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Many innovative companies and brilliant hiring managers struggle to recruit the best software sales talent. We need more effective ways to to engage and attract the best sales talent we can recruit.
By exploring the methods and perspective in this guide, you’ll be able to expand your ability to land top talent and reach more of the right salespeople.
software sales recruiting | Get the edge you need to win
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.
Adapting to a Tight Talent Market
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.
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.