Warning: You're Losing A-Players by Not Using This One Sales Strategy

When it comes to recruiting A-Players, there are a few tricks of the trade that will help you win top-notch sales talent. I’m not going to lie: recruiting top software sales talent isn’t easy.

There are no silver-bullets and it’s just plain hard work. Although sales recruiting can be frustrating, using a few key strategies will give you a leg-up in the talent war and help you attract top software sales talent who will help you win new customers and increase top line revenue growth.

So...what are the two techniques that will help you?

The first concept you must embrace is timing. Never underestimate timing. Timing, is everything. Period. Sales recruiting is cyclical. There are statistical times of the year that successful candidates contemplate leaving their employers. Today, I’m going to talk about two of the most profound timing variables that determine a successful candidates’ likelihood of leaving their current employer.

The first, is fiscal year end. The timing at play behind a fiscal year end recruitment strategy is obvious when you really think about it. Sales reps are starting over, the quota resets to zero, and the time to rebuild the sales funnel starts anew. It just makes sense that some candidates consider starting over with a new product or employer at this time.  

If you have a target list of companies you like to hire software sales reps from, it’s a good idea to find out when their year-end is, and actively connect with potential candidates during this recruitment season. You’d be surprised to find out how many people who wouldn’t previously give your company consideration will be open to starting a conversation around the end of their company’s fiscal year. It is a time of renewed interest in outside opportunities and a brief window where potential employers can earn a high-producer’s attention.

Ok, now that we know there is a predictable sales recruitment calendar linked to an employer’s fiscal year end, let’s dig a little deeper into the concept of timing. If you’ve missed the fiscal year end, what other key timing factors are at play?

We’ll I’ve got good news, there's also a personal time that is highly independent of the employer calendar, sales quota attainment, and other outside factors, and it’s the birthday.

Yes, birthdays!  They are a time of reflection, evaluation, and serve as a personal year end. LinkedIn has a place in the profile for members to enter their date of birth. Many hiring managers and recruiters completely miss the point of this one piece of valuable information and disregard it as just another time to wish someone well and stay in touch.

Smart sales recruiters know that the time leading up to a birthday is statistically significant, and chances are high that if a move is to be made, it will be right before a candidate’s birthday.

When recruiting sales professionals, it’s important to know your candidates’ habitual patterns, sales cycles, and behaviors. Learn to understand when successful sales professionals are open to new employers, and you will increase your chances of hiring A-players.

Sales recruiting moves in cycles, there are employer cycles and personal cycles; so you have at least two times a year to take your best shot at any given sales candidate. Smart recruiters and hiring managers use the concept of timing to give themselves a competitive advantage when it comes to attracting top sales talent.