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Why you should use a Recruiter: 5 reasons for Businesses

For some, investing trust and money in a recruiter may seem an antiquated and unnecessary method of finding candidates. It is 2018 after all. Surely utilising social media and posting on job boards is enough to reach the people you want and watch the applications roll in? Hmmm, perhaps. You might fill a few positions like that, but we think recruiters add value in ways you may not have considered. Here are five of them:

  1. Recruiters speed up the process & save you money

Keeping a vacancy open is costly, not only because of the ongoing costs associated with advertising on job boards, but in lost earnings too. Studies show that good employees generate 3-5 times their annual salary in value. So, let’s do some basic maths: If you leave a £50k role vacant for just one month, a business could lose upwards of £12,000. Recruiters are focussed on nothing else but filling those types of roles, they are familiar with the process, and quick to filter out unsuitable candidates. As a result, your vacancy gets filled sooner and lost earnings are reduced.

  1. They offer role focus and definition

By using a professional recruiter, you get access to their market knowledge. They will know your sector well, and will therefore know what your competitors do, hire, and pay. Not only that, but they know which candidates are out there and what they are looking for. This information can be invaluable when it comes to attracting the right talent for your business. A simple change of job title, or a rethink on the salary could make all the difference in filling your vacancy with the best.

  1. A recruiter frees you up to do your job

There is no doubt that social media (LinkedIn particularly) has made searching for candidates easier, but this still takes time. Would you rather your hiring manager spends their time looking for candidates in this way, or doing their actual job? Just because LinkedIn makes it possible, doesn’t mean it’s the best use of your time, or a great business decision.

  1. They know where to look and how to generate interest

We are in a candidate-driven market where often the best talent isn’t openly applying for jobs or posting their CV online: Meet the Passive Candidate. This individual is usually happy in their current role, highly valued by their current employer, and not necessarily looking for a new job. But – and this is where a recruiter comes in – they would consider the right opportunity if it came along. As a business, your access to this passive talent is limited, but an experienced recruiter knows how to find them, approach them and sell you to them without even discussing who you are. What a skill!

  1. Guaranteed Results

Working on a exclusive or retained basis and building trust guarantees results

To sum up: a recruiter is “out there”, talking to candidates daily, evangelising about your company without you having to move a muscle. Whatever your personal feelings were at the start of this article, we hope you can see it makes good business sense to use a recruiter, especially when you find one you like and trust.

For any further tips or assistance with recruiting your next team member call our team on 01279 713900 or for all the latest updates, news, and vacancies

Recruitment can be challenging and certainly a roller coaster but as we reach our year end here are some reflections
Highs include getting that ideal role for your candidate, for example after they have suffered redundancy, completing the first  assignment  for a new client or hearing a ‘thank you’ from a satisfied client.
Positive feedback comes in many forms  but you know you are doing the right thing when:
Clients call you between projects for advice between assignments
Give you repeat business
Offer industry referrals
Feature you in their growth plans
As we celebrate our 17th anniversary that’s why we are still here and growing.

 

 

A really good sale person can only sell what they believe in.

 

 

 

Source: Richard Denny
This article appeared in Motor Finance Digital Magazine June 2018
Julie you have been in Motor Finance recruitment for some time, what are some of the key changes you have seen over the years?
I have been in motor finance recruitment and asset finance recruitment for over 20 years. Initially it was dominated by bank owned finance houses so in the early days, companies such as Capital Bank, which was originally NorthWest Securities, First National Bank and Blackhorse, formerly UDT/Chartered Trust were big players. So things have changed a great deal as many of those companies either do not exist or have been absorbed into other companies. Also if you go back 10 years GE Capital were dominant in the market but withdrew from the motor finance market.

 

 

Show me a successful business person and I will show you a sales person. The fact is we are all selling each other.

 

 

 

Source: Richard Denny

Can we be better at helping customers to buy??

Let’s talk about price, values and so-called price objections!

What have we learned from B2B salespeople over the last 10 years through all sorts of economical climates?

  • Price objection handling techniques of all sorts mostly do not work and are abandoned quickly, if ever used with a real customer
  • Price objections are created by the seller and their use of value perspective. I very much doubt the buyer /stakeholder has “object to price” on their agenda
  • The price issue is more often the perceived “difference” between you and any other supplier [note deliberate avoidance of the word competition]
  • Salespeople need to be shown and taught how to JUSTIFY differences and they should handle this at the early stages of their Helping Customers to Buy process [maybe even while prospecting or handling initial enquiries!]
  • Learning to pre-handle, when relevant, potential objections is a critical skill. Most products/services are faced with single or combinations of the same so-called objection daily!
  • Learning to view financial values through the client’s eyes should be common knowledge at a certain B2B price range. We find that the knowledge of using investment perspective appropriately is often lacking. This becomes critical in helping key stakeholders influence the decision.
  • NO DECISION for many of our clients was the Number 1 competitor – not other suppliers. Preventing these outcomes is all linked to Business Case, Cost Justification etc. A key improvement objective for all!

How can you help your sales team to grow and develop sales?

Get focused on key strategic elements and metrics analysis – here’s some simple thoughts to inspire change

  • How do you present and justify investment to your clients? Please tell me it’s not sending a quotation with no recognisable business case?
  • Integrate a financial solution [lease, contract rental, HP etc.] into ALL your prospects as a matter of process. Put it FIRST and justify the payments against increased saving or profits [it must be one of them!] regardless of how they ultimately buy!
  • Get your salespeople trained/coached – what difference would a 10% increase in sales/profit make to you really?
  • Adopt a marketing strategy around Easy to Buy
  • Focus on increasing Average Order Value/Profit by bundling up against other suppliers [and justifying the difference in saving/profit]
  • Get back to serious prospecting on a methodical basis – we LOCATE prospects not make them! Measure your effectiveness!

I hope I’ve made you think about areas where you can grow sales/profit, take some steps to improve… set up a sales growth and improvement programme customised to your business and individual sales needs.

Don’t let salespeople fail. If they had the right personality profile for the job when you recruited them … they’re probably as stressed as you by poor sales results!

Sadly, all too often a result of not knowing how to fix it NOT a case of not wanting to!

If you’d like to chat or take a discovery meeting contact us

Mike Ramsay – Persona Sales Development

mike@personatraining.co.uk

07850 419188

Office: 01279 653652

 

“ High performers” are generally very smart people with an above average IQ. However, IQ is not enough on its own to be a high performer, there are 4 types of intelligence that contribute to high performance.

  • Innate intelligence [IQ] – How smart you are – is fixed. Set in your DNA
  • Acquired intelligence [AQ] – How much you know – makes IQ relevant
  • Technological Intelligence [TQ] – How fast you integrate and leverage technology for low value tasks – gives more time for building human relationships
  • Emotional Intelligence [EQ] – Your agility for dealing with emotions – amplifies the impact of the other 3 because it allows you to relate, respond to, influence and persuade other human beings

People with high IQ tend to be curious, quick to learn and utilise new information, are strategic and can see the bigger picture, hold themselves to account, and have better reasoning skills. They also perceive relationships in seemingly unrelated objects, ideas, or facts and can develop unique and original ideas and solutions to problems. These are great competencies for discovery and challenging status quos as well as developing unique solutions.

High IQ alone in sales can also have a negative side. Because high IQ people tend to think, talk and connect ideas faster than some other people they may damage relationships through:

  • Impulsiveness
  • Impatience
  • Talking down to people
  • Talking over people
  • Failure to listen and hear people out
  • Failure to empathise with others
  • Overwhelming people with elaborate solutions to basic problems or issues

Many extremely intelligent people have failed in sales because they are unable to influence the behaviour of other people!

Acquired intelligence opportunities are all too often faced by average performers with comments such as “I’ve been doing this for xx years – I don’t need/want training!”. High performers have a thirst for knowledge and ideas. They:

  • Seek out every opportunity to learn
  • Are coachable and open minded
  • Welcome feedback and review
  • See adversity as a learning experience
  • Will share ideas and successes

 

High “Q” people will always be successful in goals they set themselves!

 

There are so many ways to invest in self-development today. Look into the internet for podcasts and videos. A good place to start is  with Jeb Blount’s Sales Gravy with links to many others like Mike Weinberg.

We have no time for salespeople who limit their own capabilities by never investing in themselves!!

We are looking for more high performers to join our candidate list – please send your CV to info@thcrecruitment.co.uk

 

Image from www.cognology.com.au

Placing a great salesperson is easy – placing a great salesperson in THE RIGHT ENVIRONMENT isn’t plain sailing.

Read our guest blog from Mike at Persona Sales Training and understand why having bespoke sales training for your staff is the best option.

Finance Director: “What if we spend all this money training salespeople and they leave?”

Sales Director: “ What if we don’t and they stay!”

In the last few years of working with both large and small companies, what observations can we make in terms of really increasing sales and profit and cutting costs. Any of which you can choose to consider or dismiss…

Understand or calculate the real cost of sales failure/turnover

What are the components?

  • Slow or negligible performance from start date
  • Decline in business from established people
  • Down – Up curve in replacement/new start
  • Never reaching real targets
  • Low average Order Value/ High discount/Little or no up-sell
  • Loss of customer base
  • Little or no new business wins

There are others I’m sure but for one of our customers we estimated upwards of £250K minimum [yes, I’m being conservative!]

Contributing factors to unrealised sales potential

There can be many however we should consider 4 key components for successful high performers:

  1. Comprehensive product knowledge and competence to desired level before they start
  2. Modern sales/helping customers to buy competence – learned and practised to start level
  3. Total competence in Planning and managing sales activities with special focus on Prospecting and pipeline management
  4. Motivation and Attitude assessment [including profiling] – will to win and self -improvement/desire to learn

The rush to employ the best of what we have seen or somebody else’s Farmer, Plodder, Account manager usually fails. In the world of today it’s time to develop and grow your own successful team with a systematic one-year flight plan.

Sales Essentials for today’s UK market

Here are some winning key skills/competencies we believe essential for the B2B market:

  • Development of well qualified prospect list [clear conversion metrics]
  • Great forecasting competency based on key win probability factors [including Gutometer] – translated to CRM
  • Initial meeting process/agenda – How we help people to buy!
  • Story – telling to get prospect focus and perspective
  • Value translation skills and techniques
  • Real knowledge of integrating financial solutions in a process and their use in cost justification and the business case
  • Prevention and management of No Decision and Stalled outcomes – the REAL competition
  • Absolute ability to justify differences in price/value [for Up-Sell and dealing with other suppliers!]
  • How bundling up can be a winner
  • Prospecting – yes, we’ll say it again! All our clients start from not enough prospects leading to desperate activities by all!

There are others I know but if we’ve rung some alarm bells maybe it’s time to look at how to take step forward to long term increased effectiveness?

The Sales 2.0 real cost and effectiveness on sales results

We still haven’t found one B2B customer who can sit back and rely on marketing/e-shots/google/twitter etc. to fill their sales pipeline…

Lest we forget “People buy from people they like” and “For their reasons – not ours!”

Think back, didn’t all your great sales start with a relationship first?? Let’s just get better at developing a great relationship where they see you as an asset and a partner. Then you help them through a process to buy the very best solution…

 

For more information on recruitment or sales training please contact us on info@thcrecruitment.co.uk

From the moment you submit your CV for a job vacancy, the anxiety and trepidation about the interview process can set in.  You will want to present yourself in the best possible light to make that all important first impression on your prospective new employer. If you are the diligent type you will research the company and existing employees, finding out who they are and what their most important policies are.  But how else can you ensure that you present as the best candidate for the vacancy?

Here are our picks of the 6 best TED talks to watch before a job interview:

 

  • You’re not at your best when you’re stressed. In fact, your brain has evolved over millennia to release cortisol in stressful situations, inhibiting rational, logical thinking but potentially helping you survive, say, being attacked by a lion. Neuroscientist Daniel Levitin thinks there’s a way to avoid making critical mistakes in stressful situations, when your thinking becomes clouded — the pre-mortem. “We all are going to fail now and then,” he says. “The idea is to think ahead to what those failures might be.”
  • 21:02

    Body language affects how others see us, but it may also change how we see ourselves. Social psychologist Amy Cuddy argues that “power posing” — standing in a posture of confidence, even when we don’t feel confident — can boost feelings of confidence, and might have an impact on our chances for success. (Note: Some of the findings presented in this talk have been referenced in an ongoing debate among social scientists about robustness and reproducibility. Read Amy Cuddy’s response under “Learn more” below.)
  • 9:58

    Have you ever felt like you’re talking, but nobody is listening? Here’s Julian Treasure to help. In this useful talk, the sound expert demonstrates the how-to’s of powerful speaking — from some handy vocal exercises to tips on how to speak with empathy. A talk that might help the world sound more beautiful.
  • 11:44

    When your job hinges on how well you talk to people, you learn a lot about how to have conversations — and that most of us don’t converse very well. Celeste Headlee has worked as a radio host for decades, and she knows the ingredients of a great conversation: Honesty, brevity, clarity and a healthy amount of listening. In this insightful talk, she shares 10 useful rules for having better conversations. “Go out, talk to people, listen to people,” she says. “And, most importantly, be prepared to be amazed.”
  • 20:26

    What motivates us to work? Contrary to conventional wisdom, it isn’t just money. But it’s not exactly joy either. It seems that most of us thrive by making constant progress and feeling a sense of purpose. Behavioral economist Dan Ariely presents two eye-opening experiments that reveal our unexpected and nuanced attitudes toward meaning in our work.
  • 10:31

    Given the choice between a job candidate with a perfect resume and one who has fought through difficulty, human resources executive Regina Hartley always gives the “Scrapper” a chance. As someone who grew up with adversity, Hartley knows that those who flourish in the darkest of spaces are empowered with the grit to persist in an ever-changing workplace. “Choose the underestimated contender, whose secret weapons are passion and purpose,” she says. “Hire the Scrapper.”

For more tips and strategies on interviews please contact us at info@thcrecruitment.co.uk

For more amazing and inspirational videos check out www.Ted.com

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    • Our sister company is Persona Sales Training – a specialist training company in leasing and vendor finance.

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