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Talent Beats Bulk In Recruitment
You're not the only one who has hit this site. We obviously have to frequently turn down clients because each person in this office has to be paid like an executive, has to have the intelligence of an executive and has to gain the respect of sales managers for our clients.
Also, only 2 of us are active recruiters. Recruiting is the easy part if the below mentioned is in place.
We actively do not recruit headhunters. Read More...
How To Interview Like An Entrepreneurial Company
All entrepreneurial companies are referred to as "entrepreneurial" because they consistently have one focus in mind. That focus is growing their business. Now, to achieve this goal, these forward thinking companies have to hire individuals that think like entrepreneurs and that keep a strict focus on what matters. What matters is a consistent increase in the bottom line of the organization.
Without this type of thinking within the group of the company's employees, the firm will seize to reach its full potential. Therefore, upon interviewing potential candidates for any open position, there are certain questions that these organizations should focus on. Below, you will find a list of these questions paired with some potential answers and / or explanations. Read More...
Kindly Note: The content on the majority of our main pages has been updated as of 12/2010 and has more relevant detailed information.
Sales and Marketing Recruiting
The Nuts and Bolts of Growing a Business
Is It Magic? Where Sales and Marketing Recruiters Find Applicants
Many hiring companies that come to recruiters often like to hear where recruiting firms find their applicants. Often, this is of great interest to HR employees. Here is a list of the various resources most sales and marketing recruiters utilize to find employees for their clients:
1. Networking Sales and marketing recruiters often network with professionals throughout various industries in order to obtain references from those professionals. This helps the recruiter obtain contact information for different job seekers. Occasionally, a recruiter's direct contact may be looking for a job themselves.
2. Applications Sent Into the Recruiter's Website If the sales and marketing recruiter you are using has a good reputation and is accessible on the web, he or she can post open positions on their website and have potential employees apply directly to the organization. However, for a recruiter to use an internal job board to their advantage, the process by which job applicants can apply must be easy and straightforward. Also, some national newspapers like to use recruiting websites to repost the open job information there.
3. Job Boards Frequently, companies come to recruiters with very specific requests. When this happens, a recruiter will often go out and actively search for professionals through the major job boards. These include Monster, Hotjobs, CareerBuilder, the Ladders (exclusively for executive level job candidates) and Workopolis if the recruiter is looking for job candidates in Canada. There are also many niche job sites that a recruiter will utilize for particular searches. Employers should beware of any recruiters who post jobs on sites such as Craigslist.
4. Internal Databases If the recruiter you are working with is organized, they will have an internal resume database that consists of various professionals arranged by both level of compensation and their respective industry. If the recruiter works in several different industries, then he or she should also separate the accountants from the technology professionals and so on. For an internal database to be most effective, the recruiter must carefully review each resume he or she submits to it so there are only well qualified candidates within this resume catalog.
5. Social Media If your recruiter is up on the latest recruiting trends, then he or she will use social media as a platform in order to locate and reach out to job applicants. Some of the more popular social media sites include LinkedIn and Facebook. Although using online networking sites can prove to be very time consuming, it is also very efficient and cost effective.
6. Targeted Cold-Calling Sales and marketing recruiters will often do Internet research to find the names of certain professionals they believe may be a fit for the position they are recruiting for.
As you can see from above, recruiters do not perform magic when finding your company the job applicant or job applicants you seek. However, for a HR representative to do this work by him or herself can prove to be quite daunting. Some human resource employees have too much work on their plate to take these tasks on alone. The solution is to hire a recruiter. Other human resource professionals prefer that they manage the hiring process, are more hands-on and do the work themselves.
When Your Business Should Use a Recruiter (And When It Shouldn't)
As sales and marketing recruiters, we get a lot of calls from companies who are unsure whether or not they need to use a recruiting service. Here are some guidelines to help you determine when you should look into using a recruiting service and when it just isn't worth your time and money.
Here are some points you should consider before contacting a recruiting firm:
1. What is my budget? This is an important question because recruiting services are quite expensive. Using a sales and marketing recruiter can run up to 30% of the hired employee's base salary. Also, some recruiting firms will take a percentage of any commission, raises or bonuses given to the hired individual during the first year of employment. Therefore, you should only use recruiters when you are sure the employee is going to generate a lot of revenue for your company. If you are looking to hire entry level employees, going through a job board or a local college will often prove to be your best bet. The major job boards that you can post a job and are most likely to receive the most resumes are Monster, Hotjobs and CareerBuilder.
2. How specific is the background of the employee whom I am looking for? If your company is unsure about what kind of background they are looking for, do not use a recruiter. Instead, post the job on various job boards mentioned above. If the job is very specific, such as a position for a sales person who has experience selling biotechnology into various educational institutions, you probably want to use a recruiter. Before you sign the contract, gauge how specific the background of your desired employee is and make a decision about whether or not to use a recruiting service based on your conclusion.
3. When would I like to hire this person? If the answer is very quickly, then a recruiting service might be your best bet. If you are the sole HR person in your organization, there is only so much time you can spend on this endeavor. For one person who only has an hour or two per day to complete this task, it is best to use a staffing firm. However, if your company may hire from within and is uncertain about when they might like to actually take on a new employee, do not bother calling a recruiting company.
4. Are recruiting firms going to take the time to learn about my business? This is a question which can only be answered by a case by case basis. If you find the right recruiter, he or she will do their research. However, some recruiting firms will not invest the time and effort into learning about your company and industry and will prove to be a waste of your time.
5. What is the difference between a contingency and retained contract? A contingency contract is a contract in which you are not bound to pay the recruiting firm until you make a hire. A retained contract is where the sale and marketing recruiting firm receives a payment upfront and is compensated regardless of whether or not you find the candidate you are looking for. Before you make a decision regarding which contract to go with, do your research on each recruiting firm you contact.
The Symbiotic Relationship Between Sales and Marketing
Sales and marketing need each other. The two go hand in hand as if they were married. However, in this case, a divorce wouldn't mean a 50/50 split, it would probably mean the collapse of a business. I have always found it ironic that marketing and sales are two completely separate divisions. While this is most prominent in some mid-size and larger companies, I find it odd that it would happen at all. One would have to ask themselves, why? This is an important question which often needs answering.
There are many tell-tale signs when marketing and sales does not have the sweeping romance which they should. The first sign that things are not great is when marketing is spending a lot of time focusing on print. Unless you are a drug company trying to convince somebody to take your drug, print marketing is no longer a very effective means of advertising. It is also very expensive. There are far more effective ways to conduct marketing campaigns that will help to grow your business without depleting your resources.
One example I like to provide regarding the necessary relationship between the sales and marketing divisions is that sales people are the frontline soldiers while the marketing team is comparable to the tanks, ammunition and supplies. Without the supplies, the troops cannot fight and without the troops, the supplies don't do much good. So why don't the two teams have weekly meetings? Why is there such a lack of communication between the two? I would presume it comes from poor management and a lack of foresight about how the two could benefit each other.
What most marketing divisions do not understand is that their sole job is to feed viable leads to the sales professionals. These days, incoming leads are almost the only type of leads which have a closing rate of over 50%. There are some exceptions, such as when your company hires a real superstar who comes equipped with a lot of business connections and can truly close at a high rate of business. In general, however, marketing divisions need to keep track of the number of incoming leads to the sales force. Nevertheless, the sales team also needs to be cognizant of these numbers as well.
If these lead generation numbers were to drop, and the economy was continuing to get better, both parties would have a problem and need to determine where the loose ends are. The head of sales should step in and approve all marketing material (both online and print) which goes out to the public. You could run into a problem if the marketing material is saying y and the sales team is pitching x. Additionally, if pitching x is working for the sales team, the marketing division should not fight the sales division and ought to adjust according. Simply stated, if the two divisions do not have a symbiotic relationship with one another, your company is opening its guard up to getting beaten by the competition. We all know that staying on top is a lot better than playing catch-up.
The best advice I could give is to merge the two divisions and have one, cohesive "sales and marketing" division.