Go For No
I recently finished a great book written by Richard Fenton Andrea Waltz. The premise is simply to design your business building efforts around the word NO. Invariably, most people in HR Recruiting and contingency recruiting when building their rolodex set goals around the word yes. Yes I want to interview. Yes I will accept the offer. Yes, I would like to retain you. Yes I intend to sign the agreement. We all have heard these responses in the past, right?
GoForNo proposes it is more profitable to design your business building efforts around getting no’s. If you focus on a no goal, you will not stop your prospecting efforts when you hit a mulitple yes’s, which is what most of us do. We set a production goal, hit it more quickly than we expect and guess what? It’s time to take a break and enjoy our success.
The paradigm shift occurs when you have a firm no goal. With a no goal, your successes will not become and obstacle in your journey to your larger dream goal. Interestingly, at Ron Mason Coaching we teach to get comfortable, competent and confident, so a professional recruiter can get into massive action and thereby begin to acquire no’s rapidly.
Awesome litttle book. Enjoy it.
This entry was posted on September 12, 2008 at 7:56 pm and is filed under Motivation, Recruiter Training with tags anthony robbins, athletic recruiting, bill vick, company recruiting, diversity recruiting, employee recruiting, employee recruiting and selection, executive search consultants, GoForNo, health care recruiting, professional recruiting, recruiter coach, recruiter trainer, Recruiter Training, Recruiter Training with tags executive recruiting, recruiting, recruiting blogs, recruiting coach, recruiting consultant, recruiting consultants, Recruiting Employees, recruiting expert, recruiting issues, recruiting process, recruiting services, recruiting solutions, recruiting strategies, recruiting techniques, recruiting tips, recruitment, retail recruiting, starting a recruiting business. You can follow any responses to this entry through the RSS 2.0 feed You can leave a response, or trackback from your own site.
