Mythbuster Monday: HR Recruiters Shouldn’t Be Sales People

This is a rebellion against the historic practice of hiring people who do not have a sales background and not giving them high commission opportunities with ample training.

When companies say, “Our sales people are not motivated” it is because of 1-3 problems.

1. You are not hiring people who are comfortable with getting rejected (this is the identity of a true sales person).
2. Their income is not tied to their performance (ie: commission) and or their commission opportunity is not large enough.
3. There is not ongoing proper training so they can improve. 

Almost all companies struggle with the first, and if they do, usually the other 2 follow. 

HR must be your best salespeople in the hospital. 

Why, you ask?

Because they are the first people that are going to save you 5 million dollars or bring in that business partnership that will be a game-changer for your organization.

Shouldn’t this person know how to sell??

I am not talking about the connotation of "sales people" where they are self-motivated, sleazy, and aggressive.

I am talking about someone who understands the first point of contact should be personal, it should be focused on the other party (the candidate), the Recruiter should be enthusiastic (no sale was ever made without enthusiasm), and it should be unique and prepared. 

We cannot focus on how to hire True Salespeople, but we can prove why it is important and encourage Hospitals to offer an aggressive commission structure.

Your $30 an hour employee will only work (AT BEST!) as hard as $30 worth.

Give them the opportunity to grow financially if they show up, and they will be more likely to work extra hours, cold call, prospect more, have better follow up, be more excited about the place they work (which when they speak, their candidates will feel it!), and they will be more prepared with better presentations to convert the top candidates that other organizations are interviewing. 

My financial advisor always says, “Brian, invest in companies that have a strong R&D department and continually reinvest in themselves.”

If your hospital were to change who they hired, the incentives for them to perform, and invested in growing their personal and professional skills, you could eliminate recruiters like myself and easily save a minimum of $500,000 a year by having just 1 Superstar Recruiter.

#MythbusterMonday

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#hospitals

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#healthcareheroes

#TopValueRecruitment