Sales in Recruitment Part 1: New Relationship VS New Hire

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I’ve spent 8 years in sales and 3 years in talent matching.

I initially transitioned into talent because of my background in sales, my desire to help companies grow and feel the satisfaction of helping someone along in their career. What I’ve come to see is one of the biggest challenges faced these days, the complete oversight of implementing a sales process in recruitment.
The market is competitive….. no matter how you look at it. You have a great idea but so does the next company. So how do we overcome losing out on great candidates? It’s simple, start selling.  This can not only lead to getting you the right candidate, but also when you need them. Most of you will think I mean old school car salesmen (no shade to my fellow sales people in automotive), I’m talking about true consultative sales and having a strong talent pipeline.

Step 1: Turning over stones

  • When you really know what they want vs starting the relationship talking all about what you want, chances are it will last longer. Just like in other areas of our lives.
  • Cover topics like goals, hobbies, and influences.

Step 2: Matching

  • If you’ve asked the right questions in step 1 then ticking off items on their checklist with your offering should be a breeze.

Step 3: Turning over more stones

  • Now that there seems to be a genuine interest, its time to dig for potential objections(other interviews, counter offers, personal obligations, etc..)

Step 4:  Courting

  • If you’ve bothered to invite someone to your office, give them an experience. Take them to a late lunch or early dinner, get them to interact with the team. Buying is an emotional and logical process, and so is joining a company.

Step 5: Time

  • In the hopes that you’ve followed Steps 1-4 the most important step is here. Putting someone through a rigorous 4 hour technical interview to then take more than a week to get back to them only hurts you.
  • Ensure multiple checkins if you need more time to evaluate other candidates.
  • Silence is not your friend!

Step 6: Making an offer

  • Hopefully you’ve uncovered in the first step what the package options you can present to meet your future team member’s expectations. Will you need to offer something more to prevent counter offers?
Implementation is easy, think new relationship vs new hire and see drastic improvements in the performance of growth objectives.

Next week’s topic Building a Talent Pipeline,  detailing methods and tools to generate a consistent flow of engaged talent.

 

– Kyle

How a Recruiter Prepares for a Successful Week

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A question I am often asked in recruitment is “how do you prepare for a successful week?” Truth be told, this wasn’t something I knew how to do from the get-go. Learning to effectively plan for anything takes time and experience; let alone preparing for a job where you are dealing with uncertainty everyday and the most unpredictable factor of all (people!) Recruitment is an interesting and very unique field where you are in a work environment of constant change, interruptions, uncertainty, and unknown. One of the biggest challenges we as recruiters face are time management, planning, and getting through what we have to accomplish without getting too off track. When I first started out, I thought I could pretty much plan out my day/week, identify what I had to get done, get through it, and accomplish it all. I was wrong, very wrong. I knew that in order to take my work to the next level and start making more placements, I had learn how to better spend my time and learn how to plan within recruitment.

Keep reading to check out a few things I’ve learned along the way that have helped me effectively plan a successful week. These are simple things that I have adopted along the way, that have helped me become more efficient and ultimately take my production to the next level. Below are 3 things I do every Sunday night that keep on the fast track to success.

Make and Review Your Activity Sheet

Start planning by asking yourself “what do I need to get done this week?” and “what do I have to accomplish this week to be successful?” Identify what it is that you need to do, and create action items accordingly. When writing out your activity sheet, try to identify what the most important things are that need to happen within your search right now to keep it moving forward. Review your activity sheet and make notes each day on what action items need to happen to keep the rhythm of the searches moving forward.

Here are few things to consider when writing out your activity sheet:

  • Do you have to find candidates for your open requisitions?
  • Do you have to interview or qualify candidates you have already sourced?
  • Do you have to follow up with any candidates?
  • Do you have to prep candidates for interviews?
  • Do you have to schedule any candidate-client interviews?
  • Do you have to gather feedback from any candidate-client interviews?
  • Do you have to extend an offer?

Once you have an understanding of what you need to get done, plan specific times to accomplish these items. Be as specific as you can with your action items, plan blocks of time on your calendar and what you are going to accomplish during those times.

Plan for the Unexpected

In a field of constant change and uncertainty, one thing we are certain about is that anything can change at a moments notice. Unfortunately, sometimes there is just no way around this and as much as we wish we could, there’s often no way of predicting the unexpected. In order to deal with the unexpected, you have to build it into your weekly schedule. Give yourself a time allowance, or block of time, where you can deal with these unexpected surprises. By planning for this, you can allow for changes that might (will) pop up, you will avoid feeling reactive and you’ll be much more effective in dealing with the situation.

Review Your Business

I cannot stress this enough. If you want to move forward, you have to understand where you are now. Review your goals (both billable and non-billable) and where you are at in achieving them. As recruiters, we juggle a lot of balls everyday and it’s easy to lose sight of the big picture. Often, we get lost in the day-to- day grind of recruiting and get tunnel vision (focusing solely on the active roles we are trying to fill.) Make sure you are reviewing your business every week and understanding every number and detail of your business. Understanding where you are at overall, will enable you to understand where you have to focus your time and how you are going to achieve your goals.

These steps have improved my planning and time management, and have helped in my success as a recruiter. These steps are simple and are easy to incorporate into your weekly planning. If you’re feeling like you’re in a recruiter’s rut and are hungry to achieve your goals, I encourage you to start thinking seriously about the objective of planning. Follow these steps, keep it consistent, and I guarantee that your planning will start to reflect in your production.

Hope this helps!

– Maryam

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Growth Hacking: Part III- Techniques for 2016

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Top 10 Basic Growth Hacking Techniques for 2016

Here’s a quick overview for those who didn’t see our last post (Why every startup needs a growth hacker). Growth hacking has primarily 2 components, first it’s leveraging your partners, brands, influencers, vendors, or any company’s followers/audience that you work with. Second, it’s testing multiple marketing channels and quickly analyzing the results–doubling down on what’s working and leaving time/money to allocate for continually testing new ideas.
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Growth Hacking: Part II- Product

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First things first, and that’s your product. We’re going to give an overview on the importance of product and how that relates to growth marketing/hacking. It’s vitally important for your startup to create a product people love, a product that will solve a problem, or a product that truly improves the daily life of it’s target audience. If you haven’t proven out this concept it’s absolutely pointless to think about growth.

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What Makes Great Startup Engineering Leaders?

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What Makes Great Startup Engineering Leaders, Great?

Over the years, I’ve had the luxury of working with dozens of CTOs, VP’s of Engineering and Technology Directors. Some were great, and some weren’t really. These were men and women of various backgrounds. The ones that proved to be successful shared one common trait, they were passionate about and are able to build their team with the right people.

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What Makes a Good Full-Stack Developer

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What Makes a Good Full-stack Developer

With modern advancements in tech, for example with javascript, more and more developers are able to apply principles they are familiar with, throughout the rest of the stack. On Angel list alone, there are over 5400 startups currently looking for full-stack engineers. Every startup needs good full-stack developers, and if you’re serious about growing your startup, you’re going to want to read on to see what constitutes a rockstar! Read More

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Growth Hacking: Part I- What is it? Why is it Important?

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What is Growth Hacking?

First…Growth Hacking, what is it? It’s not a technique, it’s not a secret strategy that some know and some don’t, it’s a person who uses rapid experimentation across multiple channels to see what’s sticking and what’s not. It’s the ability to collect, analyze, and react with an informed decision over and over again. At the end of the day, whoever can repeat that process the fastest will win.

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