Mastering Face To Face Meetings

To get us started, why do you believe it’s important for recruiters to meet with their clients face to face?

We live in an age where we’re lacking human interaction. 

I get at least one email a day from umbrella companies.

There are thousands of them, and they all do the same thing—the same as us recruiters, right? 

There is only one I go to, not because there is anything special about them, but because they are the only ones I have met face to face.

They came into the office not to talk about business (unless I wanted to) but to say hello and leave some branded goodies with us. 

When I’m busy and need an umbrella company, I pick up the phone to them because I remember them. 

I think that’s the key.

How will you be memorable if you’re just mailshotting like everyone else? You’re going to get lost in the noise.

How has leaning into this positively impacted your billing performance?

In preparation for this, I did a little bit of digging for some stats and looked at the proactive visits I’d been on the 12 months prior, and of those visits, 75% had called me with a vacancy within the following 12 months. 

I remember being shocked at how high that figure was, and on reflection, there are probably a few things that play into that, including who I’m meeting, what that meeting looks like, and how I’m following up to stay top of mind.

In the first meeting, what kind of things do you tend to cover? Is there a specific framework you use? 

If I’m honest, there doesn't tend to be too much of a framework.

It’s individualistic, and it depends on what’s going on within that business and for that hiring manager. 

Usually, I introduce myself and tell them I’m just looking to get on their radar.

I’ll never spam them or pester them for jobs; I’m simply here to build a network and add value.

That’s usually a conversation starter for me. I tell them straight away that my network could be valuable to you and that I’m someone you’ll want to keep in touch with. 

This is where the idea of ‘high-value content assets’ comes in handy.

For example, we’ve produced a guide that shows the average bonuses and benefits packages in our market for CFOs, FDs, and FCs.

I’m in your area next week. Would you like to grab a coffee, and I can bring a copy along?

They may not want the coffee, but they’ll want to see the guide for themselves or their team. 

I also have a rule that I don’t mention recruitment in those meetings unless they want to.

It’s purely an exercise to understand what I can share with them over the next 12 months that will be relevant and helpful. 

What has continued to be the best channel for you to book face-to-face meetings, and when? Do you try to book these in when people are hiring?

Again, this is individualistic. 

If I have a phone number for someone, I’ll call.

If I can't call, I'll use LinkedIn; the last resort is email. 

I find a prospective client is more likely to agree to a meeting when they’re not hiring, which may seem strange.

However, if you’re only getting in there when they have a vacancy, you’re already too late because you’re one of many.

Too many recruiters are reactive and rely heavily on lead chasing. 

The key is to build a relationship that’s all about what you can offer them.

When they do have a vacancy and start ignoring all the lead chasers, they think about who they already know and trust.

We booked the meeting. How would you define a ‘great’ meeting? What's typically your goal for meetings with hiring managers? 

My visit-to-vacancy ratio was only high because I was so targeted in who I was meeting. 

I had a list of employers I knew had an average of 3 or more roles per year within my specialism OR employers with a finance department of 20+ heads because there’s a probability they will have a vacancy within the next 12 months. 

A great meeting for me is when a prospective client leaves with some useful and valuable information, and I know what content may be helpful to them over the next six months. 

I know I’m not going to leave with a job unless they just happen to be hiring, which, as we know, isn’t my reason for booking meetings.

If you get something out of it, then that's a bonus, but what you will have is the basis of a strategy for continuing to strengthen that relationship.

Where do you think recruiters go wrong with meetings?

As recruiters, many of us are wired to chase a quick win.

Sometimes, that comes across as desperation in meetings, and I think that’s what can almost build mistrust. 

I find the casual, long game of relationship building generates a higher return than a hard sell or “this is why you should work with us”.

What have you found to be the most effective way to approach face-to-face meetings?

I always start by asking what it was that made them say yes to a coffee; it allows them to set the agenda, and then I let the conversation flow naturally from there. 

If it’s nothing and they just said yes, I ask about their story and get them chatting about themselves. 

I always like to learn what goals they’re working towards.

Is there anyone I can put them in touch with or any information I can glean from my network that would help them get there?

I’ve found I can almost see them visibly relax when they realise this is literally just a coffee and that I do not want or expect anything from them in return. If anything, I find it compels them to want to give something in return.

What’s the one thing you think recruiters should implement following this newsletter that would result in them booking more face-to-face meetings?

Build a list of 100 target employers who have hired in your specialism in the last 12 months, spend an hour or two developing an asset that you can give them, an industry guide/ a toolkit, whatever it is, introduce yourself, let them know you don’t want anything in return you’d just like to share this with them and would they be free for a coffee. 

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