I recently gave a webinar for our SLA competitive intelligence division on “How to improve your collection skills through interviewing and elicitation.” I particularly enjoyed the Q&A and will share my 2 favorites which I have embellished on since I have had more time to think about them.
I usually don’t tell people exactly what I am up to in a cold call. It isn’t really necessary and most people don’t care. We are usually more experienced in communication than telemarketers, who try to have us not hang up on them. A telemarketer usually has the same approach and objective for every phone interview, such as to get us to buy something or to donate money to their charity. Not surprisingly, there is high turnover in telemarketing. I have been doing primary collection interviews for over 20 years. I have specific and different objectives for every telephone call. I also have multiple approaches to obtain information, but I am not asking anyone to buy my service or donate money to a charity. I don’t expect anyone to hang up on me and am polite. I have a level of confidence in the tone of my voice that telemarketers don’t have, just as soon as I say “Hello.” Remember it’s not just what you say, but how you say it that makes you a successful interviewer.
What are some tips to get the interview in the first place? Reaching people live, referrals or customized email requests leading up to a telephone call?
When it’s a cold call, it’s pretty straightforward. I call the company and ask to be transferred to the department that I think will best help me. Switchboard operators are usually quite helpful. If one is not, I will wait until lunchtime, when s/he is often replaced with someone else, or the telephone goes into auto-attendant, so I can make my best guess and get transferred through automation. Sometimes I don’t know who I should talk to and the switchboard will give me a name to connect with as she is transferring the call. It is now a referral which warms the call up a bit.
If it’s not a cold call, people increasingly expect you to email them to set up a time to talk on the phone, since they don’t appreciate having their day interrupted with unscheduled telephone calls. You have to figure out a short value proposition to get their attention, and be willing to call them to set up a time, since often enough they don’t email you back in a timely fashion. This is particularly true when querying people in technology.
However, with all the turnover in technology, the person you want to talk with to may have left the company. Meanwhile the administrator will let you know who their replacement is, ever willing to connect you immediately. You can decide to call later and look them up on LinkedIn, or you can be transferred right in to the person immediately. I always opt to be transferred immediately. By now I know enough about that person’s job and have done a little research on their company. Reading their LinkedIn profile isn’t going to help me that much, and will delay me from talking to them. These are often win loss analysis calls. They have inherited someone else’s decision, and are now responsible to make it work. They are happy to tell me all about their experience, and in these interviews I probably do about 10% of the talking. I think it’s also because they’re new with the company, and not so well connected with other employees just yet. I am a pair of willing, listening ears.
Here is the Interviewing & Elicitation presentation. Here is the YouTube that combines audio with the slides. However, the slides are a out of sync with the audio. For those who attended the webinar, I have included the YouTube link to the video of the awesome Walter Cronkite predicting the office of 2001 with pretty close accuracy, back in 1967!