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BLOG: How to Get Recruiters and Account Executives on the Same Team

The current state of working from home and limited in-person contact can leave teams feeling disconnected. But Good as Gold Training President Barb Bruno assures that cooperation and alignment during this time of disruption is still achievable.

During the TechServe Connect 2020 virtual event, Bruno revealed several actions items recruiters and account executives can use to solve today’s common challenges as a team.

These challenges include:

A high volume of calls from recruiters

Solution: When making a call, Bruno suggests recruiters to avoid explaining what they do and focus more on stating how they will benefit account executives. This involves crafting messages and interactions that will not only make them feel personally important, but will also give them a reason to call back.

Follow-up calls only after ad or job postings

Solution: Prospects are especially bombarded by calls after they post a job, Bruno said.

“If they’re getting calls from recruiters after a job board posting, then they’re going to think: If they really want my business, they would’ve targeted me upfront,” she explained. “They would prefer for you to contact them and explain why you targeted their company as someone you want to represent.”

To stay on top of these prospects, Bruno recommends enabling Google alerts on prospective clients and utilizing Crystal Knows, software that offers personality insights for colleagues, candidates and customers.

Lack of maintaining contact

Solution: Be nurturing when interacting with clients and don’t get right into selling them.

“You cannot talk to your clients only when you’re making money,” Bruno said. “Hopefully, when you’ve been nurturing and communicating with your client, you’ve positioned yourself as someone who cares about them.”

Under Bruno’s own work this year, she recalled receiving the most business in July after sending balloons to the families of 17 clients once she learned that they all had children who were set to graduate in June.

When a candidate does not want to return to work

Solution: Take care of them and make sure they have what they need to work during these difficult times.

“It is up to you to explain the great benefits in returning now,” Bruno said.

This could mean stocking up on supplies, like hand sanitizer, to make people feel safe enough to work. They will remember the company’s efforts and can share that positive experience with prospective candidates in the future.

When addressing matters related to COVID-19 with candidates, Bruno also encouraged a fair-minded and professional approach to it, regardless of what their beliefs or opinions on the virus may be.

“It is not our job as recruiters to agree or disagree with candidates,” Bruno said. “Your job is to put yourself in their shoes and see the world through their eyes so that you are basically viewed as the solution.”

Candidates who only want to work remotely

Solution: Don’t write off people who say they will only work remotely, Bruno stated.

An outstanding candidate who has a history of being very effective when working remotely is worth prompting a discussion with your hiring authority.

“You may be surprised that the job can convert to a remote opportunity,” she said. “The opportunity to work remote is increasing worldwide.”

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