There are four primary pillars that can comprise the structure of a strong recruiting presentation: the company, the boss, the position, and the compensation.  Some opportunities will be stronger in certain pillars and it is not necessary to try to cover every pillar in a single presentation; the bottom line is to remember to always look at your client through the eyes of a candidate. What would indicate that working for your client would represent a better opportunity?  What are the most appealing and differentiating facets of this company, city, leadership, responsibilities, or financial security?  Remember that credibility is earned through the words you speak and information you share – make sure to put plenty of thought into eloquently describing what is it in for the candidate to learn more about your client’s opportunity.  Go over your word choice selection carefully, so you can you can be more impactful than other recruiters delivering the same message as well as appeal to a passive candidate marketplace.


The Company

Obviously, your client company represents many significant angles from which to position an opportunity. There are five facets of a company that can be used to sell the organization itself – the size of the company, the number of years in the business, the history of growth, the physical location of the company, and the culture. Knowing, and being able to articulate, all of the possible benefits for working with a small start-up company are just as important as being able to elaborate on the various benefits associated with working with a large, established organization. Similarly, a company with a strong track record of growth can be an obvious sell – but how do you position the benefits of an organization with a slower growth rate, or even one that is declining? There are many facets to consider when articulating the benefits that your client organization offers a prospective candidate – make sure you are aware of them all!

altExample Scripts For Selling the Company

 

In this clip from the NLE Foundation Training Program, specific elements of selling the client organization are explored.

Selling the Boss

It is a well-known fact in recruiting that people work for people, not companies.  The years of staying with a company out of sheer loyalty or to prove a resolute amount of intestinal fortitude is no longer the key to retaining employees; make sure to highlight the individual and team this candidate would be aligned with.  Specifically, the leader’s track record and history of grooming others for success can be an obvious parallel for their ability to do the same with a future superstar.  Additionally, what is this leader’s own professional aspirations and next steps?  How does that boss’ advancement impact the career path of this prospective hire?  Know more about your hiring manager than simply the role he or she plays in your hiring process; know the role he or she will play in the development of this future hire.

altExample Scripts for Selling the Boss

 

Review this clip from NLE’s Foundation Training Program to learn more about how to effectively sell the boss your candidate will be aligned with and what value that provides for them – both personally and professionally.

Selling the Position

Be very aware of this fact – selling the position is very different than selling a job description!  This can be one of the most challenging areas to articulate for some recruiters, because it requires an intimate understanding of the day-to-day responsibilities of your candidate marketplace.  Stay away from describing what your client is looking for – there’s time for that later.  In your initial recruiting presentation, highlight the expanded responsibilities of this role that will position the candidate more competitively throughout their career, or sell the opportunity for leadership and what benefits come from that level of responsibility, or the type of innovative technology or projects the candidate will gain experience with.  These are just a few examples of elements to sell the position itself, but requires a high level of insight into the details and intricacies of your client’s organization.

altExample Scripts for Selling the Position

 

Best practices for selling the position – including what to do and what to avoid – are highlighted in this clip from NLE’s Foundation Training Program.

Selling the Compensation and Benefits

Although discussing a compensation range or specific benefits early on in a recruiting presentation should most often be avoided, there are circumstances and industries in which compensation is an essential piece of what makes your client’s opportunity a significant one.  If you are representing a position to sales people, or individuals in commission based roles, or hourly rates, there are certainly ways to address this element in a way that doesn’t encourage money to be the primary motivator for change.

altExample Scripts for Selling the Compensation and Benefits

 

In this clip from the NLE Foundation Training Program, ways to creatively sell compensation and benefits are discussed.

Articles

alt5 Steps to a Successful Recruiting Presentation by Nancy Parks

NLE LIBRARY

MARKETING PRESENTATION CONTENT

MARKETING PRESENTATIONS

OVERCOMING OBJECTIONS

MATCHING & PRESENTING

CANDIDATE & CLIENT INTERVIEW PREPARATION

CANDIDATE & CLIENT INTERVIEW DEBRIEF

GATEKEEPERS

OVERCOMING OBJECTIONS

APPROACHES

NAME GATHERING

CANDIDATE DATA SHEETS