Overcoming Client Objections (Part Two)
Following on from last time when we started to deal with the most common objections you have encountered, then numbers 6-10 in the RMI all time top ten are:
6. We have placed an advert and are waiting for the response
7. The last person we hired through a recruiter left after two weeks
8. We are downsizing at the moment
9. If I needed a temp I would get one through word of mouth
10. I’m too busy right now
So if told ‘We have placed an advert and are waiting for the response’ the following may just keep your foot in the door:

• Have you put a closing date on the advert?
• Where have you advertised it?
• Would you consider candidates from some of your main competitors?
• What would your ideal candidate have by way of background?

OK, next up is quite a tricky one because of the negative result from working with a recruiter before and it was ‘The last person we hired through a recruiter left after two weeks.’ You can try:

• That is terrible when it happens, I think that has happened to me once in the last three years and there was more to it than simply a poor candidate - quite the opposite, did the recruiter give you a rebate?
• What job title was that for?
• How long ago did that happen?
• There are no perfect candidates or recruitment companies. Until that point were you happy with the recruiter you used?

On the home straight now we have ‘We are downsizing at the moment.’ Well, we can use:

• How long do you see that continuing for?
• In a downturn you very often lose people you don’t want to because they jump ship, how are you coping with that?
• How are you looking after the people you are letting go, have you introduced them to a recruiter who may be able to help them find a new job?
• Before downsizing, how many recruiters did you work with?

The next one, does not simply relate to temps, for many permanent roles the response could be similar. However, our example was ‘If I needed a temp I would get one through word of mouth.’ Try these:

• That is great - you obviously have a good relationship with your staff if you can do that. What percentage of vacancies have you filled through word of mouth in the last six months?
• If it was business critical, would you use a recruiter if word of mouth did not work quickly enough?
• Brilliant, do you have many temp roles at any one time?
• Do you have a recruiter you do use if it does not work out or if you have some permanent roles come up?

Last, but not least, ‘I’m busy right now.’ Try:

• OK, when is a good time to get you?
• Is there someone else you would trust to discuss this situation with me?

Finally, when answering this one, you can do something we have not discussed yet and that is giving the client a choice of two answers and, if set up right, when they pick one they will be agreeing that the next stage will happen. So try this:

• OK I understand Tom, so when would be better to speak, later this morning or this afternoon?

Giving people choices really helps you get a positive answer because if they pick one then subliminally they are agreeing to do something. For example, in general discussion with clients it’s far better to say “Which of the CV’s I sent did you think was the best?” rather than “What did you think of the CV’s I sent you?”
Right, I am sure the example answers to difficult objections I have given you will leave you with enough options when put on the spot. However, either now or later, please re-read Parts One & Two again and then using your own style & persona review them and work hard to get something by way of a response you are happy with. Next time we will look at ‘client reactions’ such as “What makes you different from the rest?” and “Are you willing to work at ten percent?”