10 Hiring Mistakes that Cost You Outstanding Sales Hires

man sitting at computer desk looking into laptop

Avoid These 10 Hiring Mistakes

Are you having trouble recruiting top sales talent in this market? If you’re like most of our clients, you’re trying to recruit salespeople for your team and you’re noticing how tight the job market is for sales talent.

I’d venture to say we’ll all look back on today’s market and remember it as a time of great opportunity. Recent staffing surveys show 1 out of 3 employees are looking for a new job, and from a recruiter’s perspective, there’s never been a more advantageous time to upgrade your sales team.

With the whirlwind of new hires starting and employees resigning, everyone is busy managing the cyclone of onboarding paperwork, exit interviews, new hire training, and interviews.

In the meantime, exceptional salespeople are choosing to upgrade their jobs and go to work for companies that have a healthy sales culture, are responsive during the interview process, and provide aggressive compensation packages.

There’s never been a better time to upgrade your sales team. Seize this opportunity and avoid making the costly mistakes we’ve seen other companies make in this market. Do whatever’s necessary to get your recruiting system right, otherwise, you’ll miss out on one of the biggest opportunities we’ll see in the next five years to hire top sales talent.

Are You Making These 10 Expensive Recruiting Mistakes?


  1. Molasses is for Gingerbread not Interview Cycles

 Save the molasses for the gingerbread cookies, decisions shouldn’t be made that slow. At times, we all struggle with making decisions. Although you’ve heard the comparison ad nauseam, the interview process is analogous to dating. If you go on a first date, and ten days pass before you hear from the person again, you’re not as apt to book the second date.

Perhaps you’ve moved on to someone else who showed more interest! When interviewing sales talent, it’s important to make a decision. And then communicate that decision to the person you’re interviewing. Set some basic interview ground rules.

One good rule of thumb we’ve seen successful companies use is to decide on a candidate in 48 hours or less. This keeps candidates engaged and/or informed on where they stand and keeps the process moving for the talent you’re interested in learning more about.


  1. You Think You’re in the Software Business


Given you’re in the tech space, you are accustomed to leaning on your company’s technical advantages. After all, this is why your company exists—to get your software out into the world and make your clients’ lives easier.

Today’s hiring managers are pressed for time, when you have a thousand things to do investing time and effort into people who aren’t working for you can seem frivolous. But when it comes down to accepting your offer over another one (Yes, my friends, there will be another offer.), the connection between people always wins.

I know you’ve been sitting in your basement during Covid all alone bonding with your computer, but you remember how to connect right?

So, answer me this. What did you learn about the potential new hire you just interviewed?

What can you tell me about them personally? Or were you sitting on the interview call thinking about how you’re going to get your kids to practice on time? Don’t take an assumptive approach that interviewees are endlessly interested in working for you because your company is soooooooo unicorn-awesome.

Did we mention there will be another offer?

man smiling at desk

  1. Rescheduled Interviews

We had a client show up to a Zoom interview at least 10 minutes late. It could have been longer, but the candidate dropped off at the 10-minute mark. And our candidate didn’t reschedule the interview. It’s ok, don’t worry. We placed him somewhere else.

But why didn’t he reschedule, doesn’t he need a job? Answer: NO! The candidate was currently working and isn’t looking for a job, he was looking for an environment where he could learn and grow professionally.

After blocking out time in his day for a video call and staring at an empty screen for 10 minutes with zero communication from the hiring manager he left and never looked back. (How about try emailing “Sorry I’m late. Need to reschedule. Sorry for the last-minute notice.”)

From the point of view of top sales professionals, they don’t need another decent job. They need an outstanding opportunity.

They already have a good job at a good company with a funnel full of leads and deals in the works. Don’t let a hectic schedule cost you your dream sales team.  As a rule, most companies aren’t rescheduling interviews for candidates who no show. And top sales talent isn’t rescheduling interviews for companies that no show either. Hopefully, this doesn’t surprise you.


  1. Poor Communication

Here’s the reality, driven salespeople with a track record of success have plenty of choices when it comes to where they work. Consider this, for every top salesperson on a team, there are at least 3+ roles they could easily get an offer for.

If you can’t communicate why someone should take your job and work for you, they will work for someone else.

No matter how great you think your company is, never let arrogance creep in and start believing your job will sell itself. It won’t. Arrogance has killed many a unicorn, don’t let it kill yours.


  1. Lackluster Offers

If you want to offer the same money for the same job for average sales performers, fine. Hopefully, it works out. But if you’re after the top 25%, you’ll need to pay a little more.

You’ll need to sell the opportunity a little harder, and you’ll need to run a smooth interview process that demonstrates to Mr./Ms. Top Seller that you have your sh** together.


  1. Inability to Unlock Your Greatness

It can be hard to describe your company’s key distinguishing factors.

Other times, it’s hard to describe them without sounding like every other SaaS company that claims all you have to do is jump on the rocket ship and hang on. But when the final decision is made, people work with people they like, know, and trust.

All the logical reasoning that’s given is a bunch of noise. So, what are you doing in your interview process to demonstrate these qualities?

interview funnel

  1. Lack of Teamwork

Top salespeople want to join a winning team. They know greatness doesn’t exist in isolation and no one closes big deals alone. Believe it or not, one person can mess up the company’s ability to attract top talent.

Ironically, most of the time, this one person happens to be the hiring manager. We know one very large well-known and highly regarded company that couldn’t fill a role. In fact, it went unfilled for over 12 months. Come to find out the process fell flat after the first meeting with the hiring manager—every single time.

The hiring manager was cold and robotic in the interview. She left the candidate feeling uncomfortable working for her. When candidates asked her questions, she’d give one-word answers. This didn’t happen once or twice. But every single time with every single candidate.

Do you have someone on your team that’s costing your company great talent? Find out their knowledge deficiencies and get them interview skills training.


  1. Zero Sense of Urgency

Back to our dating analogy. If you went on a date and didn’t hear back from Mr. Great, you’d move on with your life and start dating someone else. As in dating, candidates’ interest grows cold over time when communication stalls.

When you go more than a week without connecting with a candidate, don’t expect them to be waiting by the phone.


  1. Weak Offers

We’ve had clients offer candidates what they felt was a good offer, referencing internal equity and years of experience as reasons for the compensation numbers. However, the external market does not care about your internal equity nor your thoughts about years of experience.

In fact, if your “internal equity” is far from market, it tells candidates staying with your company for the long term is not a financially smart decision.

Out here, in the “job market” we’ve come across several very “inexperienced” salespeople who have made more money in one year (because they are top 10% sales material) than five experienced 20+ years of experience veterans put together.

After all, sales is supposed to be about results. A salesperson’s ability to make commissions comes down to their internal commitment to be the best. And years of experience have never dictated one’s commitment.

sign join our team with yellow background

  1. Interview Blunders

Flubbing up parts of the interview process can cost you a good new hire. Avoid showing up to meetings late. Try asking more questions and get the candidate talking. This will help you find a way to make a connection. When you don’t prioritize the recruiting process –you’ll sabotage your ability to get talent in the seat.

It’s a competitive job market for sales talent. You probably have seen people leaving your own company during this time. So now’s the time to treat your interview process with the same attention you do the sales cycle.

You won’t regret it. Just imagine the kind of team you’d have if everyone worked together to bring the best and brightest on board. Make that vision a reality by doing your part.