How to Sell Your Employee Experience to a Sales Rep

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What do sales and recruiting have in common? A lot more than you might think. When it comes down to it, a recruiter essentially sells a job, a team, and a company to their candidates.

When your job seekers are sales reps, you’re selling these things to a salesperson, which can be a bit intimidating. Sales reps are familiar with the sales pitch, so you need to make extra sure yours is authentic.

Yet that doesn’t mean you can’t use some tried and true sales tricks to make your job pitch. Here are six tips to help you sell sales candidates on your employee experience:

1. Evaluate Your Target Candidates

A strong sales strategy focuses on creating distinctive experiences for the customer. The same is true for a strong recruiting strategy. To create distinctive experiences, you have to first understand whom you’re selling to.

Evaluate your candidates by answering the following questions:

• What are your company’s mission and vision?
• What skills does your ideal candidate need most?
• What are the hiring team’s most significant current pain points?
• What skills or experiences do your top hires tend to have in common?
• Where does your ideal candidate spend most of their time?

Use this information to understand and identify the kinds of candidates whose values align with your company’s. This is the first key to getting candidates on board with your employee experience.

2. Evaluate Your Competitors

In addition to your candidates, you also need to look at your competitors. What are other companies doing better when it comes to attracting top sales talent? What does your company do better than anyone else? Some questions to consider include:

• What kinds of candidates are your competitors targeting?
• What does your competitors’ recruitment marketing look like?
• How do your competitors’ employee experiences compare to yours?
• Where do you have the advantage?
• Where are your disadvantages?

Don’t forget to conduct a salary comparison so you know how to position your compensation package in the market.

3. Utilize Data

Data analytics can take your research to the next level by helping you identify what you’re already doing that’s working and what’s not. Look at the data around your employer branding, applications, interviews, and offers extended.

Any opportunity you have to collect data during the recruitment process can tell you a lot about your candidate experience. This information helps you pinpoint the employer branding messages that attract the best-fitting candidates.

If you don’t have access to quantitative analytics, you can also use qualitative data you’ve collected in conversations with candidates. What aspects of the job were they excited about? What gave them pause? By leveraging this data, you can better prioritize the right messaging throughout your recruitment process….

Source: Recruiter.com – Daily Articles and News

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