The best recruiters are salespeople. Just because you have hired a salesperson does not mean they are going to know how to sell what you have to put out on the market. So many people believe that once you have hired an external recruiter the job is done—they will go out and find the right people for you.
Sure, most recruiters spend half an hour talking with someone in HR about what they should be telling candidates about the company and the position. They might even have a half-hour chat with a hiring manager. This is not enough—not even close to achieve what you hired these folks to do.
The technologists you want to hire have other offers or are happy at the jobs they have. To hire them, you have to sell—you have show them how your mission and your work environment are right for them. As the hiring manager, you may be great at this, you may be able to enthusiastically present this to anyone. But just because you can doesn’t mean your recruiters can!
Here is what you need to remember: Salespeople need to be sold. It’s easy to sell a product you believe in. That belief can’t just be bought—the salespeople you just hired to find and attract that hard to get talent need to be sold, too.
If you want them to believe in the product, then you need to show them what the product is all about—and, remember: A big part of the product is YOU, the hiring manager. You need to make sure your recruiters care about you, the position and the company.
Here are four ways to sell the salespeople and get them working harder and more effectively for you:
- Bring them in for an office tour. Introduce them to key players and let them get a feel for the culture. If you don’t have an office, then set up a videoconference meeting and let them meet the team and ask questions. Make this an enthusiastic, fun meeting. It’s easier to sell something if it’s tangible, if you have seen it.
- Spend at least an hour going over the mission, the company and what you are looking for. Have them give their pitch back to you to make sure they know the ins and outs.
- Give them your cellphone number. Show them you care and they are at the top of your list, and be there to unblock anything that gets in the way or their success.
- Continue to build the relationship over time: Have regular meetings. Bring them to a company happy hour. Don’t assume the job is done because you started off right. Successful external recruiting is a relationship, not a transaction.
If you help them understand and care about the company like an employee and show them you care just like you would an employee, external recruiters will work harder and smarter for you than anyone else.
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