8 Ways to Move Your Software Sales Team Forward After COVID-19 Layoffs

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If you’ve recently faced layoffs, you’ll notice the atmosphere of the organization has changed. According to a study by Charlie Trevor (University of Wisconsin) and Madison and Anthony Nyberg (University of South Carolina) for every 1% of your staff that’s laid off, there’s a 31% increase in voluntary turnover over the next twelve months.

Retained salespeople, commonly known as “survivors,” are both angry and scared because the illusion of “the work-family” has been shattered.

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8 Ways to Improve and Optimize Your Sales Recruiting Efforts

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Are you still recruiting salespeople like it’s 2009? One might argue that 2018 is the hottest job market since the year 2000. Consider this:

In 1999 the Labor Department reported the real median household income at $58,665.

As of July 2018 the Labor Department reported the real median household income at $62,175.

Family income has risen by 5% in the first half of 2018 and by 17% since 2012.

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What’s the Best Time to Insert an Assessment into Your Sales Hiring Process?

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Are you requiring candidates to “pass” an assessment? In a pass or fail environment, figuring out the best time to insert an assessment into the recruiting process is paramount. Issue the test too soon, and you may severely limit the talent pool.

On the other hand, if you request the assessment late in the process and the applicant “fails,” you’ve potentially wasted Grand Canyon amounts of time.

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How to Ensure You’ll Recruit the Best Sales Talent for Your Growing SaaS Company

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Because we help recruit the heart of any company—it’s people— recruiting remains one of the most challenging and rewarding positions inside any organization.

Companies grow and die based on the people they hire. It’s the people who develop innovative ideas. They create new solutions to solve problems. It’s the PEOPLE who build partnerships, develop relationships, and help each other learn new skills.

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The Best Way to Tell Candidates They Didn’t Make the Cut

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Telling candidates they won’t be moving forward in the interview process can be awkward, uncomfortable, or even something you tend to procrastinate. Some recruiters and hiring managers ignore providing feedback for candidates altogether. Others wait days, even weeks to reject candidates. Letting too much time elapse before delivering the “bad news” hurts everyone, including your company’s reputation.

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