Recruiter Blog

Four Essential Time Management Strategies for Recruiters

time manage Time is an asset and like with most assets, lack of proper management leads to wastage. This is especially so for sales recruiters because positions in this industry often need to be filled urgently. As a sales recruiter, time management tools will result in:

  • Higher efficiency
  • Better quality of work
  • Referrals
  • More clients

This is because you are able to make better use of your resources and consequently, focus on meeting your objectives. The following time management strategies will enable you to achieve maximum productivity:

1. Use a Time Planner

As a sales recruiter, you need a comprehensive planner with details; not only of your tasks from one day to the next but also, from one hour to the next. This will enable you to:

  • Be accountable for your time
  • Eliminate unproductive tasks
  • Allot more time to tasks that bear the desired results

Your planner can either be digital or hard copy.

2. Create your Master List

Your Master List is the point of reference from which you are able to plan most of your tasks in sales recruiting. Use this tool to capture all the tasks, required actions and goals that you have. For it to be effective, you need to update it frequently, as new projects develop. You will then use your master list to allocate individual tasks to specific days, weeks and months.

3. Organize your Tasks in Order of Priority

Once you have created your Master List, you will need to order every task on the list based on their level of priority. Once you have done this, ensure that you complete each task in the order in which you have listed them. For this strategy to be effective, avoid skipping any tasks and ensure that you do not leave any of them partially done. An important benefit of your priority list is that it also makes it possible for you to delegate the least crucial tasks.

4. Manage Interruptions

While interruptions are normal for sales recruiters, it is important for you to distinguish between that which you need to attend to and that which you can put off to a later time. Some interruptions can be managed more easily than others. For instance, an efficient recruiter may designate a specific time during which to read and respond to most of their emails, as opposed to checking and responding one by one as they come in. In conclusion, it is important to always ensure that you follow through on your plans and strategies. These tools are only effective to the extent to which they are utilized. Whenever you decide to undertake a project or task therefore; set a timeline for it and manage it using the tools discussed above. This will help you to kick procrastination to the curb and do your job. Manage your time; be more efficient and effective.

3 Essential Tips to Optimize Facebook for Sales Recruitment

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Even with the increasing popularity of other social media like Twitter, Instagram and Pinterest, a high percentage of Internet users still spend a considerable amount of time on Facebook. For this reason, it is important for sales recruiters not to neglect this platform even as they delve into other social media.
Here are 3 guidelines that will help you to make the best of your Facebook presence.

1. Set up your Personalized Page

Facebook enables you to set up a professional/brand page that is separate from your personal profile. This gives sales recruiters room to bring all of who they are without necessarily inter-mingling personal and professional aspects. Setting up your Recruiter Page on Facebook incorporates a number of elements. These are:

  1. The name of your Page. This is often also the URL so it is important to have the word ‘recruiter’ in there. It makes it easier for users to find you.
  2. Set a professional picture of you as the profile picture. As much as you may want to put your logo as your profile picture, users like to feel that they are connecting with a real person.
  3. A cover photo that communicates what your brand is all about. This is where your logo will fit in better.
  4. Simple and clear information about who you are and what you do; including a call to action.

2. Set Clear Objectives

In optimizing your social media presence, it is imperative that you set objectives. These provide clarity, which in turn enables you to be consistent with your message. Sample objectives for your recruiter Facebook Page may include:

  • To reach a large audience with tips that will ensure successful job placement and satisfaction.
  • To provide sales recruiters with nuggets that will enable them to do their jobs better

These objectives may be revised and adjusted to suit changes within the industry, or changes in your methods or target market as a recruiter.

3. Content

Your fans on Facebook will be looking for you in order to find useful, actionable content. As with any social media platform, consistency is crucial and you need to update your posts on a regular basis. In order to enable you to post consistently, it often helps to develop numerous posts at one go. You may then save them and post each at your discretion. This reduces the chances of getting blocked when it is time to post something on your recruiter page.
Diversity is also important in optimizing your Facebook Page. While still remaining within your objectives, create posts that range from:

  • Informative tips either for sales candidates or companies looking to hire
  • Promotional offers e.g. a free consult for a prospective candidate
  • Details on available vacancies

Such diversity in your posts ensures that you engage a wide range of audiences who would be attracted to a recruiter’s page. These include:

  • Candidates, both in your industry and in others
  • Fellow recruiters
  • Employed professionals who may not even be actively looking for a new job
  • Companies and corporations seeking information on how to effectively manage the recruitment process

Using these tips to optimize your Facebook Recruiter Page is imperative to promoting your brand, getting your name out there, and getting your message heard.

Understanding the Place of the Sales Recruiter in Employee Referral Programs

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A referral is said to have occurred when one professional directs an individual to another professional. The goal is for the individual to receive either a consultation, review or some other intended action. In sales recruitment and specifically with reference to the recruiter, referrals work in a number of ways:

  1. Sales candidates can refer a recruiter to each other, based on the recruiter’s track record as far as placing candidates is concerned.
  2. Recruiters can refer candidates to one another. This usually happens when a recruiter gets a top-notch candidate who is not in his/her area of industry, but who would benefit and be of great value when placed elsewhere
  3. Companies often refer recruiters to each other; particularly if they have received exceptional services and top-notch candidates to fill vacant positions.
  4. Employee referral programs.

Demystifying Employment Referral Programs

Employee referral programs are implemented such that employees are given the authority to refer suitable candidates who would ideally, be able to join the team and work constructively along with them. In fact, most referral programs are set up in such a way that the employees are rewarded for providing viable candidates for the company.

While some in the profession may view this as “recruitment interrupted”, the reality is that it is not. On the contrary, it provides the recruiter with an opportunity to re-package themselves and their services based on the demands of their market. Even with employees referring potential candidates, there is still the need for an expert who will narrow down the list of candidates to the final, single candidate who will get the position.

The employee referral program therefore, is only the first step i.e. bringing suitable, potential candidates in through the door. The sales recruiter then needs to conduct interviews to determine their suitability based on a number of factors that include:

  • The culture of the company
  • The candidates personality and idiosyncrasies
  • The needs of the company and how they compare to the needs of the candidate

Even companies with strong and established employee referral programs usually need the insight of a professional recruiter. The reason for this is that the expert is likely to have insights that non-professionals would generally miss. When referring potential candidates for sales positions within the company, employees are likely to be focused solely on qualification. It is therefore the sales recruiter’s responsibility to first weed out the candidates who may have misrepresented themselves and then continue to narrow the list of referred candidates until only the ideal candidate is left and is offered the position. Besides this, the sales recruiter can still bring in a candidate who was not referred by an employee, if they feel that they would be better suited for the position.

As such, the role of sales recruiters is in no way threatened by the increased popularity of the employee referral program. The nature of the recruitment industry is that it evolves. As such, it is imperative for the astute sales recruiter to evolve and morph, developing new strategies in order to suit the needs of their clientele.

How to set yourself apart from other Sales Recruiters and Woo your Ideal Candidate

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There are different categories of sales candidates. At the very top of the hierarchy of candidates, is your ideal candidate. The word ideal is used to describe that which satisfies your conception of what is most suitable.

Ideally, your new sales hire should not only be able to keep up with the sales momentum at the company, but also, to leverage his strengths and the skills that he/she possesses to boost and enhance it. Aim for superior talent as opposed to good talent. Here is how:

1. Build the Profile for your Ideal Client

For sales recruiters, the qualities of your most suitable candidate vary; depending on the needs of the company that you are representing. As such, the first step is to compile a list of all the qualities that the ideal client should possess, for that particular position. Most recruiters are likely to shy away from specifically targeting their ideal client. They may do this in order to avoid locking anybody out.

However, the benefit of building an ideal-client profile is that to a large extent, you avoid the influx of applications from sales candidates who are not going to be at the top of the list for the position. With this profile, your ideal candidate will self-identify and reach out to you.

2. Communicate Clearly

For all sales professionals, time is literally money. It is therefore important to communicate that you value their time and are not going to abuse it. Keep all communication clear and concise. During your communication, some of the aspects that you need to state include:

  • The objectives and core values of the company that is looking to hire them
  • The mission and vision of the company
  • The expectations that the position comes with

Be professional in your correspondence but at the same time, be sure to also let them know that you would be excited to recruit them on behalf of the company. People are more likely to respond to and engage with you when they feel that you are genuinely pleased to be speaking with them.

Additionally, it helps to have a clear and structured hiring process, as well as communicating to your ideal client, what that process is. This demonstrated that you are prepared and professional; in addition to letting your candidates know what to expect every step of the way.

3. Identify that which motivates them

Your ideal candidate works best when he/she is properly motivated. As such, they are also likely to choose the position in which they feel that their individuality and motivations are taken into account. A simple way to find out how to effectively pitch your client’s company is by asking the candidate:

  • What are you passionate about?

Give them room to speak freely even about things that may not immediately seem relevant. Then use the information you gather to develop an incentive package that is specific to that candidate.

For instance, if a candidate is so passionate about his/her children that they take time to talk about them and show you pictures, a great way to stand out from other sales recruiters would be to mention that your client offers family vacations to salespeople who hit certain targets. This way, the candidate feels that you are listening to them, and that the company you are representing is likely to be a great fit for them.

3 Guidelines on How to Follow up with a Sales Recruiter and Get the Job

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For sales candidates, follow up is one of the most important and yet also one of the trickiest aspects of the recruitment process. Often, the tricky part is in determining how, when and how frequently to follow up without being seen as bothersome.

Following up is an especially sensitive area when you need the job urgently. A number of factors could be responsible for this, including:

  • You may be unemployed, probably due to downsizing.
  • You may have the desire to relocate to a new city and would like to have a job waiting for you when you get there.
  • You may be looking to get a position that pays more.

Regardless of the reason, be careful not to let your emotions cause you to be reactive or sound desperate. By contrast, take actions that will portray you in a positive and professional light.

When following up, here are the three main guidelines to follow:

1. Use Email

The sales recruiter is likely to be working on a number of different placement projects, interviews and administrative assignments. As such, email represents a non-intrusive and effective way to remain on the sales recruiter’s radar without badgering them. The additional benefits of email is that it creates a paper trail and gives the recruiter time to carefully analyze relevant information before getting back to you.

When writing the email, keep it simple and professional. Before you send it, re-read what you have written to be sure that it is not antagonistic but rather, positive.

2. Consider the Time Frame

Ideally, your follow up email to the sales recruiter should neither come too soon nor too late; neither should your correspondences be too frequent, especially if they are not responding. As a general rule of thumb, you may write a follow up email a week after the interview. If the recruiter does not send you a response, you may then send another one about four days later. If you receive a response to neither in another three to four days, it may be time to place a courteous phone call.

3. Communicate!

It is quite possible to send an email or speak on the phone without really communicating what you need to the sales recruiter. Keep in mind that the recruiter is likely to be considering a number of different candidates for the position. As you follow up therefore, you need to communicate your eagerness and excitement at the possibility of getting the position. A lot of this has to do with your tone and choice of words. Expressive words generally help to communicate certain nuances that you may not necessarily be saying. They also stick in the mind more than non-expressive words. Another great tip is to smile! Even though the recruiter is not able to see you while you are speaking on the phone, your smile carries. As a result, you sound not only pleased to be speaking with the sales recruiter, but also pleasant; a person with whom it would be a delight to work.

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.