Why All Recruiters Should Give Insights Away For Free

Paul Thomson, Managing Director at Enterprise Sales Personnel Ltd, shares his thoughts on giving stuff away for free

Give stuff away for free?! Why would anyone do that?

Well, every time you contact somebody to sell to them or to ask for leads (or, in our industry, vacancies) you are effectively asking for them to give up some of their time. Businesses are built on reciprocal relationships. And since you’re taking your contact’s time, for the best results, it’s important you give something back.

So what can you give them in exchange? In a word: insights.

Knowledge is power. By giving your contacts useful information, you will make yourself stand out, build relationships and encourage participation. All of this means that, when it comes to actually doing business, you will be more likely to be awarded the work. It’s important that you apply this “give and take” approach to all stakeholders, not just customers. In our industry, that includes: Sales Directors (SDs), HR professionals, candidates and colleagues.

What insights can you give to SDs, Decision Makers and Candidates?

  • Salary information relating to other SDs and the salaries of other salespeople (these are interesting in terms of benchmarking)
  • News of hot vacancies that you are not personally trying to fill (perhaps because you have tried to fill them but can’t). You know these exciting roles are open and that’s useful information to pass on.
  • Competitor information such as key people, redundancies, mergers, etc.
  • News such as current trends (for example, AI and robotics). Especially important is information concerning whether candidates are making money in these areas and whether businesses are hiring them? Other news includes what Recruitment Company ESP are doing as well as how ESP are doing – customers are sensitive to how recruiters are doing because it’s a great bell weather for the economy.

What insights can you give to HR professionals?

  • Information relating to the packages that SDs at other companies receive. This will help them with planning and to be competitive recruiters.
  • Information relating to exciting roles that are currently vacant. This will help them keep their finger on the pulse without having to invest a lot of time or effort.
  • Competitor information, such as what other businesses are doing to differentiate themselves and to attract the best candidates, and what they are doing to improve recruitment processes. Also, information about when key people leave a competitor, and about any redundancies or mergers. This information is invaluable for HR professionals.

What can you give to colleagues?

  • Time – this could be calling a candidate and doing a pre-introduction briefing or arranging an interview, calling the SD on their behalf to arrange an interview or receive feedback following an interview
  • Tee up a great opportunity for them (a good candidate or lead)
  • Get more info regarding an opportunity

About Paul Thomson

Paul is the Founder and Managing Director of Enterprise Sales Personnel, with extensive experience of IT Sales Recruitment.