It’s time for an RDR (Recruitment Development Representative). Never heard of this feature? No problem, I just made it up! SDR, on the other hand, might tell you something: Sales Development Representative. In this article I will simply explain what you can learn from an SDR approach to tackling your recruitment problem. Too little attention for the recruitment process.
I myself have a background in sales, I was responsible for sales development at several tech companies. In this role, you ensure that you are in continuous dialogue with your ideal customer, have appointments in your agenda with the ideal customer and can continuously generate new business. So not 2 a month one time and 30 the next month, but consistently. We call that building a predictable machine.
Organizations put a lot of energy, effort and money into facilitating this as well as possible during the sales processes within or outside the organization. Unfortunately, that attention is not focused on the recruitment process, while this is the biggest bottleneck for many organizations to grow. Often it is much too superficial and especially yelling for new employees (“we are now looking for people, come work for us!”). But instead, you need to work out a good strategy to make sure you get on the radar first, in a positive way, with the right candidates. Maybe even before it’s relevant.
The organization must now sell itself
In the past, the candidate had to sell itself, now the organization has to sell itself. This means you have to do something else. Not even more of the same (which used to work, but not anymore). Due to the shortage on the labor market, you as an organization are now really put to work to find the right candidates. Within Sales lift Studio we have developed a playbook that you can use to shape your strategy and to always be in conversation with the right candidates in a successful way.
This strategy is intended for organizations that need candidates of the same profile, within an organization that has something to offer these people. Think of:
- “The Big Four firms” (EY, PWC, Deloitte and KPMG) seeking accountants
- Advertising agencies looking for creatives
- Sales Agencies Looking for Sales Development Reps (SDRs)
- Marketing agencies looking for marketers
- Banks seeking financial market specialists
- IT professional services developers are looking for
Step by step I walk through the Recruitment Process Playbook (pdf) below.
The playbook has 5 columns. The first column is obvious. Describe the ideal candidate profile. Demographic, geographical, all criteria you can think of are discussed here.
Then you will talk about the market the candidate is in, from which industry, region or type of organization they should come from.
Based on the description, you make the available Benin Phone Number candidates transparent in terms of numbers. This will give you a better idea of the size of the number of candidates that match the role you want to fill. Because if you have a better idea of the potential numbers, you can determine how you are going to try to get in touch with them. For example, you will not organize an event if only 100 people match the profile you are looking for. Then a 1-on-1 approach is much more suitable.
Structure for success
When we work on a recruitment campaign, we know that we are more successful if we guarantee certain things. What is a good reason to get in touch? We actually reverse the inbound marketing method: awareness, consideration, decision . In the awareness phase you have to make sure you get the attention. A good reason to reach out is then of great importance.
“I came across your profile on LinkedIn, you have an interesting background and we have vacancies.” does not count as a good reason to contact someone. It can also be different. You first want to create a bit of awareness and start a conversation. If you add value (and you should be able to), you will see that you are much more engaged with the potential candidates.
If you are one of the Big Four looking for accountants, and you organize a roundtable session in which experts give their views on the most important trends and developments of 2022, you add value. You are personal for his/her own knowledge, but also in his/her role. It is a personal invitation because you want to share information. You have the opportunity to immediately show something of your organization, both culturally and professionally. You will see that by adding this step you are already talking to a huge number of candidates.
It is logical that you do tell something about your own organization. So add that as well, but always relate it to something that is relevant to that person.