I have been helping hiring managers to attract and hire the best Sales or Marketing professionals for some time now and during that time, I have seen many things and many hiring mistakes.
If only they had made the right hiring decision the first time around. They would have been seeing a Return on Investment (ROI) so much quicker and without having to pay out twice or even sometimes three times, before they find the actual right person. As I’m sure you’re aware, there are more than just financial implications to a bad hiring decision.
I see this so many times when I’m helping CEO’s, MD’s and Hiring Managers find top performing Sales or Marketing candidates for their business. I hear things like “we’ve had our internal recruitment team working on this for 6 months.” Or, “I’m not sure we are seeing the best candidates come through. We have a slew of agencies we usually use, but they’ve not managed to find the calibre of candidate we need for this role. “I don’t have time to go through all these sub-standard CV’s. They just don’t get it.”
Now I am in no way saying Internal Recruitment teams or agencies don’t work. I’ve worked with both. However, what I do know is that businesses who are successful in hiring the right talent are using several delivery methods rather than just one.
For certain roles, some internal teams either don’t have the bandwidth to go out and actively search the market or they don’t understand the market and industry well enough to know where to look and who to look for. Many agencies out there can provide your Administrators, your PA or your Security staff… but can they really find your top performing Sales or Marketing professionals?
These people are almost never looking for a job, so they won’t often respond to a company web page or LinkedIn ad…unless you are incredibly lucky. And they won’t be on an agency database waiting for a phone call.
So, in the words of Red Adair “If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur.”
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