Powerful Recruitment Sales Techniques for Success in Evolving Market

Recruitment sales techniques? Yes, recruiting is largely a sales job, and we will explain why.

Recruitment sales techniques are pivotal, especially when you consider the talent marketplace dynamics. As recruiters, our role often mirrors that of a sales recruiter, where success hinges not just on finding talent but also on convincing candidates and clients of the mutual benefits.

Think about it; you are selling the candidate on the job and the client on the candidate. You may hear this and think you’ll just figuratively roll up your sleeves and get to selling without really considering what it means. While the odd success may happen, wildly stabbing at selling can be less than fruitful.

Thankfully, many sales techniques exist to help you strategize your sales efforts for optimum results.

Recruitment sales techniques are strategies used by recruiters to attract new clients (employers) and candidates (job seekers), build relationships, and close deals. 

Within the evolving recruitment landscape, inbound recruiting strategies have proven effective, drawing candidates through compelling content and engaging opportunities. This approach ensures that the candidate profile we develop aligns with both the job requisition and the organizational culture, enhancing the candidate persona to meet specific senior level and tech recruiter needs.

Did you know that our free recruiting system can also help you make hiring easier? Keep reading to learn how you can start using Recruiteze for free!

Why recruiters need sales techniques

Many busy or uninformed recruiters think they can succeed by simply whipping up a quick job advertisement and shooting out some cookie-cutter emails that say, “This job is available.”

While this “technique” saves you time in the short term, but it costs you in the long term because it takes you much longer to find quality candidates. In fact, you may run candidates off.

Moreover, retained recruiters play a crucial role, especially when scouting for specialized or high-demand roles, ensuring a continuous talent marketplace flow. Their expertise, coupled with observation interviews and culture add evaluations, allows for a deeper understanding of candidate potential beyond the resume.

Clients don’t always jump at our first candidate selection either.

What if you know this candidate is great?

Perhaps you simply aren’t selling them well enough.

It’s something to try anyway. If you sell a great candidate well and the client still doesn’t want them, maybe you and the client aren’t on the same page.

If you have a valid reason for believing in the job or candidate you are selling and thinking it is a good match for the person you are speaking with, make sure your sales technique does it justice. Don’t take statements like “I already have a job,” “Their experience doesn’t match,” or “I’m too busy,” lying down.

Try out some of the sales recruitments sales techniques we will discuss below:

  1. Solution Selling
  2. Consultative Selling
  3. FAB Sales Technique
  4. AIDA
  5. SPIN

Before we dive into these recruitment sales techniques, let’s just run through some excellent general sales tips!

Excellent general sales tips for recruiters

 

You can’t sell the job if you don’t know the job.

Do your research. Talk to the hiring managers. Get a feel for what it would feel like to work there:

  1. What is the company culture like and the predominant managing style your hire would be dealing with?
  2. Which employees love it at that company?
  3. Which employees perform the best in that position?

Use this information to find candidates to pursue, sell the job to them, and tell the client why this candidate is perfect for their company.

Look at the first no(s) and can’t(s) as an opportunity to solve problems and questions rather than dismissals.

The candidate may think something is a deal-breaker, while your expert knowledge may have a different opinion.

For instance, one advantage may negate a concern they have, or the company may want someone exactly like this candidate when the candidate may not expect it. Or the client may not realize you have already considered their concern and have a valid reason why this candidate is perfect anyway.

Discuss possibilities with them and sell the advantages, but don’t be pushy. If the candidate really isn’t interested and keeps telling you no, don’t run them off from wanting to work with you in the future when you do have a good match for them.

For businesses operating on a self-funded (self-insured) plan, the recruitment process, including employee assistance programs (EAP), becomes part of a larger strategy to manage human capital management effectively. This strategic approach helps mitigate attrition rates and fosters a supportive work environment, encouraging long-term commitment from employees.

In leveraging job requisition specifics, we tap into the hidden job market, revealing opportunities that might not be publicly listed but are available through referral bonuses or contract to contract (c2c) agreements. This strategy ensures we maintain a competitive edge, offering mean wage or better compensation to attract and retain the best talent.

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