| p>The field of headhunting is a very challenging one | | | | your job psoting because they're not actively looking |
| when it comes to finding and recruiting top sales and | | | | at online listings. Recognize that those talented people |
| marketing talent...whether they be executive, | | | | are already working, happy and making good money |
| mid-level, sales management, marketing management | | | | in a job somewhere else. You've got to go find |
| or front line sales and marketing producers. Searching | | | | them, and the best way to do this is through a |
| for these types of top candidates is no easy task. | | | | professional recruiting firm. |
| If your company is trying to find the best, make | | | | It's very costly, very time consuming and very |
| sure to bring in an experienced sales and marketing | | | | difficult for somebody who's running a business to go |
| recruiter who can help you. They are worth their | | | | spend time to actually identify, locate, find and |
| weight in gold, and their fees are easily justified. By | | | | extract potential employees from competitors or |
| outsourcing to a search firm, you can reduce your | | | | other companies. This is where an executive search |
| hiring time, improve the process and avoid the risk of | | | | firm ads real value. |
| mis-hires. | | | | The fees involved can run between 25 and 35% of a |
| I see lots of companies that have made mis-hires | | | | person's total compensation in the first year, which is |
| over the years, and it's not because they haven't | | | | a lot of money. You'd ask yourself, how can I justify |
| done their best to find good candidates. The problem | | | | that? The answer is, how can you justify not |
| is that their best is just not good enough. Often | | | | spending that money if it makes a difference |
| times, Presidents or Chief Operating Officers or VP's | | | | between hiring an "A" player and hiring a "C" player? |
| of Sales rely on the same tools as everybody else to | | | | An executive recruiting firm possesses the ability to |
| try to find candidates, which includes posting ads on | | | | find top talent and put them to work for you. |
| Monster.com, Careerbuilder or one of the other | | | | Think about how the following would impact on |
| major career sites. This just doesn't cut it anymore. | | | | business: hiring a person into a position to sell $1 |
| If you want to find the best talent, deploy the best | | | | million in annual revenue, versus hiring a top |
| talent to find those people for you, which means | | | | performer who can achieve $3 million worth of annual |
| hiring an executive search or retained recruiting firm | | | | revenue. If you hire a recruiter who can bring this |
| that specializes in sales and marketing. If you don't, | | | | kind of incremental revenue to your company by |
| you're doing yourself a disservice. Now you may ask | | | | finding top talent, why wouldn't you pay for the |
| yourself, why should I spend money to go find | | | | best? They're going to pay for themselves over and |
| candidates when I can just find them myself by | | | | over and over again throughout the years. |
| posting on the internet? The fact is, the best people, | | | | So think about hiring a sales and marketing recruiting |
| the top talented people are not looking for jobs, | | | | company, or a sales and marketing staffing company |
| they already have jobs. So they're not going to see | | | | as a strategic vehicle towards growing your business. |