Recruiting is like sales

I come across profiles of candidates who I think would make great recruiters. . . but their background isn’t in HR/Recruiting. How can that be, you ask?  It’s simple. Recruiting is JUST like sales. The roles are analogous; they are one in the same.

Hear me out.

Sales / Job description

  • Identify target audience (enterprise, mid-market, small business, tech, healthcare, finance, government, etc)
  • Prospect and cold call
  • Follow up on warm leads (ie: inbound leads)
  • Peel the onion and find pain points
  • Close business
  • Get contracts in place

Recruiting / Job description

  • Identify target audience (sales reps, field marketing, financial analyst)
  • Prospect and cold call
  • Follow up on warm leads (ie: inbound applicants)
  • Peel the onion and find pain points
  • Close candidate
  • Get contracts in place (ie: employment contract)

I’ve seen a number of people successfully make the move from sales to recruiting and they’ve done amazingly well. Sales is a grind. But, guess what? So is recruiting.

I made the change from sales to recruiting back in 2007 and haven’t looked back. I loved the grind and I loved the commission checks, but something was missing. Read more here.

What do you think? Are sales and recruiting closely aligned?

 

Discussing Flexibility

This is always a tricky topic to bring up.  Whether you want to be able to work from home a few days a week, work 7am-4pm to avoid rush-hour traffic, or take a 2 hour “lunch” to pick up your child from daycare and drop them off at home.  These are things to take into consideration when looking for a new opportunity.

When you approach the conversation of flexibility in the workplace depends on your situation.

If your situation absolutely requires flexibility (ie: your child gets off from school at 2:30pm and needs to be picked up and dropped off at grandma’s at 3pm), it is best to bring this up almost immediately.  While the position seems to have been written for you, the manager may want their ideal candidate to be “butt in seat, 9-5, everyday”.  It will be better, for all parties, to know up front whether or not this opportunity will be a fit for you.

However, if you are simply curious about the flexibility perks, my suggestion is to wait until you have an offer in hand.  Casually bring it up as a “curiosity”, and use their answer to help you make your decision on their offer.

Remember, as much as the company is interviewing you, you are interviewing them.  As much as some of us like to believe that our careers lead our lives, that isn’t always the truth.  Take a step back and evaluate your life, needs, and career.  The best fit for you will be the company that can fulfill all aspects that you are looking for.

And, as always… I’m all ears!