Partner Channel Recruitment - Process and Principles

What principles should govern one’s decision in partner channel recruitment? This process is not really as simple as it sounds. It is similar to hiring star or top tier personnel for one’s company. The best people will have a lot of options since many companies will be competing over him or her. Therefore, the parent company should attract the best partners by creating an atmosphere that would also be beneficial for the potential partner. This can obviously be accomplished through revenue incentives as well as a very supportive approach.

Today, the most popular approaches to this is either to accept the applications of inquiries that come to the parent company (which is a more reactive strategy), or to do a proactive approach. Instead of waiting for them to come, the company will go and reach out to its prospective partners instead through telemarketing methods. Such techniques have been known to fill up a cloud network list, but the question is, will these organizations be productive or will they simply exist passively in the cloud and serve to bog down the network instead?

How does the manufacturing company distinguish which partners are best at drawing revenue and which one’s are the dead weights? Just as the comparison of hiring personnel works perfectly, this can also be solved by basic recruitment tactics. A lot of companies start their recruitment endeavors with much fervor. However, despite the fact that these companies might be armed with formal strategies, a lot of them are not able to keep up the endurance necessary to actually find the right companies that would become the best channels that would increase overall revenue. There is really not much difference between the basics of channel recruitment and recruiting company personnel.

The first thing that the manufacturer must do is delineate the major goals as well as roles that the partner will fill. What work or market function does the manufacturing company need its future channels to fill up? Of course, the simple answer for most parent companies would be: revenue creation. But this is too broad a definition. That is the end goal. Determining the exact geographic needs and target markets must first be clearly identified in order to find the best role definition.

In order to hunt for valuable companies and organizations that will actually help increase the revenue, here are some of the basic questions that must be addressed. What are the specializations, characteristics, and skills of the partner candidate? What differentiates them against the rest of the pack? What kind of motivation will work to make this candidate for partnership work well for the cloud? Knowing the answer to these questions is important since it can really get rid of the unnecessary candidates and leave the best pickings for channel recruitment. Knowing the strengths as well as the weaknesses of potential cloud members will be necessary for the most important step of the recruitment process: creating tailor made offers or support packages that will help seal the deal and draw in the best companies for a truly productive partnership.

For more information about channel management software, you can visit Channeltivity.com website.

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