I recently attended an event called "Savage Sell", where Greg Savage and his brother Chris Savage both gave a constructive presentation on "Sophisticated Selling for the Modern Recruiter".

Now without going into the intricacies of their very engaging content, I wanted to highlight a few of the key learnings I walked away with.

Greg first spoke about the current state of play for recruiters and what the future may look like. This got me particularly excited, as I love technology and consider myself a bit of an early adopter. Up came the slide, AI & Machine Learning... now if you are like me, this is a phrase that wasn't foreign and almost induced a sense of "oh here we go". However what came next was very surprising, because Greg said exactly that. He went on to discuss how machines will, and currently are, impacting a recruiters role. He said, "any task that takes no time to think about will be automated". Then he went on to say-

  • Sourcing will be replaced by a machine - quite simply they can search better and faster than a human ever could! So why wouldn't we embrace that?
  • The screening process will be non-existent in the next 2-3 year- chatbots will be (if not already) integrated into the screening process, even going one step further, to set interviews for recruiters to meet the candidates. The beauty about chatbots as they can be preprogrammed with a set number of commonly asked questions and predetermined answers to screen the candidate at any time!

Here are some key takeaways from their content, that served as a good refresher-

  1. Differentiation- this seems like a no-brainer, but you need to differentiate yourself from your competitors and give reasons.
  2. Believability- it is one thing to be different, but you don't want to be differentiated because you came across as you didn't give a toss.
  3. Fill rate- the industry average is 1/5, which means there are a lot of roles that are being worked that shouldn't - we should be focused on quality, or as we talk about here at Salt 'fillable and billable'.
  4. Preparation- if you fail to plan, you plan to fail. Always, always, always prepare before going to a sales meeting- at the bare minimum who you are meeting and what the company does.
  5. Exclusivity-  something recruiters often don't ask for, ever! Amongst the plethora of the benefits to you, your candidates and your clients: No competition, better candidate service, time to focus on the quality of CVs, and of course a much higher fill rate!
  6. Fee negotiation- starts with self-belief. Talk about your differentiators, and the value you can add, not price!
  7. Sell the iceberg- a lot of clients don't understand what actually goes into delivering them a shortlist of 3-4 quality candidates.
  8. Courage - this is bread and butter for a recruiter, you have to have courage and resilience to deflect and bounce back from the inevitable no's you will face - Chris spoke about having "10 seconds of courage". This is the idea of remembering to have 10 seconds of courage to help you overcome the objection or difficulties in front of you.

A great event, with some insightful takeaways.