Sales Process Equals
the Talent Attraction Process

You Just Found Your Next Talent Attraction Expert, the RecruiterGuy

Virtual Speaking

Speaking of Leadership topics, my Leadership topic is SO painful that few people speak on Talent Attraction, AKA Recruiting or Talent Acquisition – and fewer still are qualified to speak on it. This 8 minute speech earned me a nomination for the Virtual Speakers Hall of Fame.

Discussion Points

1. The 12 step Talent Attraction Process Mirrors the 12 Step Sales Process Perfectly. See the entire process below.


2. The ENTIRE Balance of the Talent Attraction Process is based on the Job Description.
3. Sourcing the Best Candidates.
4. Client Needs Analysis in the Sales Process is the Candidate Interview Process. If a Manager has not been trained to effectively interview candidates, they Certainly have not been trained to
select the Best Qualified Candidate.
5. The Last Step in the Sales Process is Retention. The last step in the Talent Attraction process is Employee Retention. Think about it. The Recruiter (most likely) identified and recruited the new employee. Should they be the “outside the department” contact? Absolutely! The recruiter can ask if they know other former team members who may be a Great Fit.

Provided proof that Talent Attraction works based on the recruiting strategy I created for MCI Telecommunications in the Fall of 1992. The Managers and I recruited 133 IT professionals to Cedar Rapids, IA for MCI’s NCBS Commercial Billing System from January 1, 1993 to December 31, 1993. And this was before Job Boards were effective as a source of candidates. We relocated over 90 of these new employees to the Cedar Rapids area.


Sales Process Mirrors Talent Attraction Process

As you will see below, the RecruiterGuy recruitment process mirrors the sales process. Do the professionals who are responsible for recruitment in your organization view themselves as sales consultants?

Identify Your Job Needs
Create a Job Description
Source Potential Candidates
Job Interview
Step 5 - Sales Proposal vs Job Offer
Background Checks
Compensation Negotiations
Close the Candidate
Start Date of new employee
Product Training - Job Training and Orientation
Actuate Employees
Retain Employees