The Role of Direct & Open Communication in Recruitment and Leadership

We here at SalesFirst Recruiting have long made the case that Recruitment and Sales Leadership are two sides of the same coin. Whether recruiters are leading candidates through a complex recruiting process or Sales Leaders are guiding their team members through a sophisticated sales process, the similarities are undeniable. Perhaps, what unites both Sales Leaders and Recruiters is the real need to assist their constituents by getting to the genuine, truthful insights through direct yet open dialogue.

The Challenge of Obtaining Real Information:

We’ve found - especially with Sales Professionals - that without proper guidance in the process, candidates are inclined to present themselves in the best possible light, glossing over their shortcomings, embellishing their achievements, and withholding information about their real-life situations. Similarly, team members embroiled in negotiations or facing organizational hurdles may withhold crucial information out of fear, uncertainty, or perceived repercussions. This isn’t any sort of indictment of sales professionals. It’s a human trait. It’s our job as Leaders and Recruiters to make them feel comfortable enough to tell us what’s really going on so we can properly help them.

The Power of Direct Questions:

Central to overcoming these challenges is the art of asking direct questions. Rather than tiptoeing around sensitive topics, recruiters and leaders must approach conversations with a genuine curiosity and a willingness to delve deeper. For example, when probing a candidate's motivations for seeking a new opportunity, we train our recruiters not to accept their surface-level answers but instead to push for the authentic truth. Here’s an example:

“Suzie, I totally hear you that you were ready for a new opportunity, but what I want to undersrand is what led you to that feeling.” Or “Mike, thanks for letting me know that it was a mutual decision to part ways. Sometimes it’s really obvious when two parties need to split, but really there are only three ways someone can leave a company. You were either laid off, terminated for cause, or you resigned. It has to be one of those three. I promise you I can handle the truth and can help you talk about it in a positive way. Just let me know and we’ll work through it.”

Similarly, when faced with hurdles during negotiations or deal-making, leaders must not shy away from addressing the underlying issues head-on. By posing direct questions and actively listening to responses, they can uncover hidden concerns, identify areas for compromise, and pave the way for mutually beneficial outcomes. Here’s an example:

“Jimmy, I’ve been hearing for a few weeks that this deal was going to close any day now. Let’s dig in a little bit and see we if can uncover any weaknesses in our position. I can assure you that anything that comes out of this is a good thing and won’t be perceived as a negative. The more we know, the more options we’ll have to get this deal over the line.”

Embracing Reality with Openness:

Building a culture of openness and trust is essential for fostering genuine communication. Candidates are more likely to reveal their true selves when they feel respected, valued, and assured that their perspectives will be heard- especially when it conflicts with the recruiter’s interests. Likewise, team members facing sales challenges are more inclined to share critical information when they trust their leaders to act in their best interests or to respond carefully and methodically. Here’s an example:

“Mike, thanks for letting me know that you were terminated for performance at your last role. Being terminated only means one thing. It just means that the job wasn’t a fit for you. Let’s really double down on the type of job where you would excel.”

Same thing can be said for Sales Leaders:

“Jimmy, after really diving in, I think the issue is that we are trying to close them a bit too early. You’ve got the Financial Decision Maker bought in, but it doesn’t sound like we’ve put the right amount of work into the group that would actually use the product. They could potentially be pushing back. Let’s see if your Financial contact can introduce us the user groups who might want to see a demo.”

Remember to embrace Progress over perfection- especially for yourself. If you happen to overreact upon learning some bad news, don’t be too hard on yourself. It happens to the best of us. Give a call back and make things right. It’s easier than it may sound, and it all helps to build those important relationships.

Ask SalesFirst Recruiting for Help:

Recruitment and Leadership are multifaceted disciplines that require finesse, strategy, and a deep understanding of human behavior. Nobody’s got it all figured it out, but SalesFirst Recruiting is always willing to lend a hand - as thought leaders and recruiting experts!