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The Resilient Recruiter

Jul 21, 2021

Recruitment is one of the most difficult sales jobs because we are placing human beings and not just products. Building a high-performing sales team is challenging, yet critical to growing a successful recruitment business. How do you hire recruiters who can sell - or at least who have the potential? How do you create a culture of high sales performance? 

These questions will be answered by my special guest, Ian Moyse. Ian is an award-winning sales leader and the Chief Revenue Officer of OneUp Sales, a sales analytics and gamification platform for recruitment companies who want to optimize their team’s performance. 

In this episode, he shares key insights on building candidate relationships, hiring for success, and creating a culture of high performance for your sales and recruitment team. 

Episode Outline and Highlights

  • Candidate relationships are key to your success. Hear Ian’s advice based on his experience of working with recruiters both as a candidate and a hiring manager.
  • Hiring to build a high-performing sales team and why you should focus on behaviour.
  • Six takeaways on what to look for when interviewing for own your team.
  • What if the interview went well but the candidate did not do well on the job? Simple ways of assessing if someone is likely to deliver results.
  • Other considerations we need to look at when assessing a candidate post covid.
  • KPIs - how do you create a culture of high sales performance without micromanaging people?
  • What are the right metrics to track in a recruitment business? Hear 3 takeaways.


The Good and Bad in Recruitment from a Candidate’s Perspective

Ian and I started off our conversation with his perspective on the good and the bad in recruitment from his experience of being a candidate. He is also a hiring manager which gives him a fair and honest view of what he sees as the best and the worst in recruiting. His insights should be an eye-opener for us in the industry as he shared contrasts on his experience - how some treated him as an individual while others treated him as a product. He shared how some made him feel confident as a candidate while some made him feel that they were just after the commission. Indeed a good way to start off because this is related to the other topics that we talked about especially in hiring and building a high-selling team.

Candidate Relationships is Your Key to Success

You will hear Ian’s advice on how to establish good candidate relationships and why it is very important when forming a high-performing team. Here are my takeaways from our discussion:

  1. Remember that the candidate is a human being and not a product. 
  2. How they remember you has a knock on effect on your long-term success. 
  3. Give feedback and provide value - even to those you decide not to hire.

What To Look for During an Interview

There may be different criteria that you look for when assessing if someone is a fit for your organisation. Ian also shared what he looks for when interviewing and why he is really keen on looking at behaviour as a primary factor. Here is a list of what I heard:

  • Did they get in touch prior to the interview?
  • Were they prepared? Did they research the people they were meeting and the company itself?
  • How well did they build rapport?
  • Did they bring intelligent questions?
  • Did they take notes during the interview?
  • Did they treat it as a two-way conversation?

We also discussed other considerations you may need to look at especially on mental health because of the pandemic. Also, how to avoid hiring candidates who perform well at interview but not on the job. Hear Ian’s practical way of assessing whether a candidate is likely to deliver.

Ian Moyse Bio and Contact Info

Ian Moyse, Chief Revenue Officer, OneUp Sales is a long time and award winning Sales Leader. He was Awarded the accolade of BESMA UK Sales Director of the year and in 2019 & 2020 and was also listed in the top 50 Sales Keynote speakers by Top Sales World. Ian is a judge on many sales awards and has grown four companies through to exit, advising many others as a non-exec along the way.

Connect with Mark Whitby

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