xanax or ambien better for sleep buy ambien online ambien vs ativan for sleep

soma wiki ross soma medication order soma online texas

insufflation of tramadol buy tramadol can tramadol cause hives

soma caravaning center bremen gmbh buy soma online soma intimates kenwood mall

how can i get my doctor to prescribe ativan ativan lorazepam ativan sublingual or oral

is trazodone the same as valium buy valium online is valium used for panic attacks

valium and ulcers diazepam 5mg how long to drive after valium

can you take xanax with tums buy xanax xanax to my dog

ambien for neuropathy buy ambien online can ambien cause tingling hands feet

ambien buy Wichita Falls buy ambien ambien no prescription fedex

Got a minute? If you're a busy manager, that's about all you have. That's why Carla Cross, management coach, speaker, and author, has created this blog just for you, with ready-to-use tips to master management through people.
Apr
13

Recruiters: The Other 3 Reasons They Don’t Join You–How to Handle

By

assignmentThis month is recruiting month on my blog.

What reasons have you run across, as a recruiter, that people give in telling you why they won’t move? I

n the previous blog, we explored the first three reasons agents stay–and how to move them. Here are the 6 reasons:

  1.      Starting over is time-consuming.
  2.          Re-branding can take away from your productivity.
  3.          They are ‘happy where they are’.
  4.          They aren’t convinced the grass is greener.
  5.          They are afraid of change.
  6.          They have gotten an offer from their present ownership to entice them to stay (better commission split, freebies, ownership, etc.)—they’re ‘bought back’.

Now, we’ll tackle the last 3. By the way, don’t forget to grab my transition plan below.

Which of these barriers have you experienced as a recruiter/interviewer?

How to Fire Up that Discontent

Before we go to reasons 4, 5, and 6, let’s discuss a little more about #3: I’m happy where I am.  Sure. They all (or most of them) say that. My question to you is,  Are you asking the right questions of the candidate? You should be asking questions to help that candidate reveal areas of discontent. For example: Has the candidate been in the business several years? Does he have some frustration in the direction the company is taking? If he has voiced concerns to you, keep asking probing questions about those concerns to raise his level of discontent. Don’t worry. You won’t create discontent where he has none! But, many times we just live with that discontent—just like I did with that bathroom–because we’ve too complacent to do something about it!  I want you to practice with someone to increase that pain. Don’t jump to the better picture with you or solve the problem until you’ve explored the depth and reasons for that pain.

One of the agents I recruited told me she was ‘happy where she was’, and proceeded to tell me all the things she wanted changed in the company—and was frustrated she couldn’t change them. After our conversation, I said, ‘You sure sound happy!’ She laughed, and then joined our company. Sometimes just acknowledging the discontent lets the candidate move off dead center.

  1. They Aren’t Convinced the Grass is Greener

Earlier, I said some reasons for staying are valid. I believe that the grass isn’t always greener. At least, not the kind of grass some managers fertilize! For instance, a better commission split rarely solves a production problem. But, agents try to solve it by going to an in-expensive desk fee company. Sure, less expenses are the easy way to think the problem is solved. But, the underlying cause of low production is still there. The greener grass is actually a manager with the systems to help that agent produce more successfully. Although the commission splits and fees must be competitive, they rarely resolve the real problem—discontent with the production level.

  1. They are Afraid of Change

Is there anyone who isn’t afraid of change? No matter what we say, we are where we are because we are more comfortable with that than the unknown. How can you help that candidate become acclimated to the ‘new’?

  • ·        Invite the candidate to your training sessions. 
  • ·        Offer to coach the agent.
  • ·        Invite the agent to social functions.
  • ·        Include the agent in your newsletters and social media.
  • ·        Show the agent around your office and introduce him/her to your associates.

In other words, start treating the agent like she’s with you—before she is.

  1. They are ‘bought back’.

What does this say to the agents in that office? “You’re much less valuable than the less than loyal person who is leaving us.” I don’t believe in buying back an agent. You ruin your teamwork and become less than a fair leader. Instead, of getting in a bidding war for the agent, simply recruit the other agents in that office who can’t be thrilled when they find out they are second-class citizens!

How do you handle these ‘status quo’ decisions? The more skilled you become at ‘disrupting’ the status quo, the more candidates you recruit.

Don’t forget to grab my transition plan. Click here.

Do You Have an Effective Recruiting Plan?

small CompleteRecruiter

Want recruiting strategies? Don’t have a recruiting plan? Get my comprehensive resource, The Complete Recruiter.  Click here to see it.

Do You Have a Selection System?

Blueprint_Ebook_DisplayOr, you can get them into your office, but you’re having trouble picking winners? Check out my dandy eBook, Your Blueprint to Selecting Winners.

Leave a Reply

займы онлайн на карту срочные займы в ставрополе займы на карту в барнауле займ на карту