What’s more frustrating than sourcing great candidates only to have them interviewed but not hired? Some software companies have left key regions open for more than 12 months while they search for the “perfect” salesperson.
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.
If you’ve ever met an overly optimistic person, you’ve learned firsthand how optimism can murder your time and wreak havoc on your life. Although it seems wrong, there’s a dark side to optimism when it comes to sales recruiting. Sales recruiters who are endlessly optimistic will waste too much time on the wrong sales candidates.
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.
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.
Recruiting for your sales team in 2019? Find out what the future of sales recruiting holds this year. BLS numbers, stats, important data, and more.
It’s no secret that recruiting sales talent is a is a challenge.
If you’ve gone through the interview process with multiple candidates and have finally winnowed it down to one final choice, it’s painful when your finalist turns down your job offer.
If you’re working hard to recruit the top 20%, this will happen.
It’s not only acceptable but inevitable. Part of recruiting the best is getting turned down.
Recruiting top sales talent is always competitive. They have lots of choices. But it shouldn’t happen too often because it burns through too many resources and takes too much time.
Every top salesperson will eventually quit. What’s even more painful is the best leave when they are on top, so if you’re not careful, you may not even see it coming. As the job market tightens, sales professionals have more and more lucrative and exciting job opportunities vying for their attention.
I was on the phone with one of my candidates yesterday. A true talent with an amazing track record of sales success hunting and winning new business. Probably not another person like him in the entire region –he is that good.
He went for an interview and was expecting to discuss an offer
Hiring is difficult. In some cases you’ll spend more time recruiting for someone than they will last in the job! But if you are struggling with your next hire, you could be overthinking things.
If you’ve noticed during the recruiting process ……
The position has been open for more than 6 months.
