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:
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.
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.
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.
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!
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
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?
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
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
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.
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:
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:
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 firstname.lastname@example.org
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?
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:
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:
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 email@example.com
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:
For more tips and strategies on interviews please contact us at firstname.lastname@example.org
For more amazing and inspirational videos check out www.Ted.com
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