Things have changed. Sales recruitment, and the recruiting industry in general, has had to make important changes to its approach post-COVID. Candidate expectations have shifted, and employers need to reinvent…
Things have changed. Sales recruitment, and the recruiting industry in general, has had to make important changes to its approach post-COVID. Candidate expectations have shifted, and employers need to reinvent their recruiting process if they want to be well-positioned to attract the top available sales talent.
“The Covid-19 pandemic has upended many traditional business practices. When it comes to recruiting, the crisis has not so much disrupted as accelerated shifts in the talent landscape that were already under way, leaving many companies poorly served by their current hiring practices,” says Harvard Business review.
How we work is changing at a rapid pace. This has created some uncertainty about the types of skills employers should be hiring for. Hiring for certain skills now could leave you with a skill gap in the near future. Think beyond the skills and experience a candidate has and focus more on their potential to fit well with your company now and in the future as they grow with the organization.
Traditional places where companies look for sales talent are becoming outdated. Many great candidates exist outside of the sales industry. Many others are passive candidates. Employers need to get creative and look outside of traditional talent pools to find better candidates.
The value a candidate can offer has to do with a lot more than their formal experience. Many professionals have engaged in self-development, taken online courses and are developing important skills outside of what they do at work. This has to be taken into consideration when assessing and comparing job applicants.
It’s no secret that it’s a candidate’s market. Today’s candidates expect different things than past generations. Employees have become a lot more selective when choosing a company. They want to work for organizations that share the same values and outlook. They want companies that invest in their people and offer a great opportunity for growth and advancement. If an employer can’t offer it, candidates will hold out until they find the right employer.
Top 4 Reasons Why Candidates Are Abandoning Your Sales Recruitment Process
How Do I Hire Salespeople for a Startup? 5 Considerations When Building Your Sales Team
Rhys is a tenacious, top performing Senior Sales Recruiter with 15+ 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 daughters, BBQing on a hot summer day and tropical vacations.