Sales organizations are always on the lookout for standout reps that can boost their team’s performance. These exceptional individuals bring a proven track record of success, a wealth of experience and a role model presence to your team that positively affects the entire organization.
While recruiting top sales reps is a unique challenge on its own, the offer stage represents the last hurdle before you get them on board. Some recruiters mistake the offer stage as a mere formality, assuming the deal is already closed. Instead, it is arguably the most important stage where the candidate will make their final choice. Here are some offer stage recruitment tips to help you win over top candidates.
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If a candidate makes it to the offer stage, it means that they have been vetted, interviewed and passed all relevant organizational checks. Now is the time to close the deal effectively, and you should be well prepared. Here are some tips that can help increase your odds of attracting the best sales talent available.
Many times, sales managers simply parrot the offer details without attempting to extrapolate the value behind it and lend insight as to how your offer can truly benefit the candidate.
Simply repeating what you have been told by your HR manager is less likely to impress a top candidate that may very well have several other offers on their desk. Instead, you should take the time to help them understand the nuances behind the offer. For instance, if equity is involved, it is your duty to help the candidate understand the value of the equity being offered. Beyond the routine discussion involving vesting cycles and benefits, try to highlight how your offer can work toward their benefit down the line.
Of course, it’s important to have a detailed and realistic compensation plan available to walk the candidate through. Top candidates will want to know how existing reps are performing against targets and will want a clear roadmap for achieving success. No candidate wants to sign up for a role with unrealistic expectations.
Highly talented salespeople know their worth and often have the freedom to choose between several organizations. When seeking a new opportunity, the culture, onboarding process, and career growth opportunities are some of the commonplace concerns top sales reps share.
Partnering with your hiring manager or human resource manager can allow you to have a knowledgeable aid by your side who can answer pertinent questions with ease. They can help to elaborate on the individual growth prospects available at your organization and other key benefits available.
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Asking too many questions, making too many calls or scheduling too many interviews are all signs of an organization going overboard with their recruitment process. Hiring top sales talent is a priority for many companies—and once you get to the offer stage, you are more likely to anticipate the deal as good as done. However, as the candidate is nearing their decision, they may become increasingly observant of their (potential) next employer.
Excessively nagging them to conduct multiple touchpoints will not only convey your organization as desperate but may adversely affect the candidate’s decision to stick with their current employer or go with another opportunity. Furthermore, asking repetitive questions regarding their desired role or salary can also work against you. You may come across as unsure, or unwilling—and when you’re aiming to recruit top sales talent, such ambiguity can work against you.
We recommend no more than three steps to the interview process before extending an offer. Any more is overkill. If you thoroughly screen candidates before the interview and use a sales specific assessment to predict compatibility and success, there’s no reason you need more than three interviews to make a decision. In today’s low unemployment market, you risk losing top talent to an overly complex, long, and unproductive interview process.
The modern business world is highly competitive, and every company can benefit from having a high performing salesperson. Once you’ve found a top candidate and have managed to hold on to them until the offer-stage, don’t risk losing them because your offer couldn’t match their ambition.
Many organizations still deploy the age-old tactic of lowballing. However, there is one major flaw in this strategy—it doesn’t work with modern salespeople. Modern salespeople know their worth. By offering them a low starting offer, you are signaling that you don’t value them as much.
The best strategy is to present what you think is the strongest possible offer and elaborate on why you think it is right. It is important to remember that top sales talent may not be actively pursuing a new opportunity, so your offer needs to have the persuasive element that eases their decision in your favor.
There are online resources like salary.com that will provide insights on competitive comp plans. A good recruiting firm will also have data they can share and will identify each candidate’s desired comp in the screening process to help you determine what a competitive offer looks like.
Recruiting and retaining top sales talent is one of the greatest challenges sales managers face. HireDNA offers you a modern approach to the hiring process with our data-backed, scientific technology that allows you to discover top candidates, eliminate hiring mistakes, decrease onboarding ramp-up times, and grow your sales potential!
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