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.
I know from speaking with sales reps and VP’s of Sales across the country that following someone else’s blueprint for success can be a dangerous time-waster. Sales formulas, processes, and strategies can seem like the flavor of the season.
Changing things up and moving on when something doesn’t work makes sense. But chasing your tail in circles with information is a real career-killer.
One day it’s all about the Challenger Sales Model and next year it’s MEDDIC. Eat, sleep, breath the MEDDIC checklist. Until of course, we need more answers and then Scientific Selling comes along.
As of December 2018, 129.14 million people in the US are employed on a full-time basis.
Now let’s look at unemployment. During the Great Recession, unemployment peaked in 2010 to 14.83 Million. Unemployment incrementally dropped over the next few years, and in 2016 fell to 7.75M, and 2017 dropped to 6.98 million.
The current US population in 2017 was 325.7 million and today sits at 328,254,391 million according to The US and World Population Clock provided by the United States Census Bureau.
The Bureau of Labor Statistics, (BLS) calculates the Civilian Labor Force at 49% of the US population, or 164M people. This gives us a 4.25% unemployment rate for the civilian workforce.
We can also calculate that 78% of the eligible civilian workforce is working on a full-time basis. The rest are working on a part-time basis or are unemployed.
So what does this mean for your sales team?
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.
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.
I know from speaking with sales reps and VP’s of Sales across the country that following someone else’s blueprint for success can be a dangerous time-waster. Sales formulas, processes, and strategies can seem like the flavor of the season.
Changing things up and moving on when something doesn’t work makes sense. But chasing your tail in circles with information is a real career-killer.
One day it’s all about the Challenger Sales Model and next year it’s MEDDIC. Eat, sleep, breath the MEDDIC checklist. Until of course, we need more answers and then Scientific Selling comes along.
As of December 2018, 129.14 million people in the US are employed on a full-time basis.
Now let’s look at unemployment. During the Great Recession, unemployment peaked in 2010 to 14.83 Million. Unemployment incrementally dropped over the next few years, and in 2016 fell to 7.75M, and 2017 dropped to 6.98 million.
The current US population in 2017 was 325.7 million and today sits at 328,254,391 million according to The US and World Population Clock provided by the United States Census Bureau.
The Bureau of Labor Statistics, (BLS) calculates the Civilian Labor Force at 49% of the US population, or 164M people. This gives us a 4.25% unemployment rate for the civilian workforce.
We can also calculate that 78% of the eligible civilian workforce is working on a full-time basis. The rest are working on a part-time basis or are unemployed.
So what does this mean for your sales team?
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.
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.
