A traditional tactic by corporate divisions in charge of growth and revenue is internally identifying people with strong soft skills combined with operational knowledge. Then transition them to a client facing role. Complemented with customer development training, these hand-picked individuals often bring a new first-touch strategy to driving new business. Their product knowledge combined with a professional network has opened doors that were once considered locked. Eventually leading to potential clients feeling more comfortable with the first touch and thereafter through the sale cycle. Talent Acquisition believes this sourcing strategy will provide another source of recruiting talent.
Corporations are now deploying this tactic to identify potential recruiting talent within an organization. This trend was discussed during the recent Recruiting Recruiters webinar produced by ERE Media and sponsored by GEM. The panel was led by Joshua Jones, Director of Content Development for ERE. Panel members included Kisha Jones, Director of Recruiting for the Southwire Company, Nicky Russel, Head of Talent Acquisition for RocketPower, and Jennifer Hasche, VP Global Talent Acquisition for Rippling.
“It would help build credibility if we brought people from the warehouse into the training programs. They know the business and operations, we just need to build the recruiting skill set,” says Jones. Who is excited about the new and in early stages recruiting training program offered by the Southwire Company. “What I’ve experienced is that those who had little recruiting experience, eventually become our best recruiters. Will set vs skill set.”
The panel did agree that analysis is needed to successfully transition a worker from any company role into recruiting. Usual information is required to understand why the transition is needed for the worker and if decided upon by both parties, will it lead to a happy worker. Place the training program aside, this niche strategy is another source of recruiting talent.
The majority of the webinar content was focused on how to recruit recruiters. New and common sense trends were discussed such as how important it is to have the candidate realize they are on the other side of the conversation. Surprisingly, that sense of comfort is delivered by the Talent Acquisition leader at first touch.
“I’m the first interview for all recruiters and sourcers. Shows the market we are dedicated to bringing in top talent,” said Hasche who prefers to display transparency on the first interview with recruiter candidates. “I want to show you everything. I want people to know our ugly. I’m very vulnerable quickly so I can have their vulnerable, which leads to a relaxed candidate.”
Hasche commented that she assesses candidates for change capability. With the transparency still present, Hasche says she lifts the veil and says upfront there’s going to be change, whether it’s the current team or they’re switching to an in-house ATS, for example.