People often ask me what brought me to my profession as an executive search agent. I credit my choices from the very beginning of my career.

After 15 years in sales and customer service, I realized that recruiting combines all my passions: meeting and helping individuals, an intense interest in business and my love of sales.

Recruiting is selling on a couple of levels: selling the position to the right candidate and selling the candidate to the hiring manager. By this, I don’t mean forcing people to “buy” because there’s something in it for me. True professionals in the selling world never force anyone to buy – they simply provide a solution to a problem that results in a win for everyone.

Here are 10 steps in the selling process and how it relates to recruitment:

1. Preparation

As soon as the call comes in from a client, this step begins. Preparation includes research – research the client need and determine exactly what is needed. This includes completion of the Hiring Manager Questionnaire.

2. Prospecting

Prospecting is a mining term. During this stage, I review my database and post the job on several job boards. I create a list of potential candidates that I need to call to determine the fit in terms of technical skills and my client’s corporate culture and management style.

3. Cold Calls

I pick up the phone (how unusual in this day of e-everything!) and call everyone who meets the criteria. Or I email the posting to a select list of candidates to test the waters and see if anyone is interested.

4. Warm Calls

I tap into my network and look for alternatives. I contact people I have dealt with in the past or people who have been referred to me by my network. Having a referral name automatically gives me credibility with potential candidates.

5. Questioning and Listening

During a sales call, one of the most important skills is the ability to ask meaningful questions that draw specific information from the client or prospect. This is where the scripted interview questions come into play. I use scripts for screening, interviewing and reference checking. Then, once I ask the question, I listen respectfully for the answer, without interruption. I probe and I confirm what I have heard.

6. Explanation

The ability to describe the job and the company to a candidate is crucial. Candidates need to put as much work into researching the hiring company as I do.

7. Presentation Skills

When presenting the position to the candidate, the more I know about the person and their interests, the more explicit is my presentation of the opportunity. Then, once I have a list of qualified and excited candidates, I present them to my client, focusing on the benefits to them and their organization.

8. Closing

Just as in a sales situation, the close is often one of the most difficult steps to get to. I often run into managers who get cold feet and just can’t make a hiring decision. At this point, my job is to handle their concerns (in sales, this is called objections) until they are certain that this is the right candidate for them.

9. Negotiating

Salary negotiation is one of the most interesting parts of the process. The candidate and the hiring manager, once again, have to see this as a win-win situation. By providing honest input right from the beginning of the process, I can often help both sides come to a speedy agreement.

10. Follow-Through

After the sale is made, there is the follow through. A good sales person will stay in touch with a client and make sure they are happy with the product or service after the product is delivered. I stay in touch with both the new employee and the hiring manager, and have never been disappointed. Everyone is happy with the outcome and that’s exactly what I want to hear.

Please visit our Executive Search Process page for more information about the hiring process at Johnson Executive Search. Or contact us for a Free Hiring Evaluation (a personal, confidential consultation to help with your hiring needs).