The recruitment industry is a thriving industry, and one that’s generally highly regarded and highly appreciated by employers and jobseekers alike. It certainly does not have the “stinking” reputation that the network marketing industry suffers from.
In this article I’m going to put forward the view that if we behave like professional recruiters, instead of like pushy salespeople, we will be far more successful, and we will build respect for our industry.
What Professional Recruiters Do
Did you know that recruiters actually give a guarantee to the employer that the person or people they recommend for a role, will actually stay a minimum amount of time (usually 6 months to 2 years) and will in fact be suitable for the role?
Professional recruiters need to get their recruitment strategy right, or they’ll go out of business!
So let’s take a look at what professional recruiters do every time they get a new contract to find a valuable executive.
1. They make sure they absolutely understand the role, the company, the culture, and the team that the new person will be joining. They know that few people will be a good match.
2. They execute tactics that will result in potential recruits calling THEM. This may include advertising, but notice that the advertising is professional and dignified. They may also respectfully approach suitable people they have identified as having the qualities and skills required, to see whether or not they might be interested in a new role.
3. They have an interview structure that is primarily aimed at discovering whether or not the person really does have the skills and qualities required. They also need to find out why the person wants the new job, and assess the level of that desire – they need to know they will stay in the new role and will remain excited by it. This is in no way a “selling” interview – it is a DISCOVERY DISCUSSION.
4. There is a strategy to reference check people who perform well in the interview and whom the recruiter may want to put forward for the role.
5. There is a final interview with the company itself, and since all of the hard work has been done in assessing suitability, this is really about whether the company can see that person fitting into the culture and working well with the team.
If recruiters didn’t do all of this, and do it skilfully, not only would they destroy their recruitment agency, they would do immeasurable damage to their clients as unsuitable people wreaked havoc on the unfortunate companies who had to suffer their incompetence.
And what would happen if the recruiter took a lukewarm job applicant and talked them into the job? Or if the job applicant, on hearing more about the role, had objections and the recruiter used “objection destroyers” on them? Do you think that applicant would be likely to stay long? Would they remain excited about their new role? Not likely.
And yet most network marketers make a mockery of these professional recruitment principles at every stage in the process. We see people being taught that “anyone can do this business” and there is consequently a kind of “throw ‘em against the wall and see who sticks” mentality.
Yes, there is cursory attention paid to “finding out their why”, but not only is this nowhere near enough, it is taught as if “having a why” was the one and only test of suitability. In addition, it is used as a point of manipulation! And if the person doesn’t have a “why”, is their recruitment declined? Not usually.
So in network marketing, by understanding the role in the context of the team culture, by having a set of criteria in relation to qualities, skills and experience, by having a strategy to find the right person, by having a structure for a discovery interview, we have a process that results in the right people joining, and staying.
Less attrition, more attraction, and finally an industry that deserves respect.