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3 Ways to Mirror the Sales Process in Recruitment

      

Listen First, Build Relationships, Then Recruit

On the surface, recruitment and sales are very similar: they’re results driven, reputation is everything and you’re only as good as your last placement, as your last sale. But that’s not where the similarities end.

When you specialize in sales recruitment, recognizing that the two processes: selling and recruiting, run parallel to each other is imperative. When you look at them closely, it’s obvious that they reflect each other in many ways. So, if you’re recruiting for your sales team, here are three things to look out for so you can ‘mirror’ the sales process and find the right candidate.

Know Your Market

Just as salespeople work in a buyer driven market, in recruitment today, we live and breathe in a candidate driven market. They’re calling the shots.

Top-ranking salespeople can stay in their current roles for as long as they want. Their customers can stay with their current project management or logistical software tool if they want too as well. When it comes down to it, both salespeople and their customers need only be loyal to themselves.

To attract the best candidates, just like the top salespeople, good recruiters will carry out deep research and pay attention to every detail, no matter how small. They try to understand the world their candidate is living in. They make successful placements through their knowledge and understanding, making the process of filling a vacancy as smooth as possible for their client. It works just the same for salespeople making sales with their clients.

If you’re recruiting for sales, you must know this ‘candidate’s market’ inside out so that you can relate to them on a more meaningful level. It’s the first step in attracting the top salespeople.

You can’t sell a product you don’t understand just as you can’t recruit successful candidates you haven’t met. You won’t fill a role in a company whose culture and way of working you aren’t familiar with.

It sounds so obvious yet so many recruiters or hiring managers just don’t take the time to listen to their candidates and get a feel for what they want and for who they are. They spread themselves too thin on the ground trying to make too many placements or trying to fill that vacancy too fast. They don’t build relationships.

It’s the same in sales. You can’t make that sale unless you meet people multiple times: CEOs, consultants and so on. If you were interviewing a candidate today, you would expect them to understand your company. You would want them to ask questions that show they are genuinely interested in understanding the company’s culture, and it works both ways.

If you take the time to listen to them and find out what they’re all about then you will find the right candidate for the right role. There is a tremendous amount of personal satisfaction to be gained in knowing that a successful candidate is thriving in your company. But you can’t get to that level unless you take the time to listen first, build relationships and then recruit.

Follow Up, Follow Up, Follow Up. 

Once a position is filled, once the sale is made, don’t stop there. Follow up. There is no better way to build your brand, whether you’re in sales or recruitment, than turning a present client into a future one.

Follow up with your new hire and listen to their feedback. Word will spread. When another role needs filling, potential candidates will know that you care about their success as much as that of your business. Just as with sales, a happy clients’ recommendations will build future business.

And that’s what it’s all about, mirroring the sales process: knowing the market, building trust and following up to get the right candidates into the right roles.

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But we don’t want to leave it there. Maybe you have a great story about a successful (or not so successful) follow up or if you just want to share your thoughts, please do so in the comments section below.

As always, thank you for reading.

Listen First, Build Relationships, Then Recruit           

Follow Up, Follow Up, Follow Up. 

Once a position is filled, once the sale is made, don’t stop there. Follow up. There is no better way to build your brand, whether you’re in sales or recruitment, than turning a present client into a future one.

Follow up with your new hire and listen to their feedback. Word will spread. When another role needs filling, potential candidates will know that you care about their success as much as that of your business. Just as with sales, a happy clients’ recommendations will build future business.

And that’s what it’s all about, mirroring the sales process: knowing the market, building trust and following up to get the right candidates into the right roles.

--------

But we don’t want to leave it there. Maybe you have a great story about a successful (or not so successful) follow up or if you just want to share your thoughts, please do so in the comments section below.

As always, thank you for reading.


October 1, 2019