Bench Process

Detailed Notes on
Bench Sales Marketing

Bench sales marketing is a term used in the IT staffing industry to refer to the process of
marketing or promoting the resumes of candidates who are currently on the bench, or not currently
assigned to a client project.
In this process, a staffing company or recruiter will try to find potential clients who may need the
skills and expertise of a particular candidate who is on their bench. The recruiter will then reach
out to the client and try to persuade them to hire the candidate, often by highlighting their skills,
experience, and other relevant qualifications.
30 Key Points - Bench Sales Marketing

Laxminarayana Bupathi - Senior US Recruitment Trainer
(15+ Years of experience in Recruitment)
bupathi.recruiter@gmail.com | Laxminarayana.bupathi@gmail.com
LinkedIn: https://www.linkedin.com/in/usrecruitmenttrainer-usstaffingtrainer/
1. As soon as a recruiter receive a resume from the management, make sure to create a new
Gmail id /Yahoo/Hotmail for the candidate on specific technology
2. Make sure to collect complete data and documents like Full name, Phone Number, E-Mail Id,
LinkedIn id, Current Location, Past location, Updated Resume (cross check the experience as
per resume), DL Copy, Visa Copy, Last 4 digits of SSN from the candidate
3. Recruiter should upload candidate resume in all the portals like Dice, Monster, Career Builder,
Tech Fetch, Zip Recruiter and other available portals.
4. Try to coordinate with the candidate minimum two (2) times per day
5. Recruiter should update candidate profile in the portals three times per week
6. Make sure to have a LinkedIn profile for the candidate, If not create it
7. Recruiter should apply all the available contract jobs in the portals for the candidate resume
8. We have to share and distribute our email id in the maximum available options where vendors
going to share their requirements on daily basis like social media.
9. Finding vendors in the LinkedIn and sharing our email id (Sometimes recruiter and sometimes
candidate email) on their job postings

10. Make sure to share our HOT LIST to vendors on daily basis (as a candidate and as a
recruiter)
11. Recruiter should check all the emails for new requirements on daily basis
12. Make sure to cross check requirements from portals on daily basis.
13. Keep in touch with the candidate on daily basis, and give him a hope!!
14. Talk to the candidate regarding vendor calls and interview conversations, provide inputs
to the candidate on how to talk to the vendors confidently.
15. Reaching out to our closed vendors and connect with them on LinkedIn for daily
requirements
16. Try Finding new vendors with the help of lead generation tools
17. Keep follow up with the new vendors until they respond back to us (at least 5/6 follow up
emails required when we are reaching out to new vendors)
18. Check consultant emails for new requirements on daily basis as we already have access
to their email

19. Join some active google groups and Facebook groups (if any) to find out new
requirements
20. Join WhatsApp and Telegram groups for daily requirements
21. Apply in client/company websites directly with the candidate updated resume
22. Join C2C Groups in the LinkedIn to find out new requirements
23. Make sure to send bulk email using ceipal to our major vendors
24. Try applying new jobs using candidate LinkedIn Profile in the client portals and vendor
portals for their job postings.
25. Maintain all the available vendor details in a excel sheet with their contact information
26. Maintain all the submissions and interviews in a excel sheet
27. Try to reach out old vendors on regular basis who has provided you placements
28. Follow up with the vendor on the previous submissions regarding interviews
29. Collect feedback from the vendor and ask your consultant to take feedback if the resume
not been shortlisted.
30. Repeat all the above steps continuously on daily basis

Bench sales marketing can be a challenging process, as there may be a lot of competition among
staffing companies and recruiters trying to promote their candidates. It requires a good
understanding of the client's needs and a persuasive approach to convince them to hire the
candidate.
How to market a candidate in bench sales Recruitment?
Bench sales recruitment is a process of recruiting IT professionals who are currently not engaged
in any projects but are available to work. Marketing a candidate in bench sales recruitment
involves presenting their skills and experience in the best possible light to potential clients and
ensuring that their profile stands out from the competition. Here are some tips on how to market a
candidate in bench sales recruitment:
1. Create a Strong Resume: A well-crafted resume is crucial in showcasing the candidate's skills,
experience, and achievements. It should be tailored to the position they are applying for and
highlight their relevant skills and accomplishments.
2. Develop a Strong Online Presence: A strong online presence is important in today's digital age.
The candidate should have a professional LinkedIn profile that showcases their skills and
experience. They can also have a personal website or blog that highlights their work and
achievements.
3. Build a Strong Network: Building a strong network in the industry can help the candidate
connect with potential clients and employers. They can attend industry events, join professional
associations, and network with other professionals in the field.
4. Leverage Social Media: Social media platforms such as LinkedIn, Twitter, and Facebook can be
used to connect with potential clients and employers. The candidate can share their work,
participate in industry discussions, and showcase their expertise.
5. Develop a Strong Pitch: The candidate should develop a strong pitch that highlights their skills,
experience, and achievements. They should be able to articulate their value proposition to
potential clients and explain how they can add value to their projects.
6. Leverage Recruitment Firms: Recruitment firms can help connect the candidate with potential
clients and employers. The candidate can partner with reputable recruitment firms that have a
strong network in the industry.

7. Focus on Professionalism: The candidate should always maintain a professional demeanor and
focus on building relationships with potential clients and employers. They should be responsive,
respectful, and courteous in their interactions.
Overall, marketing a candidate in bench sales recruitment requires a strategic approach that
leverages a combination of tactics to showcase their skills and experience and connect with
potential clients and employers.
Placing a candidate in bench sales quickly requires a strategic and efficient approach. Here
are some tips that may help:
1. Build a strong candidate pool: Having a pool of pre-qualified candidates readily available can
help you quickly place a candidate in bench sales. This can be done through networking, job
postings, referrals, and other recruitment methods.
2. Use job boards and social media: Posting job openings on popular job boards and social media
platforms can help you reach a wider audience and attract more candidates.
3. Leverage your network: Reach out to your professional network, including colleagues, clients,

and industry contacts, to see if they know of any potential candidates who may be a good fit.
4. Act quickly: Once you receive a candidate's resume, move quickly to schedule an interview and
assess their skills and qualifications. The faster you can vet a candidate, the sooner you can
place them in bench sales.
5. Be transparent with candidates: Be open and honest with candidates about the bench sales
process and the potential opportunities that may be available. This can help build trust and keep
candidates engaged throughout the process.
6. Provide ongoing support: Once a candidate is placed in bench sales, provide ongoing support
and communication to keep them informed of potential opportunities and to address any
questions or concerns they may have. This can help build a positive relationship and increase
the likelihood of future placements.
However, if done successfully, bench sales marketing can be a profitable strategy for staffing
companies and recruiters, as it can help them find new clients and keep their bench candidates
engaged and employed.

Thank “U” Every One
For Training on
➢ Technical Recruitment
➢ Bench Sales Recruitment
➢ OPT Recruitment
➢ BDM (Business Development Manager)
Please reach me on my LinkedIn or Else,

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Bench Process

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Detailed Notes on

Bench Sales Marketing

30 Key Points - Bench Sales Marketing

Laxminarayana Bupathi - Senior US Recruitment Trainer

Laxminarayana Bupathi - Senior US Recruitment Trainer

Laxminarayana Bupathi - Senior US Recruitment Trainer

How to market a candidate in bench sales Recruitment?

Laxminarayana Bupathi - Senior US Recruitment Trainer

Laxminarayana Bupathi - Senior US Recruitment Trainer

Laxminarayana Bupathi - Senior US Recruitment Trainer

Please reach me on my LinkedIn or Else,

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