Recruiter Blog

How to Successfully Woo Sales Candidates over the Phone

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Sales recruiters often contact potential candidates over the phone to either schedule or conduct interviews. These phone interviews present an effective mode of weeding out the unqualified. Nevertheless, a recruiter or headhunter without a proper plan of action can sabotage their own efforts to recruit the best candidates.

The sales industry thrives on the individual’s ability to make a good first impression on his/her recruiters as well as to potential clients. For this reason, it is also important for recruiters and Orlando headhunters to take into account the impression that they make on candidates. In order to successfully contact and woo sales candidates over the phone, here are 5 essential keys:

1. Schedule the Call with the Candidate

Some sales recruiters and headhunters ambush candidates with phone interviews and expect them to be prepared. While this may be the norm, it may also result in a failure to hire the best candidate for the position. It is therefore best to schedule and confirm the time of any phone interviews with potential candidates. Do this a day or two before the interview to ensure that the candidate will be available as scheduled. Also let them know how long the interview will take. This not only puts the sales candidate in a more favorable state of mind, but it also depicts you as professional and meticulous.

2. Create a List of Potential Deal-Breakers

Before Orlando headhunters contact sales candidates, they always ensure that they have a list of what will qualify or disqualify a potential candidate. This is because the main purpose of the phone call is to weed out unqualified candidates and shortlist those possessing the skills and qualifications required. As a general rule of thumb, start by asking candidates questions that they will find easy to answer and then progress towards more complex discussion topics.

Besides this, it is also imperative that you ask basic questions to find out information such as:

  • The reason why the candidate is interested in that particular job
  • The task within sales in which the candidate is most proficient

This enables headhunters to get a better feel; not only of the candidate’s skills, but of their motivations as well.

3. Provide a Brief but Detailed Introduction

When contacting a potential sales employee for a phone interview, make sure you provide them with a brief introduction of the company and the position that you are representing. This is necessary for a number of reasons. To begin with, laying out facts is a great way to take charge of the interview. Additionally, it adds to your credibility as a recruiter and eliminates possible suspicions about a prank call.

As a general guide, begin by concisely introducing yourself and the company that you are representing. Additionally, tell the candidate your reason for calling. Communicate in a warm and conversational manner as this helps to immediately build rapport with candidates. Additionally, ensure that you provide the candidate with a brief description of what is expected of them. This ensures that they do not feel blindsided or drop out during successive interviews.

Decoding what your First Impression is saying to Sales Recruiters

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First impressions are very important in any form of recruitment. Regardless of the type of job you are looking to get, how you are perceived first-hand determines whether or not you will be hired. More than any other career however, a job in sales is all about making a good impression on potential clients. For this reason, it is important for every candidate to make a good impression on Orlando recruiters.

Understanding the Essential Nature of your First Impression

In this regard, it helps to be able to decode the first impression you make on recruiters. Research indicates that you have an average of seven seconds to make a first impression. If your first impression is not good therefore, chances are that you will not get the job. This is true whether the sales recruitment process is being conducted face-to-face, online or over the phone. As such, it helps to be aware of how sales recruiters make their initial judgments when dealing with potential employees.

Sales recruiters mainly base their primary judgment on non-verbal data i.e. your appearance and body language. This makes up for 93% of your first communication to them meaning that only 7% will be based on what you say. During over-the-phone interviews, Orlando recruiters will form conclusions based on the tone of your voice. Here, your words only account for 30%. During sales recruitment therefore, it is not what you say that really counts but rather, how you say it.

Understanding your Recruiter’s Non-verbal Cues

Many sales candidates often find it difficult to understand the first-hand perception that sales recruiters form of them. In most cases however, it is possible to do this by understanding the non-verbal cues that they send out. If they appear to frown, lean away from you or exchange glances with each other; chances are that you are not making a good impression on them. However, if the recruiters are smiling, leaning towards you and asking questions related to the job then you are a winner.

How to Make a Good First Impression on Sales Recruiters

When going for a sales recruiting interview, make sure that you pay special attention to grooming. Even for a video conference interview, ensure that you look prepared; look as though you are already working at the position you are looking to get. Your clothes should be well pressed and your hair neat. Further, men should ensure that facial hair is either non-existent or well-maintained while women should wear little or no make-up.

It is also important to make sure that your shoes are well maintained and clean. Poorly maintained shoes indicate that you do not pay attention to details. Additionally, wear light perfume or cologne as well as minimal jewelry.

The bottom line is that you do not want to overwhelm the recruiters. Remember that you will be involved in selling which involves meeting thousands of people during the course of your career. Few people will want to buy from someone who is unkempt and overwhelms them.

Finally, when greeting the Orlando recruiter, make sure that it is a firm and gentle handshake. Avoid giving four-handed handshakes. If your palms tend to get wet when you’re nervous, carry a handkerchief and wipe your hand before greeting recruiters. Overall, make the greeting short and simple.

3 Ways to reach out to the Sales Recruiter who will get you Hired

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Recruiters and headhunters play a key role in determining the success of a salesperson’s career. The sales recruiter with whom you choose to team up has the potential to connect you with the right people and get you the position of your dreams. As such, your choice for a recruiter can either make or break your career. Since the best recruiters typically represent top companies, it follows that their bar is very high with regard to the sales team that they select. Average is therefore not enough. The sales candidate has to be exceptional; effectively positioning him/herself as irresistible to recruiters and sales companies.

When reaching out to a sales recruiter, the initial strategy is geared towards putting you in their radar. Sales recruitment professionals usually get approached by hundreds or thousands of potential candidates on a monthly basis. The challenge for the individual therefore, is to figure out how to catch and keep the recruiter’s attention. Here are some essential keys:

1. Specificity

As a sales candidate, you are more likely to find the right recruiter if you are specific about the industry. Seek out recruiters in the sales industry as opposed to reaching out to generic recruitment professionals. As representatives of top companies, recruiters are responsible for finding the candidate who would best suit their sales team. In order to immediately capture the attention of the recruiter, your communication should reflect that you know something about either the recruiter, or the company that they are representing.

2. Email and Follow-up

Once you have identified the sales recruiter whom you would like to approach, the next step is to determine the method to use in approaching them. Sending emails is very effective for this. When contacting a recruiter whom you have never met, the main keys are:

  • Brevity: Make your email brief
  • Directness: Be clear in your communication about what you would like from them. For instance, if you have discovered in the course of your research that the recruiter is working on behalf of a particular company, you may mention it in the email e.g. “I am very interested in working at….”
  • Authenticity: Do not try to sound the way you think the recruiter would like you to sound. Be yourself; the best possible version of yourself, but yourself nonetheless. Recruiters can sniff out a phony a mile away.

Once you have sent the initial email, it is often wise to follow up with a phone call. The line here can be blurry at times as you need to follow up without becoming a nag. An effective tactic is to ask the recruiter what method of follow-up they prefer.

3. Expressing Interest in Potential Positions

There are instances where you need to reach out to a recruiter, but may not know of any positions that they are looking to fill. In circumstances such as these, the best approach to take with your email is:

a) Introduce yourself by name

b) State where you are working currently. If you are unemployed, state what you are an expert at and/or experienced in.

c) Express your desire to explore other positions within the industry

3 Essential Guidelines when Giving Feedback to Sales Candidates

Contrary to popular belief, the process of sales recruitment does not end at the stage where you give the candidate notice on whether or not they have been hired. On the contrary, expert Dallas recruiters understand the importance of providing constructive feedback to those candidates who have not succeeded in getting the position. The main purpose of this final stage in the recruitment process is to enable the candidate to grow in the sales profession, refine themselves and ultimately land the job that is a perfect fit for them.

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Providing helpful feedback is also in the best interest of the recruiter because the relationship between recruiter and candidate is a progressive one. If the candidate remains stagnant, it reflects poorly on the recruiter because it appears as though they have been unsuccessful in placing.

How to Give Constructive Feedback

1. Make it Clear

As a sales recruiter, the feedback that you give to candidates should be easy to understand. Be direct and avoid evasive responses. Being evasive may feel like you have wisely diffused a situation that could have potentially been explosive; but feedback of this kind has no effect on the candidate in whose progress you should be invested.

2. Personalize it

Personalize your feedback to suit individual candidates. In order to do this effectively, first-rate sales recruiters keep comprehensive notes on each candidate throughout the recruitment process. That way, they are able to describe the highs and lows that the candidate had, with the aim of equipping the candidate for change and growth. More than likely, the candidate has received generic feedback from other sales recruiters in the past; which is why they are still stuck.

3. Make it Actionable

Always provide feedback that the sales candidate will be able to act on. By taking conscious steps towards their success, the candidate is able to consistently evolve and improve. This puts them in a better position to be a strong and viable contender for future sales positions. Some steps that the candidate can take as a result of actionable feedback include:

  • Presenting themselves better during the recruitment process. This refers either to personal presentation or the manner in which they present their papers, showcase their skills, etc.
  • Getting additional training to specialize in sales
  • Being authentic in order to integrate more easily into the culture of a new company
  • Keeping up with different trends within the sales industry

Constructive feedback is essential in ensuring that the recruitment process is transparent and well-structured. By integrating this step, the candidate has a better idea of what to expect at the end of the process. Even when he/she does not get hired, they know that the constructive feedback they receive will enable them to develop their careers. Providing helpful feedback also demonstrates to the sales candidate that you are beneficial to them; thus causing them to be more motivated to pursue their career path and to work with you in the long-term.

As a sales candidate, it also helps to request feedback if you are unsuccessful during recruitment. Some Dallas recruiters may be more inclined to give honest and constructive feedback to candidates who seek it out because they recognize that you are invested in your own success.

Understanding how the Performance of Sales Recruiters is rated

The role of a recruiter is so crucial that they have the power to potentially change a candidate’s life forever. In addition, recruiters also play a part in determining the success of the company he/she is representing. This is especially true for sales recruiters because it is the sales team that gets the product out to the market and brings in profits. In recruitment agencies, the responsibility of rating a sales recruiter’s performance would typically fall to the recruiting manager. Even for recruiters who work independently, growth depends on your ability to make an accurate assessment of your effectiveness.

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Importance of Assessing Recruiters’ Performance

  • Accountability: Having a rating and assessment strategy in place effectively holds recruiters to certain standards. This in turn keeps them on their toes and gives them the drive to consistently do better.
  • Awareness: Assessment provides sales recruiters with an awareness of where they are as compared to where they would like to be. The recruiter is then able to make an objective evaluation of whether their actions are leading to their desired professional destination.
  • Action: Assessment prompts action among sales recruiters. For instance, if the recruiters do not rate as highly as they would like, they take conscious steps towards increasing their productivity.

Key Indicators in the Performance of Sales Recruiters

1. New Hires

When considering the new hires that a sales recruiter has brought in, you need to consider a number of factors. These are:

  • The number of new hires
  • Their performance
  • The rate of voluntary turnover i.e. Are the new hires beneficial to the company over the long-term or do they leave the company within a short duration?
  • The rate at which the new hires get fired

 

2. Referrals

The number of referrals that a sales recruiter gets is a good indicator that their clients are satisfied and would like to use their recruitment services again. This is true both for individual sales candidates and corporate clients. As such, it is important for the recruitment manager to develop a system that accurately tracks the percentage of referrals and repeat business that come into the company as a result of working with each individual sales recruiter. This helps to rate client satisfaction.

3. Time Management

In sales recruitment, time is money. Whenever a sales company does not have an effective sales team, they are losing money. As such, it is important for the sales recruiter to undertake the process efficiently. Some ways through which to do this include:

  • Responding to calls and inquiries within the shortest time possible
  • Adhering to the time agreed upon with the sales company when filling a sales position.
    • This is because sales companies often have a need date; i.e. the date when the newly-hired sales candidate needs to be starting at the new position.

When developing a strategy for rating sales recruiters, ensure that the assessment is multi-dimensional in order to take into account all the different factors that determine a recruiter’s success. Besides this, you also need to determine the frequency of the evaluation. The key is to ensure that it is performed frequently enough to be effective but not too frequently that it becomes irritating and is dreaded. Conducting it on an annual basis is often effective.

How Candidates can Effectively Handle the Issue of Compensation during Sales Recruitment

Compensation refers to the money that is paid to salespeople as reparation for their services. In the sales industry, this is not limited to basic salary. It usually incorporates additional elements such as commission, benefits and bonuses.
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As part of the recruitment process, sales recruiters often ask the candidate what their current compensation plan is and what their expectations are at any new sales position. To sales candidates, this often feels like a trick question that may cause them to unwittingly negotiate against themselves. This is why it is important to work with a sales recruiter who you can trust to represent your best interests no matter the circumstances. Here are some helpful guidelines for sales candidates:

1. Be Straightforward

Recruitment, and particularly salary negotiations, need not be approached with the same caution and intensity that it takes to negotiate a minefield. For this process to be as painless as possible, it is important for both parties to be straightforward with one another. This is beneficial because:

It Saves Time for Both Parties

There are times when the compensation figure presented by either party does not fall within the ballpark of the other. In such instances, both the recruiter and sales candidate can walk away from the recruitment table early in the process, without losing any more time discussing that particular sales position.

It helps to Manage Expectations

Having a direct and candid discussion about compensation enables both parties to know what to expect. If the matter is not discussed, it remains unclear what the sales candidate is hoping to get. This in turn leaves the recruiter ill-equipped to recognize the sales positions that are best suited for the candidate, which ones can be presented for negotiation, and which ones are a definite no.

2. Make your Bottom-line Clear

Ideally, the relationship between a top-notch sales recruiter and a candidate is one that is based on trust. This requires the candidate to expose certain vulnerabilities to the recruiting professional. As a sales candidate, your bottom-line is defined as the least amount of compensation you would take from a professional position. Sales professionals usually arrive at this figure by considering factors such as:

  • What are the specific roles and responsibilities of the position?
  • Would the new position require relocation to a new home or city?
  • What are the additional bonuses and commission opportunities that come with the sales position?

Due to the sensitive nature of salary discussions, the sales recruiter is responsible for building a rapport with the candidate before broaching the subject; making it more likely to get honest and straight-forward responses. The recruiter should create an atmosphere in which the candidate feels comfortable divulging this information. In addition, a recruiter who is representing the candidate’s best interests would be able and willing to provide insight into whether the candidate is over-reaching by being unrealistic in their expectations, or under-reaching by under- valuing their skills and abilities.

3 Essential Qualities that Top Companies Look for in Sales Recruitment Agencies

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The purpose of a sales recruitment agency is essentially to act as a middleman between companies that are looking for salespeople, and candidates seeking sales positions. Their roles include seeking out prospective candidates and taking them through a series of interviews. The agency does this until they are satisfied that the candidate left standing is ideal for the company seeking to employ.

Top companies, especially those involved in sales, often seek out the services of recruitment agencies.  In addition to saving time, money and manpower, hiring these professional services enables the employer to get sales professionals a lot easier. Here are the qualities that attract these sales companies to effective sales recruitment agencies.

1. Recognition

Networking plays a crucial role in the recruitment of salespeople. Traditionally, companies would advertise for sales positions by circulating advertisements in print media, banners, and audio-visual media. The goal was to get the right people to see the advertisement. This goal has not changed. Thus, sales companies seek a recruitment agency that has a stable network in the sales industry. Building such a network is often a result of recognition; with corporate clients and sales candidates all wanting to be associated with the agency.

Many top companies are therefore more likely to go for sales recruitment agencies that have been established over a considerable period of time, and one whose name and brand they recognize. Generally, the more a recruitment agency is recognized, the easier it would be for them to find prospective salespeople on behalf of employers. Recognition determines the quality of candidates that the recruitment agency attracts.

2. Results

The recruitment process amounts to nothing if it does not bear results. In the case of sales recruitment agencies, their success rate is measured in terms of the number of sales candidates they have placed successfully. Successful placement incorporates a number of elements that include:

  • Are the candidate’s skills and qualifications in line with what the position requires?
  • Do the candidate’s values and personality blend well with the company’s culture?
  • Is the candidate beneficial to the employing company over the long term?

Positive and consistent results are a good demonstration that the sales recruitment agency is thorough in their work, and that they go above and beyond what is required of them. This includes performing thorough background checks on any candidates who are under serious consideration for the sales position.

3. Complementarity

Ideally, the relationship between the company and the sales recruitment agency is a long-term one. For this reason, companies often gravitate towards agencies that complement their own. Complementarity is important in a number of areas; ranging from core values, objectives and culture, to the manner in which the agency treats their employees.

The goal is not solely to look for a sales recruitment agency that has values that are identical to yours. In as much as they may be different, it is important for them to be complementary and not in opposition with one another. For instance, many companies value professionalism and integrity very highly. If such a company were to hire recruitment services from a company that is unethical and prone to cutting corners, they would be at logger-heads right from the beginning. Finding a complementary match therefore enables the agency and the client-company to mutually benefit from one another.

How Recruiters Effectively Determine a Candidate’s Sales Potential during the Recruitment Process

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The sales potential of a candidate is defined as the capacity that the individual has, to develop his/her sales skills and be productive to the company. Thus, the professional’s sales potential is defined as the aggregate sales that the individual can realize within a specific and pre-determined period. For sales professionals, productivity is measured in terms of:

  1. The number of items or products the individual sells/ the number of contracts they get signed
  2. The amount of money the salesperson brings into the company

These two areas are inter-related.

Potential is often very subtle because it means that the sales recruiter will look past documentation and into the candidate’s personality, value system, skills and qualification. While the candidate’s past accomplishments and experience are important, effective sales recruiters also recognize that these often do not portray an accurate picture of what the candidate can do.

In the professional’s past, their performance may have been adversely affected by a number of factors. These include:

  • Inability to seamlessly integrate into the company’s culture
  • Lack of proper and individualized motivation

As such, here are the qualities that recruiters and Houston headhunters consider while assessing the sales potential of any candidate:

1. Assertiveness

An assertive candidate stands out to sales recruiters. This is because these sales professionals are able to communicate clearly and with confidence. Additionally, they are firm when the situation calls for it. For instance, a potential client may be negotiating a deal that would not be in the best interest of the company. An assertive salesperson is able to firmly stand his/her ground without antagonizing or alienating the client. In sales as in other areas of business and life, people pay attention when an individual speaks with confidence and assertiveness.

2. Initiative

Companies usually look for salespeople who can take calculated risks for the benefit of the company. This is why recruiters and Houston headhunters seek out sales candidates who can look at a problem and come up with multiple ways in which to tackle it. Even in most companies where the sales department has been running successfully for decades; fresh input, ideas and approaches are encouraged and sought after. The very nature of sales requires professionals to go out and get things done, as opposed to sitting and waiting for things to happen to and for them.

3. Self-Awareness

It is important for the candidate to be able to clearly articulate the following:

  • Their strengths
  • Their limitations
  • How their strengths work for them
  • How they ensure that their limitations do not represent an obstacle to their productivity and consequently, that of the company

Sales recruiters and Houston headhunters understand that it is only when an individual is able to demonstrate comprehensive self-awareness that they are able to work independently. The sales industry is one that requires professionals to read people and situations, and then develop a way to close the deal. It requires every salesperson to come up with a structure and approach that works for them. This is impossible for candidates who are not self-aware because they are not able to use their strengths to their benefit or leverage their limitations successfully. These salespeople often end up delivering robotic pitches and sabotaging their own success.

3 Key Qualities that Sales Recruiters Look for in an Effective Sales Manager

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In any company that deals in sales, the sales manager is responsible for ensuring that the team’s sales techniques are effectively translated from theory into practice. As such, it is important for him/her to ensure that every strategy that the sales team comes up with is practical and applicable in real-world situations. It is also the role of the sales manager to manage the company’s sales operations. These are the essential procedures that are designed to enable the business to run with effectiveness and efficiency, while simultaneously supporting the business objectives and processes.

It is with this understanding that sales recruiters are often on the lookout for the following 3 key qualities when looking to place sales managers.

1. Versatility

It is important for every effective sales manager to be versatile. This is because they are responsible for a wide range of tasks. Thus, one of the qualities that sales recruiters look for in a sales manager is the ability to multi-task and change their game instantly. From day to day, the manager may need to perform a wide range of tasks that include developing new sales strategies, coming up with objectives and so on. As such, recruiters look for individuals who can effectively accomplish a number of tasks at the same time.

2. Excellent Selling Skills

In as much as the sales manager may not be directly involved in day-to-day sales, they need to possess excellent selling skills. This is because one of their responsibilities is the recruitment of sales staff. They may not be the ones directly going out and looking for sales professionals, but they liaise closely with sales recruiters to confirm any hires. They are also responsible for providing the recruiters with clear and accurate descriptions of what the company needs.

Additionally, in some companies the sales manager is also responsible for the generation of new leads. With the sales team reporting to and being managed by him/her, it is essential for this manager to know how sales work, what drives them, as well as how to manage and motivate sales professionals.

3. Innovation

Innovation is described as the ability to come up with new solutions to existing problems. The sales team encounters numerous challenges on a daily basis. It is therefore important for sales managers to possess finely-tuned problem solving skills. That way, they are able to provide guidance to the sales team on new approaches to tackle the challenges that they face. In addition, the sales manager should be self-driven. Since they are mostly responsible for their own tasks without being supervised on a minute-to-minute basis, sales recruiters look for professionals who are self-motivated.

What Sales Recruiters Should Know About Joining Professional Clubs & Organizations

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A professional society is an organization that is made up of like-minded experts and authorities in a specific field or industry. Thus, in the same way that there are societies for recruiters, there are also professional societies for salespeople. Even though they are referred to as professional societies and clubs, their activities and events comprise of both social and professional aspects.

Advantages of Professional Clubs

1. Contacts

Professional associations give members access to a large network of business contacts. This is because these organizations often hold events during which members mingle and network. In addition, the groups are established with one of their primary objectives being to provide professional support to one another.

2. Information

Professional organizations also enable members to keep in touch with current trends, research and technology within the sales industry. Members are therefore easily able to stay current and updated. This is particularly useful in the sales industry where the salesperson is often a brand all by him/herself. Even in cases where their place of employment provides information, workshops and other tools aimed at optimizing the salesperson’s skills, professional clubs provide another effective avenue through which to stay on top of their game.

3. Valuable Tool for Candidates who may have been laid off

Professional associations are also very essential for sales professionals who have previously been laid off. During the processes of recruitment and headhunting, sales recruiters are very keen to find out what the candidate has been doing since getting laid off. The mere fact that the individual got laid off may not necessarily be a deal-breaker in determining whether or not they are going to get the sales position. However, the lack of skills and expertise usually is. It therefore helps if the candidate can demonstrate to the sales recruiter that he/she has remained updated on skills, trends and revolutionary practices within the sales industry.

Sales Recruiting through Professional Associations

Many sales recruiters and headhunters are finding that recruiting through professional associations is a highly viable option. By recruiting through these clubs and associations, professionals are able to channel their resources more efficiently. These include time, money and energy. Usually, the first step for a sales recruiter is to narrow down the long list of professional clubs to a select few. They do this by looking through aspects such as the club’s objectives, what drives them, as well as any publications they may have made. By considering such factors, recruiters are better able to determine what professional organizations would be most likely to have the candidates that they are looking for.

When a salesperson is choosing a professional organization to be a member of, here are some key factors to consider:

  • The club’s reputation: The reputation of the professional club or association is the first thing that is going to grab the sales recruiter’s attention. It is therefore wise to choose an association that is already quite established within the sales industry. Additionally, the better the organization’s reputation is, the more likely it is that they have the tools and network that would prove beneficial to sales candidates.
  • Local presence: Ideally, an effective professional association organizes meetings, gatherings and events on a fairly regular basis. It is during these gatherings that the individual enhances his/her visibility, and this in turn increases their visibility within the industry. Increased visibility translates to being more noticeable to sales recruiters as they increasingly recognize the individual as one who is not just an expert in the industry, but also one who is credible.