There are those who also argue that sales and recruiting are not the same because not any salesperson can be a recruiter. Of course not any salesperson can be a recruiter. Most salespeople can not be a recruiter. The recruitment profession is a special type of sales profession. As mentioned at the beginning of this blog post, it is quite possibly the most difficult sales profession. That means not everybody can do it.
Recruiting is much more nuanced than sales. It requires a tremendous amount of skills. In fact, I wrote a blog post about the fact that it requires a total of 21 skills, competencies, and qualifications for recruitment success. So the bottom line is that there is plenty of sales in recruitment. Recruiters use selling techniques to do their job on a daily basis.
Recruiting is a form of sales, perhaps the most difficult form. However, there are plenty of differences between recruitment and straight sales. Somebody who has sold cars for their entire career can not just start enjoying success as a recruiter.
Top Echelon offers a free monthly webinar as part of its Recruiter Coaching Series. After the webinars are over, we post the recorded version of the webinars on our website. These webinars touch upon a variety of recruiter-related topics. These topics deal with both candidates and clients. As always, our goal with these webinars and corresponding videos is to help recruiters make more placements. You should also make sure you tailor the way you describe the benefits and advantages to the candidate.
So basically, when using a FAB recruitment sales technique, you are explaining the features its advantages and how it benefits the buyer. In recruitment it can be:. So, if you are creating a FAB presentation for a candidate, features would be what that candidate does, accomplishments how well they do it and their results, and benefits of how they can benefit a company.
The AIDA sales technique also helps you strategize the ability to entice another person, in this case, the candidate. You want to focus on attracting their attention in the first 30 seconds, keeping their interest, stoking their desire for the job, and then providing an action.
This might be the next interview, an opportunity to meet the hiring manager or a tour of the building. Essentially these questions will help you understand their current situation and gather the necessary information. You would go on to bring to light the implications of these problems , making the candidate more motivated to change and providing a framework to build solutions on.
These recruitment sales techniques apply to any sales tasks , including those performed by recruiters. You could benefit significantly from applying other business methods to your work, such as sales and marketing.
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Get Started Free. What if you know this candidate is great? Get a feel for what it would feel like to work there: What is the company culture like and the predominant managing style your hire would be dealing with? But the best talent will usually be presented with other opportunities — not just yours.
And it then becomes your job to convince them that the position in your organisation is the best one for them. As a contract recruiter you are selling yourself and your expertise to an organisation that might be weighing up between bringing you on board and bringing on a full-time recruiter.
For whatever reason, you made the decision to become a contract recruiter as opposed to sticking with the security of an in-house role. And more often than not you will find yourself selling to the very same person whose position you could have had.
I never hear a recruiter trying to understand the bigger picture of a client in terms of commercial objectives and commercial challenges and then selling insight from their own market knowledge. In my opinion, we need to go back to the good old days where sales and service were keywords and actually meant something in the industry.
The interesting aspect of our approach is that we have found that here at the Oho Group; by hiring people who have no sales history who are interested in an optimum service, the sales have looked after themselves!
We need to present opportunities with businesses that will be a positive step in their career, equally we need to provide a fair service to clients and make sure and only put candidates forward that we have screened and have qualified. A strong service will result in repeat business and positive recommendations within the sector.
The service part and the level of it would generally distinguish a top recruitment company from an average one as I would guess that all or most recruiters have a strong sales nature. Taking a sales approach usually means that you will end up treating both sides poorly. The best recruiters build a network and offer this network to their clients, and it's from this that sales come, not the other way around.
If a recruitment business was purely a service business it may struggle to attract clients or increase market share, reliant only on word of mouth, goodwill and referrals. If a recruitment business was purely a sales business, the delivery side of the business is likely to be impacted and the work considered transactional. Often the stigma is that recruitment businesses fall into this category looking to make a placement regardless of the long term satisfaction of the candidate and client.
A successful recruitment business should be seen as providing a great service for their clients with sales at the heart of the business and driving it forward.
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