I have been helping some of our customers meet candidates recently. Ideal Candidate finds candidates for sales jobs, but there still needs to be a healthy dose of communication between the employer and candidate once the match has been made.
We’re constantly working on better ways to automate this communication, but in the mean time I like rolling up my sleeves and getting involved by talking to both employers and candidates to help facilitate some of this communication.
While going through this process, it’s reminded me of how similar hiring and selling really are. Here are 3 ways they share similarities.
1. You need leads
When hiring even 1 person, you need a stream of inbound leads. Traditionally these leads are done through job boards or a staffing agency. Of course I’m biased and I believe technology such as Ideal Candidate can improve not only your lead flow, but also your quality of leads. Just like in sales, the quality of a lead is becoming more important than the sheer number. Whichever way you source candidates, you need a steady stream of inbound candidate leads in order to hire successfully.
2. You need to be persistent
Typically when a company is hiring, there’s a buyer and a seller. One side is slightly more in demand. This means you need to be persistent when following up with the other party. If you’ve had an initial conversation that went well, don’t wait for the other party to make a move. Call or email more than once. It’s important to ride the fine line between persistence and annoying someone, but you need to be proactive about showing your interest.
3. You need to close a deal
At the end of the day, both the candidate and the employer are looking to make the best possible arrangement for themselves. They’re entering into an agreement that involves a price (salary) and other requirements, not unlike closing a deal in sales. If you’re a candidate, you should try to negotiate. The employer may not be willing to budge, but they typically won’t get upset at you for trying.
It’s remarkable how hiring and selling are so similar, yet it seems that hiring usually doesn’t have the advanced technology such as CRMs that the sales department gets, although the adoption of HR tech is becoming more and more common. This means that if you’re an employer, you need to invest in your hiring the same way you do in your selling.
If you approach hiring like you do selling – using a strategic metrics-driven mindset and enabled by the right technology tools – you’ll see great results.
Agree? Disagree? Share your experiences with hiring in the comments.
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