Instead of cutting corners or settling for mediocre candidates, here’s what you should do when you don’t have time for sales recruitment in house.
Your sales people are your company’s biggest assets—they’re the employees who are finding new business, closing deals, and bringing in revenue that your company needs to stay afloat, grow, and succeed. So when it’s time to recruit and hire new members for your sales team, you shouldn’t rush through the hiring process. These employees are simply too critical to your company’s operations for you to cut corners or hire the first mediocre candidate who comes your way.
Sales recruitment is time consuming. There’s no doubt about it. Special care has to be taken in writing job descriptions in order to attract the right type of applicants. You may still get hundreds of resumes that you’ll need to sift through, which can take hours. Interviews can take you weeks to complete. Then there’s the following up and the background checking. And this is only when it comes to immediate hiring for an open position, which ideally shouldn’t be the case when it comes to sales recruitment.
Let’s be real, here. If you really want to find top performers in order to build a team of super-star sales people, you’re going to need to recruit all of the time. Posting a job ad for a week or two just isn’t going to cut it. To find the most qualified candidates, you’re going to need to put some effort into your recruitment strategy and dedicate a lot of time to it. You’re going to have to go above and beyond typical hiring practices.
Ideally, you would be continuously interviewing candidates, even if you don’t have an open position. You would be spending time and resources on building your employer brand and on recruiting passive candidates. And then you would be nurturing those relationships until a position does open up.
If just hearing this description is exhausting to you, you’re not alone. Really, who has the time for sales recruitment? When you have pressing duties to take care of, day-to-day operations to handle, deadlines to meet, and crises to attend to immediately, there isn’t often time left over to prioritize sales recruitment. Even if you delegate this task to a hiring manager, you may not get the thorough recruitment process that you need for sales because the hiring manager will be busy handling the onboarding of employees throughout your entire company. And your HR administrators are just as busy, with just as little time as anyone else.
But if you want to recruit and hire top-performing sales people, prioritizing sales recruitment is exactly what you need to do. But fortunately, you don’t have to do it alone.
Wouldn’t it be nice if you could guarantee the recruitment and hiring of top sales people, without having to do any of the time-consuming work yourself? You can—by hiring your sales reps through a sales recruiting agency. The agency’s recruiting and hiring experts can take care of all of the tedious and time-consuming tasks that come with hiring new sales reps.
They’ll promote your employer brand. They’ll continuously reach out and recruit new top sales people. They’ll spend time nurturing passive candidates. And they’ll take care of posting job descriptions, reviewing resumes, testing skills, and following up. They’ll also handle background checks and initial interviews.
They will do all of the work that is required to ensure that you’re only hiring top talent. All you’ll have to do is meet with a short list of candidates and make your final decision. It’s just that easy. You’ll be able to get the sales talent your company needs, and save time while you do it.
When you don’t have time for sales recruitment, the last thing you want to do is rush the process, cut corners, or settle for mediocrity. Get the top sales talent you need by engaging a sales recruiting agency.
Claire is a Western University graduate with a background in recruiting, sales and customer service. As a Recruitment Consultant, her goals are to place the best people in the right roles resulting in satisfaction for both the candidate and client.