Have you ever found working with a recruiter a frustrating experience? If you have, you are not alone. Hiring managers can become frustrated with their recruiters and let’s face it, the entire recruitment process, when they don’t see the level of sales talent they need to be successful.
To build a rock solid high-performance company you must hire the best salespeople you can recruit. So, what can you do to attract A-players? First, it’s important to understand what salespeople want. What keeps salespeople engaged? When we ask thousands of sales reps across the country what kinds of environments they thrive in, we heard common themes.
In good economies and bad, finding top talent is difficult. Think it's any easier for Microsoft, Facebook, Amazon, or Google? Sure, they have distinct competitive advantages, but it still takes teams of recruiters interviewing around the clock to recruit and hire staff even for well branded growing organizations.
If you’re a sales leader, the fastest way to success is to recruit the right team members. Without the talent you need to succeed, you’ll find yourself with a whole new set of problems. Recruiting is hard work, and requires a top slot on your priority list. Now is the time to start looking for the talent you need to achieve your goals.
With everyone promising high-growth, big OTEs, and amazing products, it can be hard to compete for top sales talent. Many of today’s sales candidate have been promised the moon a few times, only to become a bit more skeptical with each job move. A CEB study in 2014 concluded that 65% of Millennials are more skeptical of employer claims than they were in 2011.
Quality of Hire: Another Meaningless Metric for Sales Hires
Measuring recruitment success in the sales department has never been more important. In today’s hyper-competitive landscape, every sales hire counts. Time-to-fill, the all-time most important recruitment metric, has been replaced with an overarching obsession for “quality of hire.” Yet one deeply entrenched problem remains inherent in this metric. Unlike measuring time-to-fill, which is a fairly straight forward calculation, untethering quality of hire from other variables is virtually impossible. You don’ have a shot at making this measurement meaningful for your sales hires. It’s too intertwined and dependent upon other pre-hire variables.
Is Building a Winning Sales Team as Simple as Following a Proven Recipe?
If I want to bake a chocolate cake, I’ll pull out a recipe book. Then I’ll follow the directions and in about an hour and a half or so I’ll have a cake. If you just follow a recipe, you’ll get predictable results. Right?
Except every time I try to bake a chocolate cake, it never comes out quite the same. Sometimes they’re good , sometimes they’re burnt, other times they just taste like a cardboard sponge. (Not sure I’ve ever eaten a cardboard sponge, but you get the point.)
Are You Still Trying to Recruit and Hire the "Perfect Salesperson"?
Hiring can bring out your worst fears. Especially if you’re a new manager or just starting with a new organization. When your first goal is to immediately staff up—your reputation hangs in the balance. Everyone’s watching...quietly rooting for your success or failure.
Hiring the Right Salespeople is Powerful
Gallup reports companies increase profitability by 30% when companies pick top employees.
So what happens when you pick the wrong employees?
Mis-hires are expensive, embarrassing, and potential career killers. According to the Corporate Executive Board survey on hiring executives, one out of five hires is a mistake. Yes, you read that correctly. One out of five, or 20%.
Dealing with Counteroffers
The single biggest recruiting expense is time.
Never waste your time trying to recruit someone who is unrecruitable. The following guidelines will save you from murdering your own time. Hoping and betting on long-shot candidates will kill hours and weeks of your life. Save yourself from the misery and heartbreak that comes from counteroffer acceptance: Read More
Have You Considered These Recruiting Channels?
With Q4 quickly coming to a close it’s time to step up your sales recruitment game as you look towards 2016. Now more than ever, top sales talent is hard to come by, and you’re not alone in the quest. With rapidly increasing numbers of counteroffers and top candidates receiving multiple offers, it’s time to tighten up your sales recruitment efforts. Read More
Providing Sales Talent With More Than an Internet Connection
Imagine you run a production company. You’ve had a few big wins and business is going well. You’ve hired a master songwriter, and you’re certain you have the next big hit. In fact, this song’s so catchy, even a second tier singer could make it a hit.
But your business is just starting to gain momentum. And what you really need at this stage in the game is a big star. You know a hit song combined with a big name performer will almost guarantee financial success.
So you go out and recruit Dolly Parton. Sure, it takes a few months to get her attention. But you’re convincing, persuasive, and she likes your song. Read More
Better Recruiting Methods Produce Stronger Sales Recruits
Tired of spinning your wheels? When your success depends on finding the right sales candidates for your sales team, it’s important to invest your time in tools, strategies, and resources that can help you win the war for sales talent.
There are a variety of recruiting methods available today. Because recruiting eats up large chunks of time, it’s important to evaluate what’s working and what’s not, and prioritize methods that produce high-quality candidates.
Top 5 Feeble Recruitment Methods
1. Sending Mass InMails About “Great Sales Jobs”
Recruiting sales candidates through mass email started in the late ‘90s. LinekdIn’s InMail feature certainly has value, and it makes it easier to send, track, and reach potential candidates. But it’s not the only game in town. Today’s employers are sending truckloads of “me too” emails, with the hopes of attracting quality sales candidates. Read More
All the Straws In the Broom Work Together: Add Recruiting Channels and Watch Your Talent Pipeline Expand
Are you getting the kind of sales talent you need to grow your team? Know you can do better? When you’re recruiting for your sales team, it’s easy to run into stalls, especially if you have loads of hiring to do. There’s no substitute for developing several sources of sales talent.
In fact, it’s a fundamental skill you must master in order to enjoy predictable recruitment success. Having multiple straws in the broom will give you the power you need to pull in quality candidates with consistency. The key to any sales recruitment program is to develop, build, and nurture contacts from multiple sources even before you need them. Read More
In Sales Recruiting When Your Second Best, You're Last
There is a saying, “Hope makes a good breakfast, but a poor supper.” When it comes to employing candidates for your sales team, rejection is part of the hiring game. This is normal, especially in good job markets where great salespeople are in short supply. The real problem occurs not when the job offer is turned down, but in the belief that the candidate will accept. Clues of turndowns are present if you watch for them, but you have to be willing to look for signs you may not want to see. Read More
From the Front Lines: Observations about Sales Hunters
I’ve interviewed more than 2,600 people in-person at all kinds of places: coffee shops, airport terminals, tiny interview rooms, bars, airport lounges, fancy offices, restaurants, city clubs, Starbucks, and more. I’ve video called and phone interviewed more than 5,500 sales candidates not including the 2,600 in-person interviews.
With rare exception, every candidate I’ve met in this population has had at least five years of experience post college. They are candidates from across the country, from New York to San Francisco. They’ve earned from 120K to 700K a year. Read More
Interviewing Better Leads to Hiring Better Sales Talent
It's no secret that now more than ever, sales recruitment is a constant challenge. Identifying and attracting the right people can be aggravating, frustrating and time consuming. Once you have made the time investment to vet a select pool of candidates, make sure you walk out of interviews with the information you need to succeed. Read More