The other day on LinkedIn, I noticed a question in my news stream — it was from someone I did not know and it was asking about pricing for sales. Maybe it was the way it was worded, or maybe it was because pricing and beliefs about money cut to the core of what I talk about, but I decided to have a look at the comments and replies that the person had received.
I’ve seen far too many people fall into this trap over the years and you may well have found yourself in a similar situation either as a hiring manager or as a recruiter. You have a key requisition to fill within your own business; or perhaps you have a client with an urgent brief breathing down your back. You’re inundated with applications. You skim through the plethora of cover letters or maybe have a quick glance at the front pages of the resumés starting to clog up your inbox.
Well, mine lasted 10 days (No wine or chocolate during the week) then something happened, can’t remember what and before I knew it I had a glass of something nice in my hand.
When it comes to the employee recognition rewards, most companies tend to reward the five years of loyal service. According to a recent report by the Bureau of Labor Statistics, the median tenure of workers aged 55 to 64 is somewhere around 10.1 years and when it comes to workers aged 25 to 34, the number drops significantly, to around 2.8. This means that a vast majority of the today’s young workers (in particularly millennials) is unrecognised for their contributions.
“Gavin, we have a great product, clients like it, people want to buy it, but it’s too expensive. Our competition are cheaper and, although they’re not as good, provide better value for money. Because of this, the prices that we been asked to sell at are just not realistic.”
I had just finished my talk at his sales conference and I looked at the salesperson in front of me. He looked earnestly back, awaiting my answer. Sometimes, I think that people want me to wave my magical sales, light sabre and sprinkle them with some kind of sales, Jedi dust! Unfortunately, I had forgotten to pop it in my pocket as I left home that morning, so I had to settle for a bit of good, old fashioned questioning…
Ok, I know it’s a slightly odd title to have in a recruitment blog, but as the comedian once said, “a funny thing happened to me on the way here today….”
Actually, I was shopping for sunglasses. What unfolded, was a lesson to me that had distinct parallels with recruitment.
If your client decides not to proceed with one or any of the candidates you present as part of your shortlist, 9 times out of 10, the reason they will give you is that “they didn’t quite meet the brief”.
However, often it’s not that “they” didn’t quite meet the brief at all. In fact sometimes your client may not have even looked at the candidates’ CV. Believe it or not your client will frequently make a ‘first round’ judgment call based solely on the information included in your candidate profile, recruiter’s summary, or consultant overview.
With the advent of national and international recruitment many years ago, I saw a huge decline in face to face (f2f) interviewing as the norm.
When considering best practice, then of course, meeting with the candidate that you are going to put forward to a client is the best option. So, why do so many companies not even consider this, when it’s an option to them?
Before I start on the subject let me remind you familiar tactics you may have used during your childhood in order to get what you wanted.