Keep Focus on Your Core Strengths

This lesson applies to lots of areas in addition to recruiting and sales. Marketing, business product development, sports, career search, etc. can all take note of this lesson.

In the scene above Cookie Monster asks the librarian for several books and also a box of cookies. The librarian gets frustrated having to explain to Cookie Monster that they don't have cookies, just books. Imagine what would happen if libraries started selling items that weren't media related (i.e. hamburgers)? Libraries stick to what they do best, customer service and media knowledge, and that is why they are still around in this ago of internet search engines.

Have you ever had a client approach you with an IT opening that they want you to fill, and then they say something to the affect of "I know you don't normally staff graphic artists, however if you come across someone who works for this other position please send them over."

In one of the sales organizations I have been with our core strength was selling web based products. We were then asked to sell newspaper ads. In another it was selling radio spots, but we were also asked to sell products into retail stores. In both cases the thought was to use the additional avenues as a way to diversify the revenue base and grow the top line. In both cases the sales staff never got comfortable with the ideas and both became a very secondary sales vehicle to the point where the company gave up and went back to the core product.

The lesson learned is to be careful when it comes to telling a client what you can do for them. If your focus is staffing IT positions, don't get in the habit of telling clients that you can also staff marketing positions. There are other companies that have more candidates and expertise in that area than you. They have an easier time finding qualified candidates and can speak the marketing language to communicate with the candidates and clients better than you. It is better to give up that little bit of extra revenue and stay with the IT staffing.

Why?

Lets say you've sent this company lots of good IT candidates and they routinely fill their positions with your candidates. If one candidate bombs an interview or doesn't work out after being hired, you've built up that credibility that the client knows they can go to you and get another good candidate.

 What happens if you take a marketing position in addition to the IT position and you send over a marketing candidate and that person bombs. You might have given them a great IT candidate for an IT position, however now instead of batting 1000, you're batting .500. They'll remember that bad candidate and it will bring a small doubt into their mind about you, your candidates, and your company. It could cost you business down the road.

Stay with what you are an expert at.

Thanks!

Ev

A Heck of A Nice Guy