we operate from a pricing structure so we're a little bit different than most recruiters that you may have worked with in the past or that you may work with going forward and I understand that and I appreciate that but what's worked for us throughout time this is what our clients tell us is that we work on performance base and the way that works very similar to retain search this structure has allowed us to find and secure a player passive candidates for our clients we don't believe in going on job boards like indeed or Monster or even LinkedIn to find active job Seekers who aren't producing at their current employer or maybe got let go for reasons that you don't want to inherit so the candidates that we build strong relationships with in our candidate pipeline are passive a player candidates that are meeting an exceeding company objectives year over-year but over time as we are able to build that relationship with them and that trust they're open and willing to hear about other opportunities and willing to make the leap and these are the candidates that you want Bob so that's how I briefly explained performance base and the justification behind it I even go as far as saying Bob I wish you had a little bit of time to actually come on my side and sit in a recruiting agency especially the contingency recruiters and there's so many of them they've just graduated college they're working at agencies getting trained to basically take everybody's hiring need and requisition and work for free and what they do in the morning they come in they have a meeting you know and they have all these companies on their whiteboard there could be like 50 or even a 100 companies of Rex that they're working on and you're never their priority cuz you haven't paid them anything so they're going to decide on a Tuesday or a Wednesday whose business they should focus on bottom line is you're not their priority because they may have another client that's paying them more money more percentage it benefits them to close that requisition before yours but with performance-based search you're our priority our recruiters are invested they know that they received a payment upfront from you they know you mean business and your sense of urgency is very heightened so how it works very simple I don't really know what that rate's going to be just yet guess estimation 25 to 30% of salary but until we do the discovery call is when I can actually send you a customized proposal and we collect a third of that fee on day one before the search commences but here's the best part you don't pay us a penny until we present three vetted secured candidates to you on a short list form and when you agree that you want to interview at least one of those three candidates that's when the second invoice will go out to you and the final and third payment will be due on the first day of hire when that candidate sits at your place of business starts working on day one Bob does that sound like a fair structure and are we able to move forward to the Discovery call here it's it guys let them talk they're going to tell you an adamant no way I would never pay a recruiter on day one I don't understand that that's not for us you know a lot of instances guys I actually reject more business than I take because I already know what's going to happen that's going to be a nightmare for us we're going to put so many hours into this client's business they're working with other recruiters they're scattered they're not organized I don't want that business I called that b-rated business right there's better wrecks to get out there guys just do the filtering do the Sorting use tools that we can show you to automate your sales and marketing efforts to sift and sort and filter through the tire kickers and the ones who really appreciate you and we'll have a strong partnership with you and we'll follow through and you'll be able to close more deals if they say that that sounds good and reasonable fantastic Bob let's go ahead and get the discovery call in the books right now it's going to take about 30 to 45 minutes I would also ask that you bring any and all stakehold ERS decision makers to this discovery call I've got a very strategic list of questions that I want to ask you and your team and then from there I'll be able to architect a customized proposal for you with everything outlined terms conditions your fixed rate and I know you're going to be very impressed after you receive our custom proposal so Bob does tomorrow work for you at 400 p.m. Eastern I have availability then that's it guys that's how it should work that is your two-step process for holding your client by the hand being authoritative being confident bringing them along your journey not their journey and keeping them on the path to closure and so when you get to the Discovery call next day you're going to have this form right here that we give to our membership base you can go ahead and access it download it have it right here and this is the form that you're going to want to follow it's amazing it gets your client talking it shows that you're an expert in your field it's a very consultative approach and you always want to be impressing your client and always be closing and these questions right here will help you do that so there you have it guys if this helped you in any way please go go ahead and smash the like button above and please schedule a call with us if you're struggling with getting qualified clients and closing more recruiting business this is not an easy thing to do I can feel your pain I can feel the frustration we have a remedy for you we have the medicine it's working for so many members right now and we'd love to meet with you and give you a demo and show you how this can work for you