What is the best approach to use when selling staffing services to HR? Looking for suggestions on a different approach.
Good Answers (7)
Tara G
Talent Acquisition & Business Consultant
Best Answers in: Staffing and Recruiting (3), Job Search (1), Lead Generation (1), Search Marketing (1)
Hi Michael,
One thing to remember as you make your calls, that you are in a great business - it is an honorable profession and it is needed - yes, it is more difficult in this economy but we all know that it is not over. There are companies that will pay a fee for a great candidate - just a matter of turning over more stones and taking a different approach.
I really like what Corey is saying - you need to remember that money is secondary - it is helping people that is our business. And it does not have to mean that you are just helping your candidate, you are helping the hiring manager and the department reach not only their company goals, but also their personal goals. A manager with great staff gets to go home to their family and have a more fulfilling life knowing that they made the right choice with your candidate.
The approaches that work tend to focus less on sales and more on deliverables and what they provide - as I touched on above. Keith and Ken both spoke about listening and finding out the hiring manager or HR's needs prior to even thinking about selling anything. Ask the questions that need to be asked to uncover the pain they are feeling. Then ask them if you provided them with a solution to address that pain, would they be willing to talk to you about it.
Sure, you will get rejection, but it will be more along the lines of "I am sorry Michael, I wish you could help me but we have zero budget" rather than a "Not interested". Engage in conversation, tell them how other clients have had similar problems and how you helped them...
And like Corey had mentioned about the agency that he used who would talk up a candidate to a company that perhaps might not have budget for a fee - I like it and would even consider expanding it!
Good luck!
Tara
You must sell the niche! check out www.intercaststaffing.com
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The best approach to use when selling staffing services to HR would be clearly highlighting the achievements of the organization in terms of hiring pattern or in terms of offering services.
I would suggest we need to be very clear in terms of the kind of service which we need to sell it to the HR first.Based on that I would rather explain the credentials of the organization and impress upon by showcasing the facts and presenting the true figures to the HR.
Grant N
London Home Search and Relocation Agent - Monument London Realty - email: info@london-realty.co.uk
Best Answers in: International Law (1), Personal Real Estate (1)
Hi Michael,
Great Question!
I have to say, that in general, the decision makers in HR Depts often surround themselves with numerous gatekeepers (junior members of staff) -whose usual answer is "No".
As a result, some Senior HR Managers - become unaware of changes and new ideas from support companies (staffing services, relocation companies etc). Which is no doubt to the long term detriment of many companies.
No answer to your question as such - but it is more about changing the attitudes of HR Depts. They need to be open to all new ideas - in order to see if your service can be helpful to them. A simple "No" is unacceptable in the modern workplace and "Credit Crunch" world - where costs matter.
Kind Regards,
Grant Nicholls
Director
Monument London Realty Ltd
"The London Home Search & Relocation Specialist"
Website @ www.london-realty.co.uk
EMail - info@london-realty.co.uk
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Having launched the UK's leading HR magazine and built close relationships with HR my views are;
- You are best served bu focusing on pre sales marketing - establish your credentials, use cutomers as reference points, highlight the "value proposition.
- Establsih before you contact "what you can do for them"," how you can help them" and clearly define that you "understand then, thier particular positin/challenges in the market".
- Be percieved as a educating "salesman/brand".
Be honest!!
Best form of seloing is the referral so again my view is focus on marketing, listening and only then sell.
Keith Robinson
Careersiteadvisor.com
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Ken S
Making money with IBM that others don't see
Best Answers in: Staffing and Recruiting (4), Job Search (1), Mentoring (1), Career Management (1), Using LinkedIn (1)
I don't sell, I listen.
I don't sell, I deliver what the client, usually not HR, needs and wants because I take the time to understand their need.
I tell sales people to stop trying to close the sale and build a relationship. Closing a sale gets me an order, building a relationship provides long term business that no one else hears about. Once I am in the door other doors are opened for me and I don't have to sell I have to build relationships and deliver.
In the staffing business the easiest way to do this, and seldom used, is to talk with the people you already have on assignment. The question is "what to talk with them about and how to reward them?" That is what staffing firms pay me to help them understand (;>)
Kevin H
Recruiter/Sourcer/Talent Acquisition/Boolean Guru (justntym@bellsouth.net)
I hope this answer is not too new agey. The first thing I would do is not attempt to sell staffing services. Simply because there are a about 100 staffing firms doing that exact same thing. There is no real difference in service and the client has no motivation to buy. Despite what you hear in the news about the economy, companies still have projects to complete and are still hiring.
1. Have you changed the type of companies you go after?
2. Have you tried more of a solutions sales approach?
3. Why are you selling services to HR???..the real buyers are generally the managers
More Answers (3)
Jeffrey S
Consulting on Global Applicant Tracking and Talent Management system implementation
Best Answers in: Staffing and Recruiting (11), Job Search (1), Compensation and Benefits (1), Personnel Policies (1), Business Development (1), Small Business (1)
I think you are looking for a new economy...
There are no budgets for temp, temp to hire or FTE's.. I am assuming you saw the job report on Friday?
There are so many people unemployed, for the situations where there are contractor or consulting needs, they can just set a direct bill with the candidate - why would a company pay a firm a mark-up with 9+ million people looking for their next dollar?
This question isn't about new ideas... it's about finding a new product.
Clarification added 4 months ago:
Industry is dead.. its 8 track tapes...
In 18 to 24 months when the unemployment rate is a realistic 7 - 7.5% there may be some need, but it will never be what we saw from 92 - 07 (except fort he small blip around 9/11).
There will be a shrinking need for the services, more web savvy job searchers reaching out to decision makers directly (hence this site) and the boomers (who are often not the most computer literate) will be largely out of the workforce.
The money of being the "broker" for the Boomers is over. X, Y and Millenials dont need representation in search and they are smart enough to know agencies HURT their chances against their peers because the fee vs. no fee will come into play...
As I said before.. dead industry.. wont ever return in former format. Will have to be leaner, cheaper and most importantly less voluminous in the number of players. Closing and consolidations in the industry are desperately needed (and have been for at least 5 years - agencies dont realize that you all represent the same candidates - and the candidate is never gonna tell you)...
Charley M
Executive Director, CCCN
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You mean this is still viable business?
Corey B
Senior Field Associate Relations at TJX Companies, Esq.
Best Answers in: Personnel Policies (1), Staffing and Recruiting (1)
From an HR person's point of view I will tell you about a unique agency I worked with in a past life.....
They were much more focused on the relationship and networking then filling the job. In my first meeting with them they explained to me that they knew many agencies that would throw an average of 17 people at 1 job opening. They felt they had better quality by only sending 3 people for 1 opening.
But the thing that really impressed me was they said if they had a candidate who was looking for a position and they knew someone over at the company where they were applying, even if they knew there was no money in the budget for the agency they would give that candidate a good reference. They hoped that by building that relationship someday maybe that candidate would remember them and repay the favor. As I was looking for a job at the time that really impressed me.
I ended up not needing that agency to find a position myself, but I have kept in touch with them over the years and have gone to them every time I had a position open that I was having trouble filling.
