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The Fordyce Letter

Straight Talk for the Recruiting Profession


Articles tagged 'sales'

Business Development

How to Tell When You Need a Sales Specialist Recruiter



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salesperson wantedRecruiting successful sales people is one of the biggest challenges facing employers today.

As the economy continues to improve, sales professionals are more in demand than ever. So working with a specialist sales recruiter is one of the most effective ways of competing for the top talent.

But don’t take our word for it. Here are six signs that you may benefit from working with a specialist agency for your next sales vacancy:

Business, For Managers, The Business of Recruiting

Are You Wasting Your Sales Team?



Leads sign with sales

Leads sign with salesAll steps of the sales process are important; from identifying prospects to closing deals. However, most businesses spend lots of time refining and managing the latter stages (closing, etc.), but put limited thought into earlier stages (lead generation). Since lead generation fuels all other sales stages, a thoughtful approach to the function can have a huge impact on a company’s ability to sell.

Who is responsible for lead generation in your agency or firm?

Industry News, Staffing

Bullhorn Finds Agency Sales Teams Are Biggest Users of Mobile



Bullhorn Mobile chart

Bullhorn Mobile chartSearch and staffing firms have been slow to adopt mobile recruiting practices that many of their corporate counterparts have been using in ever-expanding ways for several years, says new research about how independent recruiters use mobile.

Using both surveys and usage analysis of its mobile solution, Bullhorn found it’s the sales teams that consider mobile access extremely important by a margin 24% greater than do staffing recruiters. The primary use most firms make of mobile access is sending and receiving emails, and online time and expense management.

“One-hundred percent of the staffing salespeople polled who spent more than half their time outside in meetings considered mobile access important, with 86% considering it “extremely important,” reports Bullhorn in a new whitepaper, Mobile-Powered Selling for the Recruiting Industry.

Business

A Commission Plan To Reward Production and Promote Retention



percent signs

percent signsIn sales, the commission plan is everything. Think about it; if too generous the company cannot make the profits necessary to continue to function and provide employment opportunities. Too conservative and you will create ill will and lose valuable employees. Commission plans must incentivize business development and promote a sense of appreciation for a job well done.

For the last seven years I have spoken to dozens upon dozens of owners accumulating basic information about the dos and don’ts regarding commission plans. I also interviewed many search consultants who made the switch from employee to owner. And, I went outside our industry to interview other sales professionals regarding their commission plans.

Ask Barb

Helping Your Sales Team Will Help You, Too



Ask Barb

Dear Barb:

I’ve been a recruiter for three years and feel my success is limited by our sales team. They bring in orders we should not even be working, and become upset when we don’t have candidates. Some of the orders are not even in our niche. I’ve tried to talk to my owner, but unfortunately these employees have been here longer, and the answer I received from my owner was, “You’re a good recruiter, go out there and find people for these orders.”

We’ve have never filled orders with some of these clients, because they always seem to find people on their own. What can I do to get the sales people to get the orders and contracts that we can easily fill?

Frustrated in Ohio

The Business of Recruiting

A Commission Plan To Reward Production and Promote Retention



percent signs

percent signsIn sales, the commission plan is everything. Think about it; if too generous the company cannot make the profits necessary to continue to function and provide employment opportunities. Too conservative and you will create ill will and lose valuable employees. Commission plans must incentivize business development and promote a sense of appreciation for a job well done.

For the last seven years I have spoken to dozens upon dozens of owners accumulating basic information about the do’s and don’ts regarding commission plans. I also interviewed many search consultants who made the switch from employee to owner. And, I went outside our industry to interview other sales professionals regarding their commission plans.

Ask Barb

Go Global? Develop A Solid 30 Account Base First



Ask Barb

Dear Barb:

Is international recruiting something I should consider? I live in Seattle and place primarily in the Bay Area. I keep hearing about people making a killing placing in Europe, Asia and other international areas. I’m a sole proprietor and don’t have the advantage of a team to support me. Do you think this is a way to avoid getting hit when the U.S. economy takes another dive?

Justin G.

Seattle, WA

Dear Justin:

You never shared your niche or area of specialization in your question. I always advise that a client territory of 30 accounts is pretty much recession proof. This is comprised of 10 key accounts and 20 back-ups. The key accounts call you first, view you as a trusted advisor/consultant and hire multiple candidates from you throughout the year. The back-up accounts call you and others and probably view you as one of the vendors they utilize for top talent. However, they know who you are and the services you provide.

Business Development

If You Want My Business, Here’s What You Need to Do



Staffing agency

Editor’s note: Matt Lowney, EVP of talent & operations at The Buntin Group, will be speaking at the 2013 Fordyce Forum.  He’s worked with hundreds of outside recruiters and agencies during his years as a recruiting leader at HealthSpring and DaVita. He’s been pitched so many times he’s lost count, but knows what works and what doesn’t. He’ll share that insight during his Forum presentation and tell you just what you need to do to get his business and how to set yourself apart from the herd.

Staffing agencies struggle to differentiate their brand message and uniqueness in a sea of competition. In my dealings with staffing agencies, their pitches all begin to sound the same, but they also recognize that the sheer volume of competitors makes it difficult to sound different, if they truly are. In most local markets there are a handful of solid players and a larger number of peripheral staffing firms that tend to create the “noise” (read: sales calls).

Here are my thoughts on being a top agency player in your market:

Be different: I harped on this point a while ago, but I challenge any staffing agency that wants to be great to clearly communicate their compelling business case. Talk about your recruiting process, client relations, local market connections, and client successes.

Cold Calling, How-To

Getting the Recruit To See You As A Counselor



Cold calling logo

Note: This is the final part of a four part series on cold calling. In part one, Terry talked about the first 30 seconds of making a cold call. Three goals must be achieved in that time, he said: Get attention; Avoid rejection, and; Establish a dialogue. In part two, Terry explained how to begin a dialogue with a client explaining why it is you called them and what you can do to help them. Last week he offered a number of openings that will get the attention of a candidate, even one who’s been hearing from other recruiters regularly

Setting a proper frame of reference with a recruit should be a primary objective during your first in-depth discussion. This will determine whether or not the recruit views you as an asset or a liability.

For the purposes of this article, we will define a recruit as someone with whom you have initiated the first contact, and someone who, at the point of that initial contact, was not actively seeking a change in employment.

Remember: The decision a recruit makes will impact their life to a greater degree than it will impact yours.

Keeping this in mind, it is imperative for you to quickly identify with the recruit any and all potential motivations they may have for a possible job change. This can best be accomplished by asking certain questions. The answers will quickly establish a realistic frame of reference between the two of you, and serve as a foundation for your relationship.

Cold Calling, How-To

Here’s How To Grab That Hot Recruit’s Attention Fast



Cold calling logo

Note: This is part three of a four part series on marketing calls. In part one Terry talked about the first 30 seconds of making a cold call. Three goals must be achieved in that time, he said: Get attention; Avoid rejection, and; Establish a dialogue. In part two, Terry explained how to begin a dialogue with a client explaining why it is you called them and what you can do to help them. The final part will be posted next Thursday.

Have you ever experienced any of the following responses when making your opening comments on a cold recruiting call (not referred by a third party)?

  • “I get calls from recruiters all the time. Take me off your list and don’t call again.”
  • “Tell me the name of the company and I’ll tell you whether or not I’m interested in listening to you.”
  • “I’m not interested in changing jobs.”
  • “How did you get my name?”

When statements like these interrupt your opening comments, it is typically an indication that the targeted recruit has had one or more negative experiences with recruiters and/or you have seriously mispositioned yourself on the call. Although you have no control over the recruit’s previous experience with recruiters, you can and should control your positioning on the call. This positioning begins with your opening comments, which should contain the reason for your call. If your reason for calling does not position you as having something of value for the recruit, they will immediately begin to implement an exit strategy from the call. When this occurs, the recruit stops listening and your call has little chance of success.