Key Account Management in Hiring Bot

Key account management (KAM) is a practice to evolve and establish a relationship

between your business and the customers you are selling to. It focusses on the individual
approach of sales people to their customers in order to create a long everlasting
relationship.
Key account management can drive more value than traditional sales for the folowing
reasons:

 Higher buying frequency and larger ticket size

 Sustainability helps the companies to protect the revenue margins and enables them
to be competitive

 Key account management helps to decipher the target customers effectively which
in turn helps sales team to prospect and sell more effectively.

 Key account management builds trusted relationships with clients, leading to greater
satisfaction. These key customers help in further word of mouth promotion by giving
better feedback to the industry

B2B sales revolves around multiple stakeholder, therefore it’s good to record pertinent facts
about decision-makers within the account you are dealing with. It’s imperative to have an
access to all this account information in order to engage with your customers effectively and
grow key accounts into profitable long-term relationships.
Key process followed for Servicing the Key Accounts:
Classification of the accounts:
The clients for the Hiring bot are classified under 3 categories based on two important
parameters:
1. Revenue generation and
2. Frequency of using the platform
Class A customers: Revenue contribution> 10% & Searches > 400
Class B customers: 3% >Revenue contribution > 10% & 100 >Searches >400
Class C customers: Revenue contribution <3% & Searches < 100
(per annual figures)
Class A
The Class A customers are then assigned the key account mangers according to their
geography. The intricacies involved in B2B selling is rather complicated where you’re rarely
selling to one person. The selling happens to a group of decision-makers who hold different
position and have different preferences for the services they want to purchase. Also, it is
important to understand the level of influence they wield on the purchase decision which
differs from company to company.
To address the above issue the key account manager is tasked with the detailed analysis of
the account which starts with the development of key account organisation chart which is
more over similar to DMU. The organisation chart also delineates the characteristic of each
individual of the DMU to understand their level of influence in the hierarchy. A typical chart
is shown below for reference
ABC Pvt. Ltd.

CHRO

GM (Lateral GM (Policy GM (Campus

Hiring) and Engagement)
Appraisals)

Using Key Account Management and Org Chart the company is also able to make
notes about each contact’s behavior as applicable and as discovered. 
The KAM is responsible for following activities:
 Facilitating the relationship b/w the client and the company
 Recording the buying frequency of the client and regular follow ups for order during
each cycle
 Monitoring the performance of the candidates selected by the client using hiring bot
tool
 Serving as an interface between the software developers and client in case of any
technical issue with tool
 Recording the changes in HR practices of the client in order to suggest better
solutions
 Follow ups on the payment
 Communicating the client about new technologies or new features added to the tool

Class B
The Class B customers are assigned Key Account Executives (KAE) which in-turn reports to
the KAM of each territory. The target of KAE is to covert the Class B customers into Class A
customers. They follow the same approach as KAMs but are tasked with more number of
accounts.

Strategic Challenges for Hiring Bot:

 To empower companies to find those passive candidates who are not actively
seekiing out for a job on social and public sites and could be a right fit for their
culture and skill requirements
 Effective job description is a cornerstone on which a recruitment strategy is built and
a major reason for ineffective hiring can be pointed to outdated and banal
description which rarely entice a candidate to apply for the job
 Traditional players have dominated the recruitment market, creating stagnation and
in efficiency
 Sensing the disruptive market opportunity and the on-demand nature of economy, a
number of online recruitments, startups have mushroomed which adds to the
existing competition making survival the toughest challenge
 Capitalising this opportunity, however, will be a different ball game altogether.
Hiring Bot has to remain on top of its game and ensure that they adapt and evolve
regularly to cater to the demands of the constantly evolving talent pool.
 By focussing on outbound hiring rather than the traditional approach of inbound
hiring will help to compete with traditional players who are still inbound hiring
driven and disrupt the marketplace in a bigger way.
 Dearth of Special consultants, who can improve the sourcing process is also an
obstacle 
 Determining the sources depending upon the scale of the business of the client
 Building credibility among the candidates as there are plethora of recruitment
companies sending vague mails which makes the candidate sceptical about such
online hiring options
 Concept of time cannot be differentiated for different roles such as sales, tech,
marketing which makes it challenging to ascertain time required for different
domains, functions and designation
 Employer branding is another challenge which impacts a candidate’s choice while
applying for a certain role
 For Key Accounts volume is another such challenge where it becomes negative to
send a large number of candidates, which further raises a scepticism on the quality
of candidates who have applied for the role