YATHISH CHANDRA’s Post

*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.

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.

At first glance, sales and agency recruitment might seem like completely different worlds. But dig a little deeper, and you'll find they share a ton of similarities and require many of the same skills. Here are the top 7 ways sales and recruitment are alike: 1. Building Relationships: Both sales professionals and recruiters excel in relationship-building. Whether it's nurturing leads or connecting with potential candidates, success in both fields hinges on developing and maintaining strong, trust-based relationships. 2. Understanding Needs: Salespeople must understand their clients' needs to offer tailored solutions. Similarly, recruiters need to grasp the specific requirements of a role and the cultural fit within the company to find the perfect candidate. 3. Communication Skills: Clear, persuasive, and effective communication is vital in both sales and recruitment. Articulating the value proposition of a product or a job opportunity requires the ability to convey information engagingly. 4. Networking: Both roles thrive on robust networks. Sales professionals leverage their networks to find leads and close deals, while recruiters use theirs to source top talent and gather referrals. 5. Negotiation: Whether it's closing a sale or finalizing a job offer, strong negotiation skills are essential. Both salespeople and recruiters must find a balance that satisfies all parties involved. 6. Persistence: Both fields require a high degree of persistence. Overcoming objections, handling rejections, and staying motivated are daily challenges faced by sales professionals and recruiters alike. 7. Market Research: Understanding market trends and the competitive landscape is crucial. Sales teams need this information to position their products effectively, while recruiters need it to attract and retain top talent. When it comes down to it, sales and recruitment are all about connecting the right people with the right opportunities. They both need a deep understanding of human behaviour, excellent communication, a knack for closing deals, and the ability to handle rejection and objections with grace. If you're good at one, you've got a great foundation to be good at the other. IT/IQ Tech Recruiters is still hiring recruiters for our Vancouver office and we'd love to hear from you!

I was not a natural born sales person. I had to learn. The starting point was as a rookie recruiter being a told to do stuff that made no sense.  It made no sense to take a candidate to market, when most of the roles I was picking up were hard to fill. It seemed clear that what i needed to do was pick up easier to fill roles - and that meant having my clients see me as more than a cv factory. So when i built the Resonant Outbound method (it wasn’t called that back then but it always resonanted with people who value recruitment) it had to achieve three goals: 1. it had to communicate the true value of a good recruiter - more than just filling roles 2. it had to quickly deliver enough value for employers to trust someone they’d not worked with 3. it had to deliver more placements than taking candidates to market I saw that the value i wanted from my clients was greater than they were typically willing to give: I wanted their help to make filling all their roles easy so that I made more placements and they kept using me. So it was clear the value I added had to be greater than anything they’d ever received. Thar meant finding an approach that delivered huge value as well as productising my offering so that it was a no-brainer for them. The first version of this process was built and shared with hundreds of recruiters back in 2018. Since then it’s had several major overhauls and now, 6 years on, represents a full sales operating system. it works for both new business and expanding existing clients. And I’m prepared to suggest it’s the most effective and sophisticated approach to sales being delivered in recruitment…but you’d have to check it out to be sure. What’s more, all that work has lead to it becoming a simple, scalable systematic approach. But it came from humble beginnings. just me, trying to figure out why I was slogging my guts out for 15% fees and contingent terms whilst solving my clients biggest, most valuable problems. And being certain there had to be a better way. 

Here are the top 10 skills every Bench Sales recruiter should develop to succeed: 1. Communication Skills Strong verbal and written communication skills are essential for connecting with candidates, understanding client requirements, and conveying the value of roles clearly. 2. Relationship Building Building trust with candidates and clients helps in forming long-term partnerships, which is crucial for retention and repeat business. 3. Market Knowledge Understanding the latest market trends, technologies, and in-demand skill sets within the tech industry ensures that recruiters can position their candidates effectively. 4. Negotiation Skills Bench Sales recruiters need to negotiate rates, project durations, and other job terms, requiring finesse to reach mutually beneficial outcomes. 5. Networking Skills Proactively connecting with professionals on platforms like LinkedIn, attending industry events, and using other networking methods help recruiters build a rich talent pool. 6. Attention to Detail Reviewing resumes, understanding job descriptions, and ensuring candidate profiles match job requirements require meticulous attention to detail. 7. Sales Skills A Bench Sales recruiter is essentially selling a candidate’s profile to clients, so sales tactics, persuasion, and a value-driven approach are necessary. 8. Time Management Recruiters often work on multiple job requirements and candidates simultaneously. Efficient time management ensures prompt responses and better placement rates. 9. Technical Aptitude Basic understanding of technical roles and skills, such as programming languages or project methodologies, allows recruiters to better assess candidates for specific roles. 10. Problem-Solving Skills Being able to quickly find solutions to obstacles like contract issues, unresponsive clients, or scheduling conflicts is crucial for effective recruitment. Developing these skills can help Bench Sales recruiters not only excel in their current roles but also build successful careers in the staffing industry.

Here are the top 10 skills every Bench Sales recruiter should develop to succeed: 1. Communication Skills Strong verbal and written communication skills are essential for connecting with candidates, understanding client requirements, and conveying the value of roles clearly. 2. Relationship Building Building trust with candidates and clients helps in forming long-term partnerships, which is crucial for retention and repeat business. 3. Market Knowledge Understanding the latest market trends, technologies, and in-demand skill sets within the tech industry ensures that recruiters can position their candidates effectively. 4. Negotiation Skills Bench Sales recruiters need to negotiate rates, project durations, and other job terms, requiring finesse to reach mutually beneficial outcomes. 5. Networking Skills Proactively connecting with professionals on platforms like LinkedIn, attending industry events, and using other networking methods help recruiters build a rich talent pool. 6. Attention to Detail Reviewing resumes, understanding job descriptions, and ensuring candidate profiles match job requirements require meticulous attention to detail. 7. Sales Skills A Bench Sales recruiter is essentially selling a candidate’s profile to clients, so sales tactics, persuasion, and a value-driven approach are necessary. 8. Time Management Recruiters often work on multiple job requirements and candidates simultaneously. Efficient time management ensures prompt responses and better placement rates. 9. Technical Aptitude Basic understanding of technical roles and skills, such as programming languages or project methodologies, allows recruiters to better assess candidates for specific roles. 10. Problem-Solving Skills Being able to quickly find solutions to obstacles like contract issues, unresponsive clients, or scheduling conflicts is crucial for effective recruitment. Developing these skills can help Bench Sales recruiters not only excel in their current roles but also build successful careers in the staffing industry.

Why Recruiting Is the Ultimate Sales Challenge If you think traditional sales roles are complex, try recruiting—it’s sales in its purest form. Unlike selling a product where one party makes the decision, recruiting requires a unique balance, more like a broker model. Here’s why recruiting is a next-level sales role: - Two-Way Buy-In: Unlike a typical transaction where a product is sold to a buyer, in recruiting, both the candidate and the employer must say “yes.” The role has to genuinely excite the candidate, advancing their career goals. Meanwhile, the employer has to see the candidate as a perfect fit. - Dual Relationship Management: In many agencies, recruiters handle both sides of the deal. It’s not just about finding the right talent; it’s about ensuring the opportunity aligns perfectly for both parties. You’re matching skills, values, and growth potential—not just ticking boxes on a checklist. - Increased Complexity, Increased Reward: With two parties involved, there’s double the chance for something to fall through. But this challenge is what makes recruiting one of the most rewarding forms of sales. When both sides are thrilled with the match, it’s a true “win-win.” What do you find most rewarding in matching the right person to the right opportunity?

Why Working for a Staffing Agency is a Smart Move for Sales Professionals   Are you a sales professional looking for your next big opportunity? Consider a career with a staffing agency! Here are some compelling reasons why this could be the perfect fit for you: 1. Diverse Client Base: Staffing agencies work with a wide range of industries and companies. This means you’ll have the opportunity to interact with a variety of clients, broadening your industry knowledge and experience. 2. Relationship Building: In staffing, success hinges on relationships. You'll develop strong connections with both clients and candidates, enhancing your network and creating long-term partnerships that are mutually beneficial. 3. High Demand: Companies are always on the lookout for top talent, and the demand for quality staffing solutions is constant. This translates to a steady stream of opportunities for sales professionals to meet and exceed their targets. 4. Rewarding Work: There's a unique satisfaction in matching candidates with their dream jobs and helping businesses find the talent they need to succeed. It’s a role where your efforts can make a real difference. 5. Skill Development: Working in a staffing agency hones a variety of skills, from negotiation and communication to strategic thinking and problem-solving. It's an environment that promotes professional growth and continuous learning. 6. Performance-Based Rewards: Staffing agencies often offer attractive performance-based incentives and bonuses. Your hard work and success directly impact your earnings, making it a lucrative career choice. 7. Fast-Paced Environment: The staffing industry is dynamic and fast-paced, perfect for sales professionals who thrive on action and enjoy staying busy. There’s never a dull moment! 8. Career Progression: Staffing agencies often promote from within, providing clear pathways for career advancement. As you prove your abilities and achieve your goals, opportunities for growth and leadership will come your way. Embrace the exciting world of staffing and take your sales career to new heights! Join Quadrant and experience the difference.

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.

🔎 Identifying Junior Sales Talent: Mindset Over Experience 🔎 How do you spot promising junior talent during the hiring process, especially when they lack demonstrated experience? Here are some tips and tricks to help you identify top-notch junior sales talent: 🔎Focus on Soft Skills🔎 Look beyond their CV and have a conversation. For entry-level candidates, their soft skills are the biggest indicator for sales potential. Pay attention to resilience, adaptability, empathy, proactiveness and ability to ask meaningful questions and listen. Junior candidates with strong interpersonal aptitude and a natural ability to connect with others often make excellent salespeople. 🔎Assess Attitudes and Key Drivers🔎 During interviews, delve into candidates' attitudes and motivations. Do they demonstrate determination to learn and grow? Are they driven by goals, rewards, and targets? How do they react to or overcome obstacles? Seek candidates who display a positive attitude, a competitive spirit, and a willingness to go the extra mile to achieve results. 🔎Explore Life Habits and Past Successes🔎 While direct sales experience is valuable, don't discount candidates' past successes in other areas of their lives. Look for evidence of persistence, initiative, and achievement, whether it's in academics, sports, extracurricular activities, or volunteer work. Candidates who have overcome obstacles and achieved goals in the past are likely to bring the same drive and determination to their sales roles. 🔎Role Play and Scenario-Based Questions🔎 Use role-playing exercises and scenario-based questions during interviews to assess candidates' problem-solving skills and sales instincts. Present them with hypothetical sales situations and observe how they respond under pressure. Look for creativity, strategic thinking, and the ability to think on their feet. 🔎Seek Growth Potential🔎 While junior candidates may lack experience, they should demonstrate a willingness and ability to learn and grow. Inquire about their aspirations and how they wish to grow their career in sales. Look for candidates who are hungry to put in the work to develop their expertise and knowledge, to get to the next level. By focusing on mindset, soft skills, attitudes, and growth potential during the hiring process, you can identify junior sales talent with the potential to excel in your team. Consider that it’s not just about what candidates have done in the past, but about who they are and what they're capable of achieving in the future. If you find yourself in need of expert guidance in identifying and hiring sales talent, remember that the Hunter Campbell S & M team is here for you. With our extensive networks and deep expertise, we're primed and ready to assist with all your sales recruitment needs, no matter the level. Get in touch - Sindy Ward | Rose Buffalo-Snell | Bethany Taplin | Erin Donkin | Eloise Braithwaite | Daniel Pinto