One of the greatest challenges I come across is when I have to explain our recruiting process. It’s one thing for me to know the process. It’s entirely another matter when it comes to explaining it to others. Especially each new prospective client we wind up in negotiations in.
Even in cases where we came highly recommended by the most senior-ranking officials within the very organization that has contacted me, I still find myself in a somewhat surprising situation of being expected to sell my process in order to get the contract and retainer. You’d think coming recommended was enough? It’s not!
Since I’m dealing with complex organizational structures, where multiple silos must sign off, whomever the point person is that makes the search firm selection recommendation seeks assurance he or she is recommending the right retained search firm. They want to be sold regardless of whether the CEO of the parent company recommended us.
I used to get frustrated of the weeks that go by … and in my opinion are needlessly wasted … having to answer multiple departments’ questions.
To minimize the decision making time frame and better convey our process to multiple managers I assessed our inventory, created my own internal flow chart, and then decided to hire graphic artists to make infographics used in our pdfs, brochures and presentations.
Given that 3 of 5 clients asking us for RFPs (requests for proposals) now sign up with our recruiting services, I believe I have finally created the correct visual material that best explains the golden search process everyone wants to be assured of.