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.
“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?
The important place that social media has within recruitment is now pretty well documented. Social media has proven itself to be highly effective in generating leads and attracting talent, particularly passive candidates. And, of course, those candidates — wherever they might be — now have an expectation that recruiters will use social media.
But despite all this, many recruiters are left frustrated with the results they get from social media. In simple terms, the mistake that MOST recruiters make when it comes to social media is that they expect too much of a return for too little effort.
A couple of weeks ago I got a poorly worded, grammatically inept marketing email clearly sent out to thousands of recipients. “Dear Sir/Madam”, gave it away…
There are many things in recruitment that can worry us, so what can you do to take control of your worries?
Internet marketing allows consumers to find whatever product or service they are interested in. Similarly, employers and recruiters can utilise the same strategies to attract talent to their organisations. This is due to the fact that consumers and job seekers share a common interest and that is the good quality of a brand. To ensure maximum impact, recruitment marketing combines company marketing with powerful recruitment strategies.