The demand for top talent may never have been more competitive, both across all industries and across the globe. For recruitment agencies, this should be a boon, as the more companies struggle to attract, and retain employees, the more they are likely to turn to recruitment agencies for help. However, without a great sales team to sell your firm’s services to candidates and client companies alike will your firm be able to take advantage of the opportunities?
Recruitment sales training from Pearl Lemon Sales may be the answer. Our bespoke sales training solutions have helped sales teams in every niche gain confidence, boost sales and increase their company’s bottom line, and we can do the same for you.
Consider this: you’re selling the client on the candidate, as well as the candidate on the position. Before, however, you even get that far, you’ll need to sell your services as better than the competition’s. That’s a lot of selling.
You might read this and say to yourself, “I’ll just roll up my sleeves and start selling,” without really thinking about what it implies. While the occasional success is possible, wildly stabbing at selling without a plan, or without enough formal sales training is unlikely to produce the excellent results you are hoping for and that your company needs.
Thankfully, there are a variety of sales tactics available to assist you in strategizing your recruitment sales efforts for maximum outcomes. Sales techniques you and your staff can learn and master with recruitment sales training from Pearl Lemon Sales.
While every recruitment sales training program is bespoke and completely tailored to the specific needs of our clients – more on that later – there are some basic elements we build into any recruitment sales training program we offer to help ensure they are as successful and effective as possible. Here’s a look at some of the most important, so you get an idea of what you can expect.
The typical sales model is one in which the salesperson does most of the talking and the prospect does most of the listening. Active listening and questioning are used in consultative selling to discover a prospect’s needs.
Asking questions can not only help you have a more fluid conversation with the prospect, but it will also furnish you with useful information. Begin by asking simple, generic questions that allow the customer to steer the conversation in a specific direction. Then you can start asking more precise questions that will help you figure out what a prospect really needs.
This is a great approach for recruitment sales, but one that can be tricky to master. The questions you need to ask candidates are very different to those you need to ask client companies.
In an age when they can find all kinds of information on the Internet for themselves, both company stakeholders and candidates are likely to understand far more about the recruiting process than you might think. They are not looking to be sold on the process itself, but on what you can do for them. And you won’t know what that is unless you position yourself as a recruitment consultant first and a salesperson second.
Recruitment sales training from Pearl Lemon Sales shows students how to make use of consultative selling on both sides of the equation.
Where even seasoned salespeople often fall down is an inability to listen properly. They are so focused on selling, they talk over their prospects. They don’t always mean to either, it’s just the way they learned to sell.
One of the most critical tools in a salesperson’s toolkit is active listening. Unfortunately, in the sales process, it is frequently neglected and devalued. What’s the end result? Sales that should be simple turn into a challenge. Sales efforts that lead to frustration – for both the salesperson and the prospect – are bound to fail.
Even if sales are made, the “solutions” supplied may be off the mark, resulting in consumer dissatisfaction and a tarnished reputation for the selling company.
Sales that could have been challenging become easier using active listening tactics, dead-end prospects are weeded out early, and finalized solutions actually solve client needs and challenges and assure their immediate happiness and long term loyalty.
During recruitment sales training we make use of live training sessions, role-play and improve techniques so that your sales team can learn by doing, rather than by listening to yet another lecture.
Doing so not only helps them absorb and retain what they learn more effectively, but also allows our sales trainers to make sure that they understood and can execute it all. If they still seem to be struggling, that can be addressed immediately, and our trainers will keep working with them until they have mastered the sales techniques being taught and are ready to use them in the ‘real world.
Recruiters are likely to face a lot of objections. Objections to working with them in the first place. Objections to a candidate that seems like an ideal fit. Objections to a position that seemed to be the same. These can naturally be very disheartening, and it’s easy to give up as soon as they are encountered.
Recruitment sales training from Pearl Lemon Sales shows students not just how to handle these objections, but how they can be turned into positives that can retain the prospect’s trust and interest even if the initial solutions are not quite the right fit for their needs.
By taking the time to listen to our client’s needs and challenges, and understand more about their company, we create bespoke recruitment sales training programs that are more effective, engaging and offer a better ROI.
Contact us today to learn more.