Hannah Davis’ Post

A couple of recent examples of cold outreach that I received last week: Case # 1 I received a cold call from an account rep after she emailed me three times before to inquire about my ATS needs. (For those who don’t know, ATS means Applicant Tracking System) 🚨 The opener was very blah. 🚨 You can tell the rep was reading a script verbatim. 🚨 She would cut me off when answering questions. 🚨 Told me if I changed my mind to call her back.  🤦🏼♂️ Case # 2 Received an email from an in-house recruiter at a multi-billion dollar HVAC company inquiring about my interest in pursuing a Senior Supply Chain Manager opening at their Buffalo, NY facility. 🚨 It’s pretty safe to say this person did not look at my LinkedIn profile prior to messaging me. I work in recruitment now. 🚨 The email was even sent to brad@hartsearch.com. I kindly responded back if they’re looking for outside recruitment help, I’d be happy to engage. Sent him some marketing info. Never heard back (of course). To a lot of folks in sales, recruitment, or any kind of business development, THIS IS YOUR COMPETITION. Understanding how to prospect your client/candidate is going to determine your success or failure. You can have the best product or service in the world, but if you’re not prospecting correctly, you’re not going to bring in many wins.  

Looking to develop new business for your recruiting or staffing firm but not sure where to start? 🚀 This 'Bare Minimum" strategy can help you get your foot in the door with hiring authorities, start new relationships, and scale your BD volume. Remember, effective outreach is not about spamming people, it's about being valuable and going after the right people. Start small, test, and refine the strategy. - Hey, want to scale your recruiting and staffing firm faster? At eConsultify, we help our clients double new revenue without having to hire additional 360 reps or make mass cold calls. If you think this would be helpful to you, message me on LinkedIn or schedule a call with the link in my bio 📆

A couple of times this morning I had a Sales Leader tell me that they needed to hire Sales people - but they can't work with a Professional Recruiter ?? Companies with that policy are actually costing themselves more money and time by working only in - house. A combination approach works best. 1) They are not being exposed to the real Top Talent . The people who are not answering random messages from Internal Recruiters or applying to Job postings on LI and other Job Boards. That's expensive ! 2) It can take 3x-4x as long to fill the job -that's expensive ! 3) In the end they hire the best of what they "saw" but NOT the best available talent out there. That's expensive ! 4) Then they wonder why only 40 % of their teams hit their quota - My contention is that they didn't hire the best available talent to begin with. 5) Contingency Recruiters only get paid IF they produce the BEST available talent - otherwise it's FREE to compare our people with In-House candidates. The people making this decision are definitely not helping their company succeed. It's time for Sales Leadership to take back control of their own hiring. After all , their job is on the line when things go wrong !

🚩 Search Firm Red Flag (4 of 7) - "The Big Database Brag Allure!" Any agency that pitches you on their massive candidate database, without the consultant's own personal network being highly relevant and active > tread carefully. Strong, evidence-backed relationships are the real gold. Without them, you might drown in a sea of mismatched resumes or, ironically, find no match at all. Timing, credibility, and relationships are everything in tech sales recruitment, 🚩 Want to know more about the 7 red flags? Check out the latest edition of Talent Magnet - our weekly newsletter on all things Sales Leadership, Scaling, and Performance. 🔗👇

One huge red flag I see when hiring vendors, employees, or even clients is the "parrot." This is when the rep or salesperson only repeats back what you've said and doesn't add to the substance of the conversation. Mirroring someone is a good way to connect with them. It's a good tactic when you want to deepen a relationship and show the other person you are listening. But, people who only parrot your responses usually aren't sure what they want or what they can offer. When you are talking to a sales rep for a marketing vendor, it means they've been instructed to position their product as the solution to your specific problems. They hope you will mistake their parroting for sincerity and comprehension, and they hope you won't notice that they are faking it. When hiring, look for people who add to the conversation, not someone who repeats what you told them you wanted to hear.

Attn: Recruiting and Staffing Founders, you will want to follow me in 2024. Why? Because I've got tons of juicy content lined up just for you Here's a snippet of what you'll discover: 🚀 Little known secrets to where your warm leads are hiding out 🚀 The 2 essential roles you need to hire for in order to scale your business 🚀 The framework for creating recurring revenue service offerings 🚀 Places you never thought to look for new client acquisition 🚀 The things you need to know to solidify your sales processes 🚀 Facts vs. Feelings methodology for choosing the right niche 🚀 How to price your services (direct hire, retained, staffing, RPO) 🚀 How to productize your offerings for consistent revenue 🚀 What your options are to fund staffing, without giving up margins to factoring services 🚀 How to hire recruiters 🚀 The things you absolutely need to have in place if you plan to exit your business – my real secret to attracting buyers 🚀 Fastest to money strategy 🚀 How to setup cold outreach so your emails get opened 🚀 Places to source leads that you’ve never heard of 🚀 Game-changing hack to get inside your prospective client’s head 🚀 Behind the scenes look at what those lead gen companies do, with step-by-step instructions to do it at a fraction of the cost 🚀 What to say on a sales call if you lack experience 🚀 How to close clients and much much MORE! So, follow me and hit the bell 🔔 so you can dominate in 2024!

I'm about to run a client call to answer the following question. I can't wait to dig in! #LoveThisWork "I want to walk through this post one by one and make sure I know all the things you're referring to when you give these teasers." 🚀 Little known secrets to where your warm leads are hiding out 🚀 The 2 essential roles you need to hire for in order to scale your business 🚀 The framework for creating recurring revenue service offerings 🚀 Places you never thought to look for new client acquisition 🚀 The things you need to know to solidify your sales processes 🚀 Facts vs. Feelings methodology for choosing the right niche 🚀 How to price your services (direct hire, retained, staffing, RPO) 🚀 How to productize your offerings for consistent revenue 🚀 What your options are to fund staffing, without giving up margins to factoring services 🚀 How to hire recruiters 🚀 The things you absolutely need to have in place if you plan to exit your business – my real secret to attracting buyers 🚀 Fastest to money strategy 🚀 How to setup cold outreach so your emails get opened 🚀 Places to source leads that you’ve never heard of 🚀 Game-changing hack to get inside your prospective client’s head 🚀 Behind the scenes look at what those lead gen companies do, with step-by-step instructions to do it at a fraction of the cost 🚀 What to say on a sales call if you lack experience 🚀 How to close clients

You don't need a recruiter for front-line salespeople. Especially if you are hiring your first 3 or 4 on the sales team. Use your network to hire! Pick up the phone. Send a text. Ask your friends if they know someone looking for an opportunity. This is where the best early sales hires come from. When you are hiring, here are a few things to keep in mind: 1. Find reps who have similar sized deals and a similar sales cycle, preferably at a similar stage company. 2. Look for traits that are common in successful salespeople. My favorite: - enthusiasm - grit - ambition - curiosity - agency Score all of the candidates on these characteristics and use them at a datapoint to make your hiring decision.

We just closed a new client yesterday. 5 days before Christmas. Yes, the holidays can be slow in sales, recruitment...all the things. But that doesn't mean you have to stop prospecting, networking, sourcing, or picking up the phone. Worst case: they say no. Best case: you get to launch a new search in the last 2 working days before the holiday. Happy client, happy future candidate who gets their dream job, happy recruiter who gets to go find a kick-ass lead designer. Win - win - win.

Ask any talent acquisition company or sales recruiting agency, “When is the best time to hire?” and you might be frustrated by the answer. See, the ideal time is before you have an urgent need. But how do you get the timing right? You watch out for these 7 warning signs that you’re on the path toward being understaffed.