Sales training for recruiters is as important as sales training for any sales rep, let Pearl Lemon Sales show you why. In order to find and recruit top candidates, you’ll need to get in line unless your company has a brand name like Google, Amazon or Facebook. This war for talent rages on. A recent survey by Manpower finds that 40 percent of American employers have difficulty recruiting qualified candidates, which is 5 percent higher than worldwide, according to the survey, which was conducted earlier.
Several of you will be able to attract applicants and interviewees with your ads, but if you want top talent to choose you over your competitors, you’ll need to make your pitch compelling. Your hiring managers and recruiters need to show top talent the rewards of working with your company by acting like salespeople and convincing them to join.
Human resources and corporate recruiters often didn’t join their profession thinking they would become this kind of recruiter.
As HR professionals, we are now being required to represent ourselves as sales professionals when engaging with candidates. Had they desired to work in sales, they would have become salespeople or agency recruiters, but the profession and environment are demanding otherwise.
Positively, modern sales no longer rely on offensive and pushy tactics such as ABC which has no place in the more consultative approach of HR.
In fact, sales processes have become much more similar to those of other professions, and are adopting a “gentle ABC” (Buoyancy, Clarity, and Attunement) sales method.
A sales model was presented by the management expert in his book. This model can be used by HR professionals in order to apply a sales approach when attempting to present employment opportunities to top talent. What is its practical application? When you are attuned, you listen deeply, understand the motivations, factors, and triggers that influence candidates to choose you.
The reasons for this might include the need for flexibility in their work or greater responsibility, or it might be that they find certain aspects of your work culture or products appealing. To determine what their ‘green’ motivation button is, the recruiter must really listen and ask questions.
Your recruiters need to be considered evangelists of your company, since if they don’t love it, how can they expect candidates to?
Recruiters should be able to make a compelling closing speech or summary that encapsulates the candidate’s concerns and wants if they want to convince prospects effectively. Pink defines clarity as being able to articulate a persuasive closing statement or summary.
Similarly, the opportunity and company are outlined in terms of how they meet those needs.
In today’s highly competitive market, for an HR and recruiting specialist who wants to successfully recruit and get on board the top talent in today’s highly competitive market, the sales team will need to be trained in this type of consultative sales approach.