5 Demands Every Client and Recruiter Must Make Of Each Other !

5 Demands Every Client and Recruiter Must Make Of Each Other !

 

For the relationship between recruitment consultant and client to be a stable and productive one, there are certain demands each must ask of one another.

 

Demand is certainly a strong word but these are needed for a successful partnership.

 

They are also necessary for us to properly carry out our service, and they help the hiring company to better experience the advantages of using a professional recruitment service.

 

Without these guidelines, placements will still be made. But the experience may be more akin to the negative and stereotypical perception of working with a recruitment agency!

 

When these demands are made clear from day one, and adhered to, the process is smooth, pain free and effective.

 

Like many situations in life, everything goes a lot more smoothly with the right communication and expectations established upfront. Let’s begin by looking at what a client should always ask of their recruiter of choice.

 

5 Client Demands

 

1.  Transparency

 

When instructing a recruitment agency it is vital to demand transparency from them in all that they do (this works both ways, as we’ll get too shortly). Without this, it ultimately defeats one of the main purposes of using an agency to help you hire: inside knowledge.

 

This includes transparency over the candidates they represent with regards to their employment history (the good and the bad). And honesty about their salary expectations and career motivations.

 

It is far better to consult on these points and even undersell and over deliver than create a false expectation.

Most recruiters will have no issue with this, they understand that the short term gains of dishonesty will ultimately only lead to a short term relationship with their client.

 

2.  Informed Representation

 

Clients have the right to expect, and require, that their recruiting partners act as just that, partners. This means representing the client to the same standard they would represent themselves. Recruiters can achieve this by having an in depth understanding of a client’s culture and unique selling points. You should expect them to learn this and help them get there. If they can act as your extended arm this will help create a positive candidate experience.

 

3.  Data and Value

 

You should demand that recruiters are forthcoming with data and information that adds value to the service they provide. Such as salary benchmarking, competitor benefit comparison, employment market statistics and all other information that can aid in the recruitment process.

 

4.  Clear Information

 

You should expect clear and tangible information on all candidates represented to you. This starts with the initial CV and background check, and continues right through the recruitment process. This means making sure you are always understanding of candidate’s current situations, motivations and interview activity.

 

You should never be hit by a game changing piece of information out of the blue!

 

5.  Regular Updates

 

Always demand to be kept in the loop, radio silence is never an option. Even if we haven’t found any additional candidates we give clients a progress update at the end of every week. They may be relying on you!

 

What recruiters should ask for in return?

 

 

5 Recruiter Demands

 

1.  Fair Terms

 

We are committed to providing you with a professional and valuable service and expect fair terms in compensation for this. To truly benefit from a professional recruitment partner clients must treat us as equals. This means fair terms for a job well done.

 

Low fees are a false economy in the recruitment industry; never has the phrase ‘you get what you pay for’ been more apt.

 

2.  Realism and Flexibility

 

Recruiters will expect a level of realism and flexibility on the client’s part. Everyone wants to hire the best candidates on the market but that just isn’t always possible. Realistic expectations, appropriate salaries and flexibility on skill set will have a recruiter breaking down doors to find the best fit.

 

Holding out for an A star candidate when you have a C class budget won’t. The cost of not filling a role is well documented. Sometimes you may need to compensate or open up the job description to groom an A star candidate. From our experience, companies willing to look outside of exact industry experience and hire on "attitude" will often have success if you can invest a little time at the outset.

 

3.  Transparency

 

Just as clients should demand transparency, recruiters should too. This upfront honesty should extend into the history of the vacancy, the reasons for rejecting candidates, details of number of agencies working the position and any other factors that might hamstring the process.

 

4.  Timely Feedback

 

Without timely and thorough feedback we just can’t do our job properly. We require prompt interview feedback and CV reviews. Without it, the best candidates will be snapped up by your competitor.  

 

5.  Respect

 

Recruiting isn’t an easy job, if it was the recruitment industry wouldn’t exist, everyone would do it themselves. We are well aware there are some firms that taint the industry but on the whole we are professionals who work hard to make a living. Clients should respect this and the important role an experienced recruiting agency plays in helping to build a successful company.

 

You’ll find that if these 5 demands are stuck to by both parties, the business relationship between client and recruiter will flourish into a long lasting and productive one, and that is much more enjoyable for all concerned!

 

 

 

 

 

 

 

 

 

The Rebirth Of Cold Calling!

The Rebirth of Cold Calling!

 

You must of all heard it? Cold calling is dead say the marketing experts and online consultants vying for business! Get your lead generation techniques right and you can sit back and carefully select who you want to work with.

 

Of course online is vital. Yes, you can generate leads from various activities. LinkedIn is crucial, Twitter beneficial, e-mail campaigns can work, and SEO campaigns do drive traffic to your website...but is cold calling really dead?

 

Let's explore further.

 

Imagine yourself walking the floors of a buzzing recruitment office. What do you picture? A hive of activity? Young professionals dressed in sharp suits? Phones in hand enthusiastically selling the virtues of the latest candidate on their books?

 

If you did, you’ll be surprised to find it’s probably very different. The first two might be right, but today you’re more likely to hear the tapping of fingers against keyboards than the silver tongued sales patter.

 

E-mail, Linkedin, SMS, on line communities, Twitter, Facebook, Google+, the avenues for reaching out to candidates and clients has progressed beyond all recognition in the last 10 years. It’s quite possible to complete the end-to-end recruitment process without ever picking up the phone.

 

But that doesn’t mean you should!

 

Hide and Seek

 

This isn’t to say that the phones of recruitment offices the world over are gathering dust. Far from it, as anyone that has looked for a job recently will testify, recruiters will call and look to attract the top talent.

 

No, it’s more of a case that recruiters today are using other forms of communication to avoid making the difficult phone calls.

 

When a superstar candidate becomes available that’s perfect for a new prospect client, rather than pick up the phone to let them know, some prefer to take the easy way out by sending an e-mail.

 

Cold-Calling Isn't Dead

 

How have the qualities of the phone call been forgotten so quickly?

 

Isn’t it clear to see that someone with the responsibility to hire would prefer a polite and prompt call. A call in which they were quickly made aware of a candidates availability. If they can't talk then make the call another time.

 

As long as you have done your research and can demonstrate the value you offer then you will be able to make impact. In certain cases, companies may not even be aware they need that person until your call, but if you can show how others have benefited from such an individual then you can form a new client relationship.

 

The key is to ensure you work on the best candidates and that you deliver. The top recruiters and salespeople step out of their comfort zone to guide and coach a client on why they should hire someone.

 

If you represent a candidate who has tangible achievements and aspirations that align precisely with their company. Why wouldn’t they appreciate knowing that now, as opposed to sifting through a mountain of mail to potentially find this important news.

 

Of course there are those that think no contact at all is preferable. In truth though, the right type of phone call, to the right person, at the right time, with the right candidate/product/service is often going to be listened to.

 

If you have someone that can bring benefit to their team then most will listen. For the client who prefers e-mail, they exist but are rarer and especially in our area of sales, then educate them on the fact that you can get the message across to them far easier with a quick call.

 

If they are adamant then use e-mail. Or if is really not worth it then "fire" the client.

 

A call is more effective than an e-mail or a Tweet. These are great tools that we readily use but the phone is still the most effective tool for business along with meetings.

 

Why it Still Works

 

People buy from people. Trying to convey personality in 140 characters is a tough task. Getting someone to read your e-mail can be tricky and your over-friendliness on Linked in could be deemed irritating.

 

A phone call is the only form of modern communication (video messaging excluded) that gives users the opportunity to convey, and pick up on, some of the 93% of communication that is non-verbal.

 

That extended pause after a probing question could be the hook you need to secure your sale.

 

5 Situations When a Call is Better Than an E-Mail

 

1)    Selling a Candidate: if your candidate is truly right for your prospects company, a call is the only reasonable way to let them know. If you receive a response to a mail shot then call them! The top recruiters and salespeople consult and this is hard to do via e-mail.

 

2)    Rejected Job Offer: when your candidate turns down a role it’s customer service 101 to call and let the company know why.

 

3)    Offering: never give a job offer via e-mail, you can’t gauge reaction or answer any immediate questions.

 

4)    Getting Feedback: gathering feedback from interviews should, whenever possible, be performed via a phone call. You can assess enthusiasm and immediately address concerns.

 

5)    Negotiating Terms: many people enjoy toing and froing over e-mail negotiating terms. This wastes time and won’t build rapport. Pick up the phone and hammer it out, your client will respect you more. Even better, look them in the eye over a meeting.

 

Many of the above are applicable to all sales roles, not just recruitment, you can probably think of your own examples where a call might have been better.

 

Conclusion

The title of this blog is slightly misleading. For something to be reborn it must be dead and in truth cold calling never really went away. It has just been hidden under a pile of alternative communication channels that whilst easier are less effective.

 

The market has changed, there are many ways to contact both candidates and clients now. But with this rise in methods comes an increase in noise.

 

What remains the same is that when you have something important to communicate, something that affects the performance of businesses and peoples careers, there is still no better way than to pick up the phone.

 

Not only can you ensure your message is getting through, but it shows you care that it is being listened to.
  



Damian Eyre | Director T: 0208 834 1392 | M: 07795 471963 http://www.saleslogic.co.uk/

Ten reasons top sales performers won’t join your organization and what to do about it?

This document has been written to help companies attract top performers and is based on over twelve year’s experience of recruiting for a range of global companies in the sales arena. By implementing some of the strategies in this article, it is my firm belief that you will help increase employee satisfaction and sales results as well as stay ahead of the competition.

1.     Your Holiday/Vacation Policy is not competitive.

 

 In several negotiations I have conducted in the last year, candidates have increased their holiday allowance and told me it would be a show stopper if it was not changed. Finding an employer that recognizes a positive work/life balance, evident in their holiday policy, is a priority for potential candidates. If you have not got a policy which is flexible or at least competitive with the market then you are immediately behind the competition. It is no longer acceptable to say, “That is the way it is!” The last two companies I have spoken to have increased the allowance to a minimum of 25 days + bank holidays for those candidates.

 

A more radical solution is proposed by Joe Reynolds of Red Frog who advocates an unlimited holiday policy!

 

http://preview.tinyurl.com/7hzbuyg

 

 

 I think there are both potential benefits and flaws to such a policy but the point is, are YOU on message with your holiday policy. Top performers deserve and require a balance.

 

 

2.     Your salary/commission structure is not attractive

An obvious point, but this needs to be reviewed on a regular basis. Top performers like to double or treble their basic salary annually and thrive on a commission structure which rewards them. Do you have a competitive % of sales and accelerators in place for over performance? Top performing companies are offering 10-20% of sales value to sales employees and setting realistic targets. They realize they can attract top talent this way which in turn increases the company value and performance which is smart. Pay the best candidates the salary they deserve and you will be rewarded. This includes the basic salary and also stock options if relevant.

“I believe in my team working for their basic salary!”  My Sales Director 1997

On the other side of the coin, competitive structures have enabled some sales candidates, with my clients; earn 200-500k per annum. They tend to stay where they are! 16% of sales!

3.     Your interview process is too lengthy/not structured.

I have seen this so many times! Two meetings including the presentation are typically enough. It may be two long meetings with multiple decision makers and tests may also be needed but two-three weeks max should be enough. Any more than that and you may lose the interest of the candidate or they may go elsewhere to a more agile competitor. If there are too many meetings, it can also be symptomatic of a bureaucratic, and perhaps, disorganized organization. The candidate may think it will be the same were they to join.

  We recently had a company who wanted a candidate but took two months to offer so lost him as he decided to start his own consultancy. They put together a great offer but too late!

 

4.     You offer no formal training

Employees like to learn and develop. Product training is crucial but also sales and leadership training where appropriate. Not training for trainings sake but clear measurable training where the employee is learning. This should enable better performance from top performers and also create loyalty from your team who appreciate the investment. Companies such as SPI and Imparta offer excellent sales and leadership training. There are also a whole host of talent management companies who will provide the software to maximize your resources.

5.     You have no employee benefits

Fine for a start up but beyond a year or certain size, these become pivotal and it is often one of the first questions I am asked. What are the benefits! Pensions, holidays and medical, but also the newer wave of flexi benefits. Extra holiday days, welfare allowances, gym membership and the like.

 

6.     You have a Big Brother culture

Top performers typically like some freedom. The opportunity to work from home when needed. Yes, team spirit needs to be built and people need to come to the office, but top performing salespeople should be out on the road and have the freedom to manage their time. Reports show what is being done and if salespeople don’t perform, they leave. Top performing salespeople like to be treated like adults and get on with the job. Yes, they need to come to team meetings and join in all the team building, but in my experience they perform best when the handcuffs are off!

Is the culture professional and ethical? What is the reputation of the people and the company? Do you know what you stand for? Not vital to everyone but important to some.

“Why travel two hours into the office when you can be working. I hit my targets and get the job done” Candidate – January 2012

 

7.     Your office is not in a great location

Candidates have told me they have turned down opportunities because of the actual office or location. Is it a good place to work when in the office and easy to get to? Transport links etc. Obvious again, but all these add up when trying to attract the top 10-20% of candidates.

 

8.     Your staff retention levels are not good

Do you churn through sales people quicker than a hot knife in butter? Candidates research and know what these levels are.  Some retention is healthy but if they are jumping from ship on a regular basis then what are the issues? That ties in with everything here and is vital. First the hole needs to be plugged and then you can rebuild. Is the messaging and vision clear, do you have the right Sales Director and culture and communication? Again I will sometimes here “I am not working for that person” although conversely I hear “what a great director they were”. Are they motivated and do they present the company well in meetings.

“I have looked on LinkedIn and people don’t seem to stay very long do they. Am a bit concerned about joining this company?” Candidate January 2012

9.     Your Company has poor level of Communication with prospective employees.

 

This applies to every interaction with a potential top performer for your organization. If the first call is not good then it will cause issues further down the line. This is also very relevant to on boarding. Having some senior people meet with the candidate or having dinner with them is often very useful to set the scene for success. You will not get that far if the candidate is not updated and reassured throughout the process but once you do, it is as important to maintain communication before they start to make them feel welcome and reinforce that they have made a good decision. HR plays a big role here but one of my clients also recently had the founder meet one of the new sales people! This was a big organization so imagine how he felt. Communicate and do it well. Have your key people involved and bring that passion.

The danger, if this does not happen, is that candidates are distracted by other opportunities; especially if there is a doubt in their mind. When this has happened with my team, there has often been a long time period between the offer and start date. Conversely, we have worked with clients recently where candidates have actively attended meetings prior to officially starting! This is also great for on boarding and there are some great Sales Directors out there who are brilliant at absorbing and applying this message.

 

10.              Your on line presence is inadequate.

The first place candidates go today is online. Twenty years ago it was brochures and reputation but in the digital age, your footprint is vital. Company websites, Twitter, Facebook and other sites all play a part in attracting top sales people to your organization and give an indication of the culture in place. This needs to be considered and run a by a social media expert.

If you don’t have this right then you will be behind the competition and won’t attract the top performers.

Also, shout out your achievements and put in on the web. Company awards, events, You Tube clips; something that shows the unique DNA of your organization.  

 

“I could not find much about the company online, why is that? No thanks!”

 

 

 

 

 

 

 

 

Ten Top Tips for Engaging with Sales Recruiters

 

At some stage during your career it is likely there will come a point at which you interact with a recruitment consultant. For many, these encounters will only be brief and sometimes even frustrating. But there are those that understand the benefit of a long term partnership with a professional recruiter.

 

So what do you need to know in order to best leverage your time spent dealing with recruiters and how can you make sure you are getting the best out of their service. Well, like any strong business relationship: it is not a one-way street.

 

All productive partnerships are the result of working together to mutually beneficial outcomes. With that in mind, let’s consider ten top tips for engaging with sales recruiters so that you can begin to harness these relationships for the better.

 

1)  Have Realistic Goals

 

It’s OK to dream, setting your sights high is a great way to push yourself. But when it comes to job hunting you need to be realistic. Recruiters are not magicians, they can’t convince a hiring manager you are right for a role that is well above your current level. And they can’t conjure up unrealistic salary hikes.

 

Be ambitious, yes, but have realistic goals when looking for a new role. If you don’t, you may not be contacted about a role that might actually be just what you’re looking for.

 

2)  Apply For Relevant Roles

 

This is closely linked with having realistic expectations but goes beyond that to ensuring that you are actually applying for roles that you are qualified for.

 

Lack off feedback is a major gripe of many job seekers and recruiters know they could do better. But when we receive numerous irrelevant applications it is too time consuming to respond to everyone. Check you actually have the skills and experience required for a position before speculatively applying and chasing for feedback everyday.

 

If you’re not the right match but still feel you’re suitable, at least provide a brief cover letter outlining why you applied for the position.

 

3)  Be Articulate and Honest

 

We are looking for candidates that can clearly and precisely describe their past achievements, experiences and reasons for leaving former roles. If you can’t articulate this to us in a comprehendible manner we will assume you will perform the same in an interview.

 

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4)  Listen

 

As well as being a good communicator you have to be a good listener. If you think you can’t learn anything from your recruiter then you may miss a key point. Listening to their interview advice, no matter what level you are at, is important. You may pick up one or two tips that could make all the difference.

 

 

 

5)  Be Committed and Punctual

 

There’s nothing that puts us off a candidate more than someone who is late for interviews and inflexible with meetings. We know it’s not easy to get out of work and appreciate you can get caught up in traffic. But if you’re showing resistance at making the effort to book interviews and don’t take steps to ensure you arrive on tim, we won’t feel you’re serious about your job search.

 

Sticking to appointments and being flexible with interviews goes a long way to building trust with your recruiter and in turn your prospective employer.

 

6)  Provide Timely Feedback

 

When you interview with a client of ours they will be as keen to find out your thoughts as you are theirs. We will ask you to call us after your interview to relay your immediate thoughts, this is an important part of the process and it is disheartening when it isn’t carried out.

 

Again, this all relates to your relationship being more than a one-way exchange. The more information you give us the better service we can provide you. Even if you feel you interviewed poorly, let us know. Some honest words of enthusiasm to pass on to the manager can be the difference between getting a rejection and a 2nd interview.

 

7)  Prepared to Meet

 

The dreaded coffee with a recruiter. We know you’d rather be elsewhere, but what value do you place on your career? And believe me we’re not all that bad. Meeting us helps you realise we are human too and genuinely care about making sure we find you the right position.

 

It helps to build rapport, enhance relationships and who knows you might even make a new friend. Some of our candidates have become long term friendships. OK, not an important factor initially but it is rewarding nevertheless to work with people you like.

 

8)  Forget Your Perceptions

 

Despite what you might hear and think, the majority of recruiters are not out to make a quick buck with a total disregard for the wellbeing of others. We have very strong ethics and fully understand the sensitivity and relevance of the information shared with us on a daily basis.

 

For every horror story you hear there are thousands of candidates finding their dream jobs because they were open and honest with their recruiters rather than being cagey and guarded.

 

If you are upfront and honest with us, with a belief that we genuinely want to help, you’ll be surprised what you get in return.

 

9)  Offer Recommendations and Referrals

 

If you’re happy with the service your recruiter has provided you, they’ll be extremely grateful for any recommendations or referrals you can provide. Think of it like a tip in your favourite restaurant. By helping out now, you know you’ll be getting the best service the next time you need us. Whether as a candidate or even a client.

 

10)  Be Social

 

Don’t treat recruiters like social outcasts who are only relevant when you are unhappy in your role and are keen on a move. Even when you’re not looking, keep in contact, share our job posts on your social networks and treat us like you would any other professional. We will appreciate it and look forward to working with you!