Sales best practices for improving sales win rates, shortening the sales cycle and increasing overall quota attainment. Sales strategies to make revenue growth repeatable, and scalable
Generating quality sales leads on a consistent basis is critical to the success of any recruiter and is a key component to becoming a top performing IT Recruiter. In this blog post I’m going to share with you three tactics for recruiters to generate sales leads. I'm also going to outline the different types of sales leads recruiters can generate, the role and responsibility of the recruiter in generating sales leads and sales lead generation strategies to adopt.
Before we can start to discuss the specifics of candidate rate negotiation, six rules for recruiters to live by, I think it is important that recruiters first understand exactly what is within their control and what is outside of their control. There are a number of things across the entire IT recruitment process that are outside of our control, but there are also several things in which recruiters can exert 100% control over including: What candidates we submit What we offer and are willing to pay our candidates Whether or not we establish a fair pay rate or salary history How we position our opportunity with our candidate The questions we ask our candidates It’s important that recruiters focus their time and energy on the things they can control rather than worry about and complain about the things they can’t control.
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Preparing candidates for the client interview, the recruitment life cycle stage we're all striving to get to with all of of our candidates. The key to a successful client-candidate interview including a recruiter's interview to offer ratio is directly linked to to how effectively the recruiter prepares his or her candidate for the client interview. Unfortunately, far too many recruiters think that telling their candidate what to say and do in the interview is how you conduct a candidate interview prep. Even more recruiters believe, and have been taught that simply telling a candidate where and what time the interview is, who it is with, or and what to wear is considered "candidate interview preparation."
Previously I discussed the keys to effectively screening and qualifying a candidate’s current situation, their technical skills and experience and how to qualify and establish pay rate/salary history. I also shared best practices for screening and qualifying your candidate’s compelling event and motivators for leaving their current situation/employer and accepting a new opportunity. In this blog I’m going to share with you why recruiters must understand their candidate’s decision making process including how they will arrive at a final decision.
IT recruiters interested in improving their recruiting effectiveness including client job offer offer to candidate acceptance ratios-particularly with passive candidates, will want to make sure that they know how qualify the candidate's compelling event. Executing the entire IT recruitment process is the lifeblood for any recruiter. Perhaps the most important aspect of screening and qualifying candidates is qualifying your candidate's compelling event and motivators.
Money is a funny thing in our culture. In general people don't go around sharing with other people how much money they make or what they paid for their house or car. For most people, money is emotional. People have different feelings and attitudes toward money. You could it's even taboo to talk about money openly in the public. For these reasons, candidate interviews and specifically discussing salary compensation and pay rate history can become awkward if not executed properly. In this blog I’m going to share tips and best practices for qualifying candidate pay rate including training exercises you can adopt to improve your pay rate qualifying skills. To be a good recruiter and certainly a top performer, IT recruiters must be comfortable discussing money. Recruiters have to learn to get comfortable asking their candidates direct questions about pay rate and salary history. Qualifying your candidate's pay rate and salary history is a key step in the IT recruitment process. The ability to qualifying your candidate's pay rate is the heart and soul of what it means to be a good recruiter. Recruiting is not just about sourcing, recruiting is about good salesmanship. Recruiters who are afraid to ask the pointed questions or push back and challenge their candidate on salary expectations are those who struggle with closing candidates.
Once you have effectively sourced and qualified your candidate’s current situation, you can transition the candidate interview to screening and qualifying your candidate’s technical skills and experience. Screening and qualifying your candidate's technical skills and experience is arguably the most important step in the entire IT recruitment process. But before you make the transition you want to be sure to share a little bit of information with your candidate about the opportunity and client company. This is a critical step because if you don’t share any information with the candidate, you risk losing his or her interest, or turning the conversation into an interrogation. That being said, you also don’t want to share too much information because you want to remain in control of the discussion and continue to qualify your candidate. So it can be a bit of a slippery slope maintaining the candidate's attention level and interest but also controlling the conversation. Be sure to share just enough information to wet their appetite and pique their interest. And remember, to get information, (as a recruiter you have tons more qualifying questions to ask) you have to share information and learn to effectively disarm your candidates. If you always ask for information but never offer any in return, don’t expect your candidate to open up and be fully transparent with you.
One you have sourced your active and passive candidates it is time to begin interviewing and screening your candidates. I think a good and natural place to begin is by qualifying your candidate’s current situation. Uncovering and qualifying your candidate’s current situation refers to the recruiter understanding the candidate's current employment status including:
In this blog post I’m going to highlight best practices for sourcing active & passive candidates. Candidate sourcing, an early stage activity in the overall IT recruitment process, is the recruiting activity of finding candidate resumes that “on the surface,” appear to fit either an open job opportunity or, the recruiter's ideal target candidate profile for candidate pipelining.
If your recruiters make calls that sound like this, "Hello Mrs. Smith, my client is looking for a Java Developer with 5 years of experience in JSP. Do you have that?" then you have your answer. That is NOT a recruiting approach. That is a sourcers approach. Now, I want to be crystal clear, before I get one thousand angry calls from recruiters, I am not saying that recruiters are bad at their job. I am also not saying that sourcers aren't important or that they are ineffective. What I am saying is that in the candidate driven market that the majority of us are in the type of call I described will not yield positive results. I don't think that's news. So why do I hear calls like that one so often?