Mojo – (Noun).
1. Self-confidence, Self-assuredness. As in basis for belief in one’s self in a situation.  E.g. In the  context of a contest or display of skill such as going on stage or into battle.
2. Good luck fetish/charm to bolster confidence.
3. Ability to bounce back from a debilitating trauma and negative attitude.

Last time we spoke about objectively reviewing the time you currently spend on particular activities versus the time you ideally should be spending on them.  
 At this stage, I’m willing to bet that one of the major areas that you highlighted for yourself was your time spent on the phone either developing clients or contacting candidates. Is it also that part of your shortfall of time spent, if not a big chunk of it, is because you have lost confidence in doing it and stopped enjoying it and results have consequently dwindled? Well, if so, it’s time to get yourself a comfort blanket to rebuild your confidence.......

 Do you agree that clients who have already hired you in the past and paid you a fee will be more warmly disposed to you than someone who doesn’t know you? And do you agree that candidates whom you have placed whether on a perm or a temp contract will give you a warmer welcome than someone who has simply been registered and is lying dormant on your database? Yes? Good. Then we are going to utilise the warmth they will have for you (or your company if they are not a direct contact of yours) and we are going to ask them for leads for jobs and/or candidates. You aren’t going to ask them for business or if they want to move but ask them for ‘sponsorship’. That’s someone that they know (and with whom we can use their name by way of introduction) who would have authority to discuss recruitment issues or  be right for a job or potentially looking, depending on who you call.

So get yourself two lists. Firstly split your client base into A’s, B’s &C’s.  A’s are client contacts who  have paid you a fee in the last 6-12 months. B’s are ones who have paid you a fee in the past outside of that timescale and/or who have given you a vacancy that didn’t result in a fee. C’s are people you can call and talk with but nothing meaningful has yet arisen from your conversations.   The second list is A’s, B’s & C’s for candidates. A’s are people you have placed in the last 6-12 months, B’s are those you only got out to interview and C’s are those people you have spoken to but haven’t as yet helped managed to obtain an interview for. Now, starting at the A’s, you are going to ask your clients who they know to be responsible for recruitment/hiring issues – people in other departments or other offices in their organisation, people in sister companies, peers  they know in other organisations and/or  people they know in an organisation your sponsor has worked in  previously.  Remember, this isn’t an afterthought - this is the reason for your call.  And it’s similar for candidates. Start at the A’s and find out who they know who is responsible for recruitment and/or who do they know who might be looking for work or might be right for a role you are working on.

All of the above calls are going to be painless, will result in some good conversations and leads and will help build back up your confidence over the phone. Then, with the leads you have uncovered, you will have the comfort of being able to quote someone’s name by way of sponsorship when making your introduction and thus have more painless conversations. Go on start making that list!