1 year ago
August 12, 2016

How to Fix a Broken Hiring Process

If you can’t seem to attract, recruit, hire, or retain the best sales professionals, your hiring process might be broken. Here’s how to fix it.

Rhys Metler

You might think that you have a top-notch hiring process. But is it really? If you’re not consistently attracting, recruiting, or hiring the sales people that you need on your team, then it might be time to consider whether your hiring process is broken. If you’re having trouble retaining your new workers or if they aren’t closing deals, then it’s time to consider the fact that your hiring process is failing you.

If it isn’t getting the job done, then it might need some fine tuning.

A great hiring process should not only result in you hiring sales people, but the right sales people.

Make Sure Your Job Description Suits Your Needs

You might barely pay attention to your job description. You might reuse the same old job posting time and time again. But the job description is a critical first step to successful hiring. You need to create a new description each time you hire. For one, it will allow you to realize what you’re actually looking for, so you can more effectively assess your candidates. And secondly, it’ll help you attract the right candidates, so you don’t waste your time. Create a job description that suits your needs and helps you hire more effectively by making sure it’s relevant to the position, accurately describes the position and requirements, and entices top sales people to apply.

Shorten and Simplify the Process

Top candidates could be losing patience and interest if your hiring process is too long and complex. They shouldn’t have to jump through hoops to send in their applications. They shouldn’t have to fill out an hour-long application on your website to be considered. And they shouldn’t have to wait months between a first, second, and third interview to find out if they got the job. A complex hiring process or a long interview process can be harmful. Keep it short but still thorough enough for your needs and keep it as simple as possible.

Standardize Your Interviews

If your candidates can’t be assessed or compared properly, you won’t really know if you’re choosing the right person for your needs or if you’re hiring based on emotion or bias. If you’ve interviewed too many people and can’t remember the candidates from two weeks ago, you can’t ensure you’re hiring the right person. When interviewing multiple candidates, keep a scorecard for each. At the end of the hiring process, compare their scorecards to see how they measure up against each other.

Bring Others In

If only one person does all the hiring, then you’re not weighing all of your options. Hiring should be a team effort because that new sales person will likely be working with multiple people. By getting more people involved in the interviews and ultimate hiring decisions, you can make sure that all options and opinions are considered. This will help you make the best choice for your entire sales team and company.

Hire for Cultural Fit

Hiring skilled candidates isn’t enough on its own. You must assess candidates for cultural fit, too. You need to make sure that your new sales person will see eye-to-eye with colleagues, will use selling techniques that are in line with your culture, won’t clash with management, and will be passionate about what you sell and how you sell. This will ensure that they’ll stick around for a long time and be an asset on your team.

Build Your Employer Brand

You’ll be more likely to recruit and hire top sales talent if you have a stellar employer brand—if you are an employer that people actually love to work for. Pay attention to what candidates and employees are saying about your company. Make efforts to improve morale and make your office a great place to work. Change the way you’re perceived.

Rhys Metler

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.