Switched on recruiters are adopting techniques from their sales
Posted: Tue Jan 07, 2025 5:17 am
In another trend, there seems to be a move by some HR departments to better utilise skills and best practice found elsewhere in the business e.g. sales, marketing, design. This can either be through collaboration with these departments or actually moving dedicated resource into HR.
Data and Analytics
Perhaps the area where you can most see HR embracing skills more commonly found elsewhere in the business is in data and analytics. In fact, Josh Bersin recently wrote an article entitled ‘Geeks Arrive in HR: People Analytics is Here’ which looked at how data science was starting to be applied to the people side of the business. He does note that there are only a small set of belgium whatsapp phone number companies (less than 5% of the market) who are doing this on a significant scale but given the positive results they’re seeing e.g. making better decisions about who to hire, who to promote and how much to pay people, it should encourage others to follow suit. For those wanting to get ahead of their competitors this is something to explore now.
Some companies, such as Hertz and True Religion Jeans have dedicated analytics people within their HR/resourcing departments but even if you haven’t got the budget for this it’s worth making the business case to have someone who looks after data in your organisation spend some of their time looking at the people side. You should be able to prove the returns of their efforts pretty quickly.
Marketing & Sales
Marketing colleagues to improve their effectiveness. For example, they’re using relationship marketing and exclusive content to keep their talent pools engaged or stay connected with a candidate between acceptance of an offer and their start date, as demonstrated by Miller Brands.
They’re also increasing the personalisation of their communications based on the higher engagement that has been seen in sales and marketing when taking this approach. This is particularly important in a market where securing top talent is becoming ever more challenging. Recruiters are having to think like salespeople and marketers when trying to win over sought after talent by developing key messages of why someone would want to work for the company and how the role delivers towards their career aspirations. They’re also having to overcome objections and negotiate masterfully – core sales skills.
Data and Analytics
Perhaps the area where you can most see HR embracing skills more commonly found elsewhere in the business is in data and analytics. In fact, Josh Bersin recently wrote an article entitled ‘Geeks Arrive in HR: People Analytics is Here’ which looked at how data science was starting to be applied to the people side of the business. He does note that there are only a small set of belgium whatsapp phone number companies (less than 5% of the market) who are doing this on a significant scale but given the positive results they’re seeing e.g. making better decisions about who to hire, who to promote and how much to pay people, it should encourage others to follow suit. For those wanting to get ahead of their competitors this is something to explore now.
Some companies, such as Hertz and True Religion Jeans have dedicated analytics people within their HR/resourcing departments but even if you haven’t got the budget for this it’s worth making the business case to have someone who looks after data in your organisation spend some of their time looking at the people side. You should be able to prove the returns of their efforts pretty quickly.
Marketing & Sales
Marketing colleagues to improve their effectiveness. For example, they’re using relationship marketing and exclusive content to keep their talent pools engaged or stay connected with a candidate between acceptance of an offer and their start date, as demonstrated by Miller Brands.
They’re also increasing the personalisation of their communications based on the higher engagement that has been seen in sales and marketing when taking this approach. This is particularly important in a market where securing top talent is becoming ever more challenging. Recruiters are having to think like salespeople and marketers when trying to win over sought after talent by developing key messages of why someone would want to work for the company and how the role delivers towards their career aspirations. They’re also having to overcome objections and negotiate masterfully – core sales skills.