Always Be Recruiting

Who hasn’t seen the 1992 film, Glengarry Glen Ross? The title of that film came from the names of two of the real estate developments being peddled, Glengarry Highlands and Glen Ross Farms. This is a movie about four real estate agents who sell unappealing land to people who don’t really want it. One of the agents is a good salesman and the other three are not. Early in the movie Blake (Alec Baldwin), a very successful person sent there by the property owners, arrives at the office to help ‘motivate’ the salesmen. He delivers a seven minute harsh, nasty and unforgettable monologue, but you probably only remember the phrase, “Always Be Closing.”

As a sales manager of blue collar reps you certainly realize that in order to have a team that will “Always Be Closing,” YOU first need to “Always Be Recruiting.” That’s the only way you can have enough salespeople out there to consistently accomplish your sales objectives. The best way to achieve this is to constantly spend time passively recruiting by focusing on sister businesses that have similar routines and cultures as yours.

The non-negotiable component of this strategy is to continually recruit regardless whether you currently have openings or not.

Admittedly, it certainly is time-consuming to drop by a manufactured home sales lot or stop and talk to a Schwan sales/delivery rep to prospect for employment candidates. But I can’t imagine that activity taking any longer than you are spending now chasing internet employment ad suspects. And by the way, while you are out recruiting face-to-face, you also have an opportunity to expose your products and services to those you are talking with! You will no doubt make some sales while you’re out recruiting.

During this process focus on candidates that are currently employed, but unhappy and wanting to improve their situation and income. As you recruit without openings, once you’ve qualified, scrutinized, and interviewed folks, “touch” these prospects regularly in order to maintain interest in your company. Encourage them to ‘hang in there’ in their current job until you can make a place for them. This added “bench strength” will make your life much easier when you lose an employee or expand the roster. Passive recruiting will cut your search and interview time measurably and give you more peace of mind in your role as manager.

I believe that having recruiting conversations with people currently employed in fields not unlike yours that are currently dissatisfied, would be better candidates than a lot of the unemployed and unqualified “Starvin Marvins” out there applying for jobs.

As you begin thinking about resources/ideas to consider in order to “help you help yourself” potentially recruit additional sellers; consider these options:

• Current Employees

Conduct a meeting with all your employees outlining the type of person, background, general job description, expectations, and realistic income potential for the salespeople you are looking for.  Start a referral program for your employees where you make it worth their while to help you recruit folks with “the right stuff.”

Example: Consider a $300 “finder’s fee” to be paid in 3 installments over 90 days to the employee who recommends someone you end up hiring. The best guidance to give is to tell them, if they wouldn’t feel comfortable inviting an individual to their home for dinner, they shouldn’t recommend them to you as a potential teammate.

• Chamber of Commerce/Industry association luncheons/gatherings

It would not be unusual for business people that you interact with through these organizations to be in position to recommend good applicants they don’t have openings for, or who don’t fit their job profile, but may fit yours. Chat ‘em up as you attend these functions.

• Ex-military personnel

Ex-military people fit well in most blue collar businesses. They have a good work ethic, understand and respect authority, are normally well liked by the public, and like wearing uniforms. Find out when the next job fair will be held at the base nearest you and be there to size up available candidates.

• Bulletin board postings

Develop a simple recruiting flyer and post them at (physical or virtual) community colleges, technical schools, churches, community centers, libraries, apartment complexes, etc.

• Examples of blue collar employees you might consider

+ Vinyl siding salespeople

+ HVAC sales employees

+ Home improvement store associates

+ Gutter salespeople/installers

+ Manufactured housing sales reps

+ Security/fire protection systems sellers

+ Fencing salespeople

+ Lawn care/landscaping/sprinkler system reps

+ Route salespeople (Schwan’s, Tom’s, Little Debbie, etc.)

+ Satellite TV salespeople

+ Retail store managers

All these professions, and others I didn’t list for brevity, probably require similar skill sets and have similar schedules and work demands as your business. As your employees meet sharp people, have them verify they might have some interest in a job change, and give them one of your business cards. Have them secure the individual’s contact info and conclude by telling them you can’t promise them anything by they should expect a short phone call soon from your manager.

I’m not dissing media recruiting, as I’m aware that when you are in a bad staffing posture, you need a quick influx of recruiting prospects. But face-to-face passive recruiting is very effective and allows you and your employees to first observe an individual prior to approaching him or her about a position with your company.

Additionally, this is a great way to maintain bench strength, even when you are fully staffed, with those interested in your business who might be willing to wait for an opening to join your sales staff.

The icing on the cake in this scenario is you will be able to manage your existing sales people more aggressively, since you won’t be as fearful of a turnover by having some depth on the bench waiting to get into the game!

————Need Sales Management Help?————

If these ideas about sales employee recruiting make sense, maybe you should contact Doug and ask about his private ZOOM Sales Management coaching sessions, customized to your specific needs. Email Doug at dialdoug@gmail.com and website is https://robinsontrainingsolutions.com

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