Discovery

Greetings everyone!

Last time we talked about setting the Agenda, where you need to clearly state your objective; the reason for your call (to a prospective employer); the need to build rapport with the other party; and how to ask a series of (pre-written or scripted) open-ended questions. Now we are into the "discovery" phase of your "cold-call".

In discovery you are really trying to uncover or discover the emotional triggers or hot buttons the hiring manager has. It's natural for some one to remain in the intellectual, non-emotional, non-engaged level or, what we call the "head phase". Here questions are answered in a routine, surface, superficial level. No emotion. And if you stay here in your interview, you'll never go anywhere as far as getting a job. To get past this level, try asking the same question a number of different ways. Stay away from commentary and judgments, listen, mirror (use the same words and phrases back to the other party; their own words) and clarify to understand.
Know ahead of time the purpose of your questions (i.e. Does the company have a need/vacancy now that needs to be filled? If, so what type of person/skills are they looking for? Is there an urgency to get the position filled? Is revenue being lost? Are initiatives on hold until the position is filled? How much pain surrounds this vacancy?). Again, write them down ahead of time. Know what you want to accomplish: such as a secondary meeting with HR or the person who can move you through towards being hired.

Paint the Dream:
This is where you need to discover what this hiring manager really wants. Once it is discovered (i.e. we really need an audiologist who is really good at connecting with people for our training opening and who has a knack for customer service and follow-up. This person needs to be an ambassador for the company") you have the opportunity to present yourself as the solution. The only way you get this disclosure is by asking a direct question such as: "Laura, if you could create this person out of thin air who could start today, what would they look like? What would be their experience and specific skills? Tell me about their attitude?" This is where the hiring manager starts to articulate and state (out loud) their "dream" or said another way, the solution to their pain. If you're listening this is where you match your talents/experience/credentials to solve their problem or put in the positive-fulfill their dream.

Getting to the Trigger:
This is THE critical area to discover from any hiring manager (in Sales, it applies to any one). Getting to the trigger is the secret and it begins by asking a series of questions:
"How long have you been thinking about...?"
"Help me understand how this person will help you reach your goals...?"
"Tell me more about what this person needs to be able to accomplish in order for you and your team to be successful?"
When you hear these answers, make sure you mirror back to them their EXACT words! People do not deny their own data. They need to see and hear themselves. There is a phrase in sales that says "people pay to meet with themselves". Think of the psychology here. Your conversation needs to be experiential vs information "dumping". The hiring manager needs to feel listened to vs talked to. Via discovery, painting the dream and discovering the trigger, the hiring manager needs to be walked through self discovery vs being just "told about you"-this generates ownership thinking on their part. Lastly, you insert yourself as the solution to their problem, the key to their dream by using their own (the hiring manager's) words.

A word to the wise...
Keep these secrets to yourselves. If you need help or a sounding board to practice on, we're here to assist you.

Best Regards,

Tom