Finding the answers to your most pressing questions about the sales hiring process for great sales people.
Even for highly experienced sales managers and executives, finding great sales people can be a contest. It takes a great deal of time and dedication to hire great sales people, which can give the impression that consistently successful sales hiring is difficult or out of reach. However, with the assistance of a dedicated sales recruiter, you can find the answers to your most pressing questions about the sales hiring process for great sales people, meaning you’ll never have to ask yourself these questions again.
Sales managers often ask “Where do I find the right sales people?” There is no one right answer to this question. Great sales people can come from employee referrals, college job fairs, responses to job descriptions, competitors, and even other industries. It takes time and effort to build a recruiting strategy that covers all possible avenues for finding great sales people, which is where a sales recruiter comes in. A sales recruiter’s job is to consistently find great sales people wherever they are located, and refer screened candidates to you. This means that instead of exploring each of these avenues on your own, you can find great sales people through your dedicated sales recruiter, simplifying the process and locking in time savings – time that can then be spent on your core sales strategies.
Behind finding great sales people, making the sales hiring process cost effective is one of the areas of deepest concern for organizations. The costs in sales recruiting and hiring can mount quickly, and include:
Organizations that undertake the hiring process alone miss out on the discounted rates sales recruiting agencies can access for many of these tasks. Sales recruiters can negotiate lower rates in many of these areas for your organization through volume, since their work brings them into contact with job posting sites, screening and reference check services, and other service suppliers on a daily basis.
Extending an offer to a first choice candidate only to have the offer refused is a disappointing experience. Avoid wasting time with indifferent applicants by using a sales recruiter to gage candidate interest, and always aim for understanding with the candidate. Avoid using too many abbreviations, acronyms, or obscure terms in the job description and in interviews. If you do want to use these, explain them so the candidate can form a real understanding of expectations. You may also want to:
When organizations pursuing a recruiting strategy without the benefit of a sales recruiter can not reach ideal candidates, they default to wondering whether the right sales people are already working elsewhere. Many great sales people are in fact employed, but that does not mean that they would not jump at the opportunity to work for you. Never accept the fallacy that because the person you are looking for hasn’t applied, he or she is not out there. Rely on your sales recruiter to find the top candidates you are looking for so that you do not have to ask yourself these questions about your organization’s sales hiring again.
Rhys is a tenacious, top performing Senior Sales Recruiter with 11+ years of focused experience in the Digital Media, Mobile, Software, Technology and B2B verticals. He has a successful track record of headhunting top performing sales candidates for some of the most exciting brands in North America. He is a Certified Recruitment Specialist (CRS) and has expert experience in prospecting new business, client retention/renewals and managing top performing sales and recruitment teams. Rhys enjoys spending quality time with his wife, son, and two daughters, BBQing on a hot summer day, tropical vacations and cottaging.