Experienced salespeople who can meet sales targets are always in demand. As a result, firms must master the skill of hiring good salespeople in order to increase their company's chances of success.
Here are some recommendations for employing salespeople who will make a difference for your organization, as using sales recruiters is frequently the last resort.
1. How to source sales talent
Referrals can work - Referred salespeople can be effective if you thoroughly vet them and don't just take someone's word for it. Sales managers and directors are likely to be familiar with a number of prospects they have previously dealt with. It's all about figuring out who would be a good fit for their new firm and position. Members of the sales team can also use their field activities to discover prospects.
Advertise on specialist sales job boards - While mainstream job sites like Indeed and Monster can help you identify applicants, you might also try specialty sales, job boards. Job boards like Sales Job Board can help you market your job openings to the ideal candidates with more targeted marketing.
Create a profile on the job board as an employer - Before hiring, salespeople like to learn more about your organization. They can look for information on the internet, but it may not help them understand more about your sales organization. Employer profiles are an excellent method to communicate your sales organization's culture, successes, and career opportunities.
Use social media to advertise your need for a new salesperson. Sharing links to your sales job board advertisement on social media is a terrific way to get the word out. Furthermore, interested candidates can readily pass along your information to evaluate your job and firm.
2. Post clear and attractive job advertisements
Job descriptions are not the same as job adverts! Job ads give a general outline of the position and are intended to entice people to speak with you. If you only post the job description, you'll miss out on wonderful conversations with people who might be a good fit with additional training.
Millennials are the target audience for your marketing. Overly formal, requiring specific abilities and micromanagement turn these folks off. They may, however, read between the lines, so make sure the tone of your commercial appeals to the demographics of your target audience. Make sure to discuss career options and business culture if you want to thrive at attracting quality sales prospects. What kind of training is provided, and how flexible is the position?
3. Ditch the ATS (applicant tracking system)
In many cases, ATS systems are built to respond to keywords, and the applicants that make it through are those who have the best keyword match. The issue is that sales candidates do not always fit neatly into a job description. ATS is fantastic for standardizing skill sets, but it's not so great for finding that elusive selling edge.
Although it takes time, personally screening applicants will improve the quality of your interview pool. You can assess your prospects using custom questions on the job board, and then you can look at their resumes, cover letters, communication skills, and other characteristics.
Once you've narrowed down your candidates, an applicant tracking system (ATS) can help, and a decent job board, like Sales Job Board, will offer one for you to use.
In conclusion:
Recruiting candidates entails advertising on specialized sales job sites and selling your organization and the position available. In today's market, candidates have all of the cards and are responsible for 90% of the decision-making process. Do they want to be a part of your team? This is in stark contrast to prior years when your organization had a choice of individuals and was inundated with applications.
If your job ad is effectively written, you may only receive two or three candidates. Only those who are a good fit for the job. You should be able to succeed if you follow these procedures. Best of luck in your search!
0 Comments