Sales techniques

Understanding Sales Techniques

  • Sales techniques are strategies used by businesses to persuade prospects to make a purchase. They are crucial for successful recruitment.
  • These techniques should be used by recruiters to effectively sell a job role and the company culture to potential candidates.

Customer-Oriented Sales Technique

  • This approach prioritises understanding the needs and concerns of the potential employee.
  • The key is to be empathetic and solution-oriented.
  • Active listening and asking probing questions are essential tools for gaining understanding.
  • In the recruitment process, recruiters must identify the candidate’s career needs and match them with job opportunities.

Consultative Sales Technique

  • The consultative technique involves positioning yourself as a consultant rather than a salesperson.
  • It involves providing potential employees with valuable insights and advice on their potential career path.
  • The recruiter identifies and proposes solutions that meet the candidate’s specific needs.
  • Building a trustful relationship with candidates is central to this technique.

Cross-selling and Upselling Techniques

  • Cross-selling is about introducing additional, complementary services to a client or candidate. For example, offering career counselling to a candidate seeking employment.
  • Upselling involves persuading the client to upgrade their purchasing decision. For example, convincing a company to get higher-level recruitment packages.
  • These techniques can be useful for recruiters to enhance the experience and satisfaction of both candidates and clients, leading to potential long-term relationships and benefits.

SPIN Selling Technique

  • The SPIN technique refers to asking Situation, Problem, Implication, and Need-payoff questions.
  • Situation questions gather data about the context, like a candidate’s current employment status.
  • Problem questions help identify issues the candidate is facing, like lack of career advancement opportunities.
  • Implication questions make the candidate realise the severity of the problem, like potential stagnation in their field.
  • Need-payoff questions encourage candidates to consider how their situation could improve, such as by taking a new, dynamic role.

Closing Techniques

  • These techniques involve wrapping up a sale, or in recruitment terms, securing a candidate.
  • Numerous closing methods can be used, such as the assumptive close (where you act under the assumption the candidate will take the job) or the summary close (reviewing the benefits of the role before asking for the decision).
  • It’s also important to practice good follow-up after the recruitment process, regardless of the outcome. This keeps avenues open for future opportunities and maintains a positive company image.