And the outcome you provide for clients would vary depending on what level you recruit at and what sector you work in. But think about things like how much extra revenue the business will make if they get the right candidate? How much money they could potentially lose if they get the wrong one? How much time they'll save? How the career of the hiring manager will progress if he or she is successful in finding the right person? And what could happen to their career if they get the wrong person? These are just a few examples… But really the list is endless! One of my clients helps find Compliance Officers, in an industry where getting the wrong candidate could lead to a multimillion-pound/dollar fine – or prison sentence. His prospects might not want to pay a premium for a "recruiter", but anyone in their right mind would pay a premium if it meant avoiding a hefty fine or a prison sentence. Stop selling recruitment and start selling the outcome.
The marketing aspect of recruitment : How many times to market my product or service.
I am often asked this question: “How often should I sell and market to my potential prospects?” The answer is quite simple really; you sell and market to your prospects until they buy, die or tell you to go away. If you have not got one of those three responses, you are not selling often enough to them.
The marketing aspect of recruitment : How many times to market my product or service.
I am often asked this question: “How often should I sell and market to my potential prospects?” The answer is quite simple really; you sell and market to your prospects until they buy, die or tell you to go away. If you have not got one of those three responses, you are not selling often enough to them.
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