Sales recruitment can be twice as effective

Sales recruitment "must" improve.

Sales recruitment requires a different, more direct approach to attracting talent.

Salespeople are more critical because they themselves are held accountable every day for every detail that could be improved in their interactions with prospects and customers.

This is a target group that can generally be considered to have high emotional intelligence and empathy.

While salespeople do make decisions based on financial considerations, that’s not where it all begins.

The reason companies often fail to even get in touch with the best salespeople usually has to do with a recruitment approach that is considered too rigid and complex.

Below are a few factors that sellers consider more important before deciding to enter a selection process.

DNA

The biggest mistake companies make is assuming that salespeople aren't at all interested in the organization's DNA.

The opposite is true.

Salespeople want to feel secure within an organization.

In practice, this means they want to understand the level of support when sales face headwinds.

A strong vision and mission are therefore important, but ultimately, they must be reflected in the operating guidelines of the organization and the sales department.

Transparency

Investing in a potential client is time-consuming.

Recruiting, screening, and qualifying candidates is a part-time job for anyone looking for a full-time position.

However, there’s nothing more painful than entering the first or second round without knowing whether there’s a match based on the basic criteria.

Employers should make things easier for candidates by adopting a transparent approach. Another important way to increase transparency is to clearly communicate what the recruitment process entails.

Don't have the candidate work too hard right from the start; instead, build up the workload gradually.

Speed

Salespeople want speed.

The first problem arises when there are too many intermediaries between the hiring manager and the candidate.

This often occurs when an external agency is brought in that is in direct contact with the organization’s recruiter or HR representative.

And the HR staff member who then acts as a filter for the hiring manager.

The second allergy is having to wait weeks—or sometimes even months—for a reaction—for better or for worse.

The Future of Sales Recruiting

Ultimately, salespeople aren't intrinsically motivated by an impressive office environment, a great salary, or the perks.

Ultimately, there is one unspoken question that needs to be explicitly addressed. It’s the pink elephant in the room.

"Who will I be working with, and who will I be collaborating with?" is by far the most important question for a salesperson.

In other words, who will I be working with as a sales manager?

And to keep it practical: what is the management style when the pressure increases?

Sales Recruitment Tips

• Specify the salary range and OTE
• Make the recruitment process clear from the start
• Have the hiring manager record a short video introducing themselves
• Give prospective salespeople the opportunity to call the hiring manager directly
• Introduce sales candidates to their colleagues early on