MARKET MAPPING

Researching recruiting targets to attract

Business is war, and you’ve got to have good intel to win. In this crucial second step of the recruiting process, you need to work on mapping out your territory as densely as possible.


MARKET SOURCING

For example, if you are a window distributor, you should define every single other distributor selling windows within a 25-50 mile radius (you may have already done so for a SWOT or something of the like in the past).

Once you have that list, and are confident in it, its all about figuring out /exactly/ who is working for them. It is a bit different approaching someone from the hiring firm itself, but on our end as an agency, we have a couple of tricks to get the exact roster information without tipping anyone off that a certain employer is looking for new salespeople.

This stage is all about setting a plan, setting targets. If you have this in order, it makes your recruiting steps much much easier and clearer.


AUTOMATED OUTREACH

Create a funnel for each role you are interested in recruiting for and run applicable traffic to it. These should be associates you have identified within your market.

This means creating a strong employer brand and consistently selling your company. Many firms only sell their product, but its just as important to sell your company to the open market. This includes videos, blogs, and automailers.

Consider this more as a marketing campaign that’s focused on establishing and understanding and driving interest behind the company and opportunity.

 


GENERAL REPORTING

This applies more for when you have a relationship with a great external recruiting team (ours). However, even internally there should be strong reporting on each individual name and employer that is being targeted as well as the status of each relationship.

That report will keep the hiring manager objective on the status of the search as a whole. This is to make sure the targeted candidates are on the right track instead of waiting to see inapplicable candidates that are pressing for an interview.


INTERESTED IN MORE STRATEGIES?

Want to learn about the recruiting process as a whole, and how you can implement our system on your own?

Check out Elite LBM Talent: The Blueprint (link)

Written by 

President of Legacy Search, James Aiken has been dynamically involved in recruiting the elite candidates within the building materials industry for many years. With strength in sales and operations, James has built out multiple sales teams for manufacturers and distributors alike. Email him at james@legacysearch.net

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