I’ve always been of the opinion that even though
we are in the recruiting and HR industry, our profession resembles other
industries in many ways. I’ve talked before about how similarly aligned
we are with marketing, and how we take some
inspiration from IT with our use HR technologies. However, there’s another area
of the business that we resemble maybe more than anything else, and that is
sales.
It might seem funny to say such a thing when HR
has traditionally been thought of as the anti-sales department because our
industry was long seen as a cost center, not a revenue generator. That may have
been true 20 years ago, but today’s recruiters make a real impact on the
company’s revenue success with the people they bring in. More importantly, they
truly are sales people themselves.
No matter how you slice it, recruiting is a
sales activity. Just as a sales person is generating leads, cultivating
relationships and following leads to make a sale, we are sourcing and qualifying
our prospects to fill open job requisitions before we submit our best
candidates to our organizations. Candidates truly are our customers, and they
have a buying decision to make. Our pursuits and efforts in recruiting often
make the difference between a candidate making the buying decision of applying
for and accepting
a job at our company and them choosing a competitor
instead.
Making the sale
In traditional sales, those hoping to close a
deal are ultimately matching a product or service with their customer. It has
to be the right fit, and equally important, the customer has to buy in to the
idea of it so that it’s not a one-off sale but a repeat sales opportunity. In
order to do this, they discover the customer or client’s needs, help them
determine what will fit their needs and ensure that they are confident in the
decision. They highlight the benefits of the product or service, identify which
features will be most enticing and perhaps even use testimonials or surveys to
back up what they’re saying.
Does that sound familiar? Recruiters do exactly
the same thing, but the end result is a new employee instead of an actual sale.
We work hard to source candidates and generate leads, then connect with our
candidates to determine their needs and wants and compare that with culture and
skill fit. We use brand ambassadors and recognitions received to support our
claims. Last but certainly not least, the relationship we develop with the
candidate and the features our company has to offer seal the deal for us.
Time to think like a sales team
Sales training for your teams can compliment
your existing training and work hand in hand with recruiting tools and
technologies. All these elements combined create a competitive advantage for
your company and exhibits best in class recruiting. This is especially
important in the competitive job market we are experiencing now. It’s time for
us all to think like a sales team.
TalentCircles is the most comprehensive candidate engagement platform on the market. Take a product tour or request a live demo today.
Jessica Miller-Merrell, SPHR is a workplace and technology anthropologist specializing in HR and recruiting. She's the Chief Blogger and Founder of Blogging4Jobs and author of The HR Technology Field Guide. You can follow her on Twitter at @jmillermerell.
Jessica Miller-Merrell, SPHR is a workplace and technology anthropologist specializing in HR and recruiting. She's the Chief Blogger and Founder of Blogging4Jobs and author of The HR Technology Field Guide. You can follow her on Twitter at @jmillermerell.
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