James Aiken’s Post

Salespeople should be aware that job changes can present new opportunities for their sales pipeline. Approximately 20% of individuals change jobs each year, with even higher turnover rates in the tech industry. When someone changes jobs, they may bring new needs and challenges to their new role, creating potential for salespeople to offer solutions and build new relationships. By staying informed about industry trends and keeping track of job changes within their target market, salespeople can proactively reach out to new contacts and position themselves as valuable resources in navigating the transition. This can lead to the development of new deals and partnerships that may not have been possible otherwise.

𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐚𝐥𝐞𝐬 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐚𝐧𝐝 𝐬𝐮𝐜𝐜𝐞𝐬𝐬 𝐢𝐧 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐫𝐞𝐥𝐢𝐞𝐬 𝐨𝐧...? Recruitment is akin to sales, where candidates are customers and the job offer serves as the product. Effective recruiters adopt sales techniques such as active listening, relationship-building, and persuasive communication to engage with candidates and "sell" them on the opportunity. They focus not only on the job itself but also on the company culture, growth prospects, and overall value proposition. Success in recruitment relies on showcasing the value of the offer, addressing candidates' concerns, and ultimately persuading them to choose the opportunity. By treating recruitment as a sales process, organizations can attract top talent and build a strong team that aligns with their goals and culture. Moreover, just like in sales, timing is crucial in recruitment. A recruiter must strike when the iron is hot, meaning they need to approach candidates when they are most receptive to new opportunities. For instance, reaching out to passive candidates who have recently completed a major project or achieved a milestone in their career can increase the chances of success. Additionally, similar to how sales professionals maintain a pipeline of leads, recruiters maintain a talent pipeline. They continuously engage with potential candidates, even if there are no immediate openings. This ensures that when a position becomes available, they have a pool of qualified candidates ready to consider the opportunity. Furthermore, objections handling is a key aspect of both sales and recruitment. Just as salespeople address objections from customers, recruiters must address concerns raised by candidates. This could involve clarifying job responsibilities, addressing doubts about company culture, or negotiating compensation packages. Lastly, like in sales, referrals play a significant role in recruitment. Happy employees are often the best advocates for their companies and can refer qualified candidates from their network. Recruiters can leverage these referrals to tap into passive talent and streamline the hiring process.

Recruiting is a constant pain point for most sales managers. This analogy really works for me. Sales leaders understand how critical prospecting for new business is, so if we consider potential hires the same way we pursue prospective clients, it could be a game changer.

Recruiting is sales. This is a lesson I learned early on in my career as a recruiter for SDRs. The skills required to raise awareness for a position, develop criteria and persona for candidates, and ask good qualifying and discovery questions are almost identical to those of an external sales pitch. The only difference is that instead of a client, the candidate gets a job, and the employer gets a great employee. When done right, recruiting is a win-win situation. So, if you're looking to improve your recruiting game, start thinking like a salesperson.

*𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐚𝐥𝐞𝐬 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐚𝐧𝐝 𝐬𝐮𝐜𝐜𝐞𝐬𝐬 𝐢𝐧 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐫𝐞𝐥𝐢𝐞𝐬 𝐨𝐧...?* Recruitment is akin to sales, where candidates are customers and the job offer serves as the product. Effective recruiters adopt sales techniques such as active listening, relationship-building, and persuasive communication to engage with candidates and "sell" them on the opportunity. They focus not only on the job itself but also on the company culture, growth prospects, and overall value proposition. Success in recruitment relies on showcasing the value of the offer, addressing candidates' concerns, and ultimately persuading them to choose the opportunity. By treating recruitment as a sales process, organizations can attract top talent and build a strong team that aligns with their goals and culture. Moreover, just like in sales, timing is crucial in recruitment. A recruiter must strike when the iron is hot, meaning they need to approach candidates when they are most receptive to new opportunities. For instance, reaching out to passive candidates who have recently completed a major project or achieved a milestone in their career can increase the chances of success. Additionally, similar to how sales professionals maintain a pipeline of leads, recruiters maintain a talent pipeline. They continuously engage with potential candidates, even if there are no immediate openings. This ensures that when a position becomes available, they have a pool of qualified candidates ready to consider the opportunity. Furthermore, objections handling is a key aspect of both sales and recruitment. Just as salespeople address objections from customers, recruiters must address concerns raised by candidates. This could involve clarifying job responsibilities, addressing doubts about company culture, or negotiating compensation packages. Lastly, like in sales, referrals play a significant role in recruitment. Happy employees are often the best advocates for their companies and can refer qualified candidates from their network. Recruiters can leverage these referrals to tap into passive talent and streamline the hiring process.

Last week I had a conversation with a Sales Leader about how are we able to consistently find way better Sales candidates than their internal team. If you you want better Sales candidates you need to provide your HR/Talent Acquisition team with better training and the tools they need to succeed. Let the recruiter responsible for hiring Sales candidates shadow a SDR for a few hours a week. Have them go on a few calls as a silent observer. Explain the KPI'S the SDR has and what they will earn if they meet or exceed them. Have them shadow some Account Executives for a few hours a week. Let them see what their onboarding and training looks like. Have them on some discovery calls/demos/webinars as a silent observer. Explain the territory and KPI's the Account Executive has. Have them shadow a Customer Success person and join them on some calls. Do the same with Rev Ops. Have them spend some time with a Sales Leader. Get them familiar with RepVue, PeerSignal, Glassdoor, Payscale and Indeed. I promise you if your Recruiter spends time with people that are actually doing the position that they are recruiting for they will have a better understanding of the position and the chances of them finding better candidates will increase significantly.

Don't Make Your Next Sales Hire Without an Assessment In 1976 I hired my first salesperson after he completed an assessment that helped me better understand just who I was hiring. Nearly fifty years later I'm still using assessments to help my clients improve their hiring outcomes. That's why Michelle Richardson's article on using assessments to hire salespeople caught my eye, as she explains five ways to use assessments to hire better and six advantages they deliver. #sales #salesandmarketing #selling #slesmanager #salesassessment #b2b #b2c #retail #d2c #hiring #emotionalintelligence #behavioralassessent #eqassessment #motivationalassessment #bestpractices https://lnkd.in/esM6Eaqz

What is sales? Sales is hyped to be this scary thing but ultimately it’s about having a conversation with people who are there to do a job. I think some recruiters out there have given the industry a bad name and there are others who are there to genuinely support a solution. Believe in the way you speak to people rather than hard core selling and just have a kind, understanding chat. It might not happen straight away but harassing just isn’t the way. When I headed up internal recruitment I’d be so put off by pushy and sneaky sales tactics. Hiring isn’t always just experience it’s a culture offering and that’s what to think about when speaking to businesses. Take the time to understand and empathise in the right, human way and above all, offer a good service!

Are you tired of playing RECRUITMENT roulette? Let Sales Talent Connect Australia be your ACE in the hole!    We're not your average recruiters - we're sales talent wranglers! Our 3-step process ensures your new hires are sales superstars, not sales duds: 1. We find the talent  2. We train the talent  3. We deliver the talent, ready to crush quotas. No more guessing games - our candidates are trained in objection handling, closing techniques, and cultural fit before meeting you.  We handle the hard work so you can focus on closing the deal. Too many companies waste time and money on sales hires who lack the necessary skills. They may look good on paper, but it's a whole different ballgame once they get in front of customers. That's where we come in. At Sales Talent Connect Australia, we live and breathe sales. We know what it takes to be successful ⇒ the right mindset, skills, and fit for your company culture. That's why we put every single candidate through our rigorous training program before they ever step foot in your office. We start by extensively vetting each applicant to ensure they have the raw sales talent and drive to succeed. Then we put them through our sales training program. Over the course of several intensive sessions, we drill them on industry best practices for things like: ⇒Prospecting and lead generation ⇒Crafting compelling sales pitches ⇒Handling objections with poise and confidence ⇒Closing the deal without being pushy ⇒Building long-term customer relationships ⇒ AND MOST IMPORTANT – RIGHT ATTITUDE But we don't stop there! We also work closely with each candidate to ensure they are the perfect culture fit for your organization.  We assess their communication style, problem-solving abilities, teamwork skills, and ability to thrive in your unique work environment. Only once candidates have proven themselves in all these areas do we present them to you. That means you can be confident that every single sales hire we deliver is not only technically skilled but also the right personality fit to drive results for your business. With Sales Talent Connect Australia in your corner, you'll never have to worry about making a bad sales hire again. We take all the guesswork out of the equation so you can focus on doing what you do best - growing your business. Would you like to put the deck in your favour? (We know YOU do!)  So contact our team today to see how we can help you build an unstoppable sales force.  Feel free to DM us  OR Contact us  (0416) 464-619 info@salestalentconnect.com.au salestalentconnect.com.au Before you go, here is our own question: What are you most proud of in your business? PS: ♻️ Repost to help companies find their very own TALENT on LinkedIn (Don’t be selfish now LOL;)) #SalesRecruitment #TopTierTalent #SourcingExperts #ClientNeeds #SalesTeam #IndustryExperts #SalesTalent #RecruitmentSolutions #HiringTopTalent #Business #Startups #Sales #Selling #Jobs #Melbourne  #Sydeny #Talent #Crosssell  

Top 5 Reasons to Approach Recruiting with a Sales Mindset 📈 1.)Recruiting as a Sales Cycle: Understanding the hiring process as a sales cycle illuminates the essence of recruitment - it’s about selling the company and the role to potential candidates, just as they present their skills to you. This perspective emphasizes the mutual exchange of value, mirroring the dynamics of a sales transaction. 2.)Value of Qualified Leads: In sales, the focus on qualified leads is paramount; this principle is equally critical in recruiting. Investing time in candidates who match the company’s needs and culture is akin to targeting potential customers who have a genuine interest and the means to engage with your product. It ensures efficiency and higher success rates in both fields. 3.) Nurturing Prospects: The importance of relationship-building is a cornerstone of both sales and recruiting. Engaging candidates with the same dedication as potential clients fosters a connection that could be decisive in their decision-making process. Nurturing these relationships can set the stage for a successful hire, much like it closes deals in sales. 4. )Metrics and Data-Driven Strategies: Adopting a sales mindset in recruiting involves leveraging data and metrics to guide your strategies. This approach allows for a more structured and outcome-focused process, enhancing the ability to track progress and make informed adjustments along the way. 5.) Closing with Conviction: The goal is to progressively move candidates towards accepting a job offer. Each interaction is an opportunity to reinforce the value proposition, ensuring candidates remain engaged and interested. Treating recruiting as a sales process not only streamlines the hiring workflow but also enhances the quality of hires by applying proven sales techniques. This mindset is particularly advantageous in the fast-paced, resource-constrained environment of startups, where each hiring decision can have significant impact. By embracing these sales principles, recruiters can optimize their approach and contribute to their company’s success more effectively.