5 Things Recruitment Consultants Can Learn From Salespersons

Written by: Dougles Chan – A Recruitment Business Coach

The job of a recruitment consultant is no easy feat. You have to do your pitch, impress your clients to get your services and attract quality candidates. Everything should be done in a fast pace but top quality has to be provided. Tough, right?

To help you out, think of your job as a salesperson. With so many salespeople out there, how do some manage to stay on top of their field, get the best clients and earn so much from commission? It takes effort and good strategy. We’ve narrowed down the list to 5 lessons you can definitely learn from the great salespersons out there.

5 Lessons From Salespersons

Sell yourself. You are your best advantage. Salespersons have to look good, appear confident and act as if they really believe in their product. Even when they are out in the streets, going from door to door to do their sales pitch, they have to look good. Otherwise, potential clients won’t even give them a second glance. It’s the same case for recruitment consultants. You represent your company. In the eyes of the client, you represent your candidate. For the candidate, you represent the hiring company. They will believe in you if you show them that you are professional and charismatic. You have to know the story of both the client and the candidate. You are the biggest factor. No matter how good your agency is, if you cannot impress them then, it will all go to waste. After all, you are the link to both parties.

Aim high. Some recruitment consultants are too timid to do executive searches. They would rather do the resourcing for staffs and junior officers. The first thing a salesperson would tell a candidate is their best product – a 3-bedroom condo unit or their top of the line product. They would never start with a studio unit. They go to where the money is. Aim high! Imagine if you only need to fill up that one executive position as compared to 20 junior positions. It would make all the difference.

Get personal. There is no one standard way of treating all your clients and your candidates. Each has his own advantage and preferences. Talk to them. Understand their story – their needs, their conflicts, their preferences. Knowing them and maintaining a friendly relation with them will go a long way. It creates loyalty and honesty.

No idle time. In the crowd, you can identify who the salespeople are. Why? They never stop. Anywhere they go, they will bring in clients. They will bring their products to anyone who is a potential client. And for them, everyone is a potential client. You should do the same. Don’t think that you’ll start inviting new clients once you’re done with this current transaction. That’s not the way to do it. Do your screenings regularly. You don’t have to wait for a job posting before you start your candidate search. You have to build your database and have several candidates ready as soon as your client gives you a call.

Follow up. Maintain your contacts. It doesn’t stop once the position is filled up or once the candidate has landed a job. It’s just the beginning. You have to contact them regularly. Ask them if their expectations are met. Don’t forget them during the holidays. Salespersons never forget their past clients. They keep them within an arm’s reach. They would call and buy them small tokens of appreciation. By doing this, you are creating a long term relationship with your clients and candidates. You are making your presence felt. If they need anything in the future, they will immediately think of you. They are your lifeline. Why? They provide you with referrals.