“Hi, Aaron! I hope you’re well. I’ve left you a few messages – I just want to see if you’re still interestedin our Account Executive role. Please give me a call when you have a moment. Hope to hear back from you.”
Does this email sound familiar to you? Have you ever identified the perfect candidate, who seemed very interested in your open sales position, and all of a sudden something changes and they accept another offer?
In today’s highly competitive market, the demand for top producing sales professionals is much greater than the supply. How can your company attract and land the sales talent your organization needs?
Let’s break down four things your company should be doing.
No need to sugar coat anything here – it is going to be hard to attract top performing sales people without a competitive and incentivizing compensation plan.
At the end of the day, strong sales people are programmed to drive results that directly impacts their income. Clearly communicating the sales quota, the OTE (On Target Earnings) and the structure of it all offers the is key.
In turn, understanding what the candidate is currently earning and how their incentive compensation is structured should be discussed early in the process so time is not wasted on either one’s end.
To lure top talent, you should share past sales’ quota achievements by current sales reps. Demonstrating the potential for high earnings is a great step towards separating your opportunity from the rest of the pack.
Don’t shy away from having the money conversation during the interview process. It shouldn’t be taboo, in fact, we encourage it!
Having a concise and structured recruiting process is the foundation to hiring qualified candidates faster. Having a game plan in place at the beginning of this process gives you clarity on the type of sales person you need, the experience you need them to have, and where you are going to find them.
A defined recruiting process will help make your candidate search a much smoother process. It enables you to be more efficient by asking the right questions, so you get the insights that you need to make the right hiring decision.
It also makes you appear more professional to your candidate and reassure them that your company could be the right opportunity for them.
Timing is everything when it comes to landing high caliber talent.
Countless companies miss out on salespeople that would’ve been perfect but they simply took too long to make an offer.
We’re not saying that you shouldn’t do your due diligence. You should take the time to determine if the candidate is a good fit for your needs, but we highly recommend consolidating multiple interviews into one day. Candidates actually prefer this so they don’t have to take too much time off work.
How efficient you are when it comes to identifying, assessing, and selecting the best salespeople will have a tremendous impact on your ability to hit your sales targets.
Companies with the best sales teams understand the recruiting process is just as much about them selling themselves to the candidates, as it is the candidates selling themselves to company.
Top performing sales people are looking to join an organization that is going to get them where they would like to be in their career professionally and financially. How you communicate why anyone should want to join your sales team is critical to your success in attracting top talent.
Put yourself in the shoes of your ideal sales candidate and ask, “What is it about this opportunity that will benefit me and my career the most?” and be sure to clearly articulate that during the interview process.
Talented salespeople are used to receiving numerous job offers. To attract the best talent, you must have a structured recruiting process, which demonstrates why the role would be an excellent opportunity to advance their career.
Join us on Tuesday, May 9th for our exclusive webinar with our CEO @Anwar Allen to revamp your Sales Recruiting strategy!
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