The Modern Recruiter #51: How to recruit your GTM team, Chuck Brotman.

Hello everyone, and welcome to this podcast episode! I'm Robin Choy, CEO of HireSweet. Each week, I address various recruiting issues such as recruiting outreach, interviewing, employer branding, and career management. My goal is to provide helpful insights to anyone interested in recruitment, whether you're an in-house recruiter, agency recruiter, freelancer, hiring manager. Whether you're just starting out in your recruiting career or looking to enhance your skills, I hope you'll find these discussions valuable!

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How to recruit a top performing Go-To-Market team.

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Recruiting for tech teams is a topic I often discuss on my podcast and in my LinkedIn posts, and for a good reason. These positions are highly sought after, which means recruiters need all the help they can get. However, many of the techniques my guests and I discuss can also be applied to other teams, such as the Go-To-Market team (Sales, Marketing, and Customer Success).

In this episode, I had the pleasure of speaking with Chuck, a former VP of Sales turned recruiter. Together, we focused on the first two steps of the recruitment process for GTM teams:

* Candidate profiling

* Candidate sourcing

Step 1: Candidate profiling

The first step in the recruitment process is candidate profiling, and in my experience, it's often overlooked.

Failing to properly assess a candidate's fit for a position can be a huge waste of time for both the company and the candidate. To avoid this, there are three key things you need to determine at this stage:

* Why does the work you do as a company matter? What problem do you solve? (like in a pitch deck)

* What are the role requirements your need to succeed in the role? (industry experience is not always relevant)

* What's your culture as a company

When defining the skills required for a role, it's easy to fall into the trap of making every skill an absolute requirement. A better approach is to select only one to three key skills as must-haves and list every other skill as a bonus.

Additionally, it's helpful to consider what success looks like for the role after one year and what the candidate needs to achieve to be considered successful. This can help highlight the most critical skills needed for the position.

Step 2: Candidate sourcing.

Now that we know what to look for, it's time to get it. Chuck advises not over-indexing on ONE channel (Linkedin, job boards ...). The classic strategy consists of doing both inbound and outbound: job postings (inbound) and sourcing (outbound).

Now that we know what we're looking for in a candidate, it's time to start the sourcing process. According to Chuck, it's important not to rely too heavily on ONE single channel (LinkedIn, job boards, etc.). Instead, a combination of inbound and outbound strategies is recommended, including job postings and sourcing.

For job posting, try to respect these few rules: be clear on why your work matter and what your company culture is, what are the role-specific requirements, what success look like in this role, and what the person will be in the first 30-60 days.

When creating job postings, it's essential to follow a few fundamental guidelines. Be clear about why the company's work matters and what the company culture is, as well as the specific role requirements and what success looks like in the role. It's also helpful to outline what the candidate will be doing in the first 30-60 days.In terms of recruiting outreach, there are several good practices to follow:

* Never start your message with a series of bland sentences. Be straightforward and add value.

* Avoid all fluffy and b******t recruiting phrases.

* Show, don't tell. Back everything that you say with data or concrete examples.

* Keep it short: 200 words max for emails (same for LinkedIn messages).

* Follow up

Bonus: the Sales Acceleration Formula

When it comes to making sales teams perform better and scale, there's a reference book that everyone quotes: the Sales Acceleration Formula.

There is a whole section dedicated to team recruitment, which is excellent. It's honestly one of the best book I've ever read on the subject.

Here’s a quick video summary of the book:

Listen to the episode to find out more.

What I like about Chuck is that he's really someone who has battle-tested advice. Having been a Sales for a large part of his career helps a lot.

Hope you’ll like the episode!

Have a nice week, and see you soon,

Robin

CEO of HireSweet

Did you enjoy the episode? Feel free to check out the 3 most downloaded episodes:

* 37. Build a thriving & strategic sourcing team, with Garrett Lewis, tech sourcing lead at Grammarly.

* 36. DE&I strategies for companies below 200 people, with Claudia Colvin, People & Talent @ HappyScribe.

* 41. Personalization at scale in recruiting. Jonas Waloschek, Senior Technical Recruiter @MANTA, ex @McKinsey.

If you find this podcast helpful, you'll be interested in what we do at HireSweet.

👉 HireSweet CRM helps Talent Acquisition teams get more efficient at sourcing candidates. Increase your reply rates by 70%, and handle twice as many candidates at the same time.Request a demo here!