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How to Successfully Sell & Recruit in a Candidate-driven Market

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This presentation outlines the do's and don't's when it comes to selling and recruiting in a candidate-driven market. It also provides the foundation for understanding the current marketplace.

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How to Successfully Sell & Recruit in a Candidate-driven Market

  1. 1. How to successfully Sell & Recruit in a candidate driven market Steve Yakesh | Versique Search
  2. 2. Our Industry • For every one really good recruiter, two are average and one really bad. • For the two average – typically not their fault
  3. 3. Agenda - • Our Market • What if… • Zebra’s • Leveraging the market when selling • Recruiting Efficiencies – Strategies and Tactics
  4. 4. Leaving here today… • A better understanding of today’s market conditions • Recruiting and Selling Strategies to implement tomorrow • Mid and Long term strategies to grow your career • A few more people in your peer group
  5. 5. About the guy talking… 15 years in the Industry - McKinley Group & Versique $8,300.00 – Inside sales Rep $227,800.00 – CEO
  6. 6. Current State of our Industry • Staffing Industry Analysts – 2019 Projections • $132,000,000,000 spent in Temp Staffing • $20,000,000,000 spent in Direct Hire • 16,000 retiring every week for the next 10 years • Linked-In – Twin Cities Market • 1,487,754 candidates on Linked-in • 5.3% are open to new opportunities • Engineering – 6.78% • IT – 10.7% • Finance – 10.2%
  7. 7. Current Open jobs vs. Candidates June ‘09 – 8.2% Nov ‘19 – 3.1% 0.6 unemployed for Every 1 open job
  8. 8. What are the challenges of this business? • Unrealistic expectations | Purple Squirrel |Unicorn • Bad communication by clients – position stalls out • Unrealistic compensation • Multiple firms competing • Candidate ghosting • Counter-offers
  9. 9. Just Imagine - Awesome Candidates Amazing Companies with great Job Orders
  10. 10. What if… • Every Recruiter only took on job orders if it was an exclusive assignment? • For every one really good recruiter, two are average and one really bad. • Performance driven industry – eat what you kill • So you are saying there is a chance • Low Margin/Fees • Reputation • Every interaction with candidates/clients – Experience worthy of a referral – Value Add
  11. 11. What is your Zebra? • Efficiencies and Synergies • R.O.T.
  12. 12. Zebra and PIG’s 1. What’s your Zebra? 2. It’s about SYNERGIES – “the interaction or cooperation of two or more organizations, substances, or other agents to produce a combined effect greater than the sum of their separate effects” 3. Impact Statement or Guarantee ~ What What makes you different? ~ Great process, work hard, years of experience, blah blah experience, blah blah blah Measure your success (30 days, 6 months etc) What does your PIG look like? 1. Position(s) 2. Industry/Target Account List 3. Geography
  13. 13. Selling in a Tight Labor Market • Determine your ZEBRA and PIG • Quantity/Quality Principle • Quality job orders are key; however… • Best way to increase quality is through quantity • Don’t eat moldy bread • Upgrade, Upgrade, Upgrade (C to B to A to A+) • Expect more, demand more, get more
  14. 14. Selling in a Tight Labor Market • Intro “Hi Tony, Steve with SaaS Experts, I specialize in finding the top 20% of Twin Cities. I was doing a search for another PE backed SaaS organization and available and thought of you” • Feature “This rep has produced over $1.8M in reoccurring revenue the past 2 years” • Achievement “In fact, he has brought on 3 of their top 4 new accounts in 2018” • Benefit History tells me he is going make his next VP of Sales look pretty good” • Close “I am sure your annual goal isn’t going down next year, can we discuss how we with you?”
  15. 15. Selling in a Tight Labor Market • What makes a great job order? • Gain Exclusivity • A peak behind the recruiting curtain • Commission based – spend time on searches that they feel the can win… • Speed vs quality • A recommendation would be to explore a different approach that guarantees you the very best in the market. • What’s the revenue difference between an average rep vs. president club sales rep? In most companies, it’s hundreds of thousands of dollars.
  16. 16. Recruiting in a Tight Labor Market • Determine your ZEBRA and PIG • Quantity/Quality • Quality candidates are key; however… • Best way to increase quality is through quantity • Don’t eat moldy bread • Upgrade, Upgrade, Upgrade (C to B to A to A+) • Expect more, demand more, get more
  17. 17. Recruiting in a Tight Labor Market• Intro “Hi Tony, Steve with SaaS Experts, I specialize in finding the top 20% of SaaS I was doing a search for another PE backed SaaS organization and came across your • Feature Candidates that I work with have seen a increase of…. • Achievement “In fact, the last 12 SaaS sales reps I have.... • Benefit History tells me money isn’t everything but… • Close “I am sure finding a better culture and making significantly more income is interest in.
  18. 18. Focused, specialized or niched • Your time is money…say no • Make every experience worthy of a referral • What is your zebra ? – find your impact or guarantee • Find your zebra and empower yourself to expect more • Win through service and trust
  19. 19. Feel free to connect: • syakesh@versique.com • www.linkedin.com/in/syakesh • 952-767-1126

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