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.
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.
Today’s employees have one thing on their mind: flexibility. With traffic increasing, work hours rising, and vacation day usage decreasing, the one thing employees seek is flexibility. Two out of three candidates today don’t think they must be sitting at their desk to be productive and do their job according to ManpowerGroup Solutions’ Global Candidate Preference Survey
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.
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.)
Banging your head against the wall trying to recruit for your sales team?
Are you recruiting top software sales talent and running into roadblocks? You’re not alone. The sales function appears to be an easy role to recruit for on the outset. Yet recruiting sales talent is one of the more difficult and time-consuming recruitment jobs around.