For many sales recruiters, the first thing that comes to mind when hiring is slapping up a job posting on a career site. While that can certainly still work, we live in an age where sales recruiters have access to a wide array of innovative new options to attract sales superstars.
Not only is it helpful to leverage innovative recruitment strategies, you could argue that it’s now become necessary for standing out from the competition and accessing a wider talent pool. Further, it can drastically reduce your chances of making the wrong hires, as well as reduce turnover because of the caliber of talent you can attract.
With that said, here are some specific strategies I recommend.
Create an AI-powered Sales Recruiting Chatbot
These days, we’re accustomed to encountering chatbots on websites and apps across nearly all industries. They provide a simple yet effective way to answer visitor questions and direct them to the right resource or rep. We even use one on HireDNA.
As AI technology evolves, so do the applications of AI-powered chatbots. And we’re now at a point where they can be used to not only automate sales recruiting but also improve the candidate experience.
Take, for instance, a platform called HireVue, which provides a “text-powered recruiting assistant that enables you to hire up to 4x faster by engaging your candidates all the way from ‘Hi’ to ‘Hired.'”
It can be used on your website, email, social media, SMS, and other messaging apps — wherever you interact with sales candidates. Whenever someone is interested in applying, the chatbot will engage with them throughout the process, answering questions, pointing them to relevant resources, and ultimately setting them up for an interview.
This creates a frictionless candidate experience and should supply you with a steady stream of qualified leads while saving your sales recruiting team a ton of time in the process. In terms of impact, HireVue states that companies that use it see:
- 5x faster time-to-interview
- 32% higher candidate satisfaction
- A 20% decrease in cost-per-hire
You can learn more here.
Show Sales Candidates What it’s Like to Work for You Firsthand
Every sales hiring team is going to hype up their company and say it’s a great place to work. But that’s only going to take you so far. To really attract sales superstars and motivate them to apply, it’s helpful to show them firsthand why they’d love working for you.
And there’s no better way to do that than to let them hear from members of your current sales team. One company in particular that stands out in this area is Proctor & Gamble, which offers a robust sales page on its website that lets potential candidates view all sales opportunities,…
…get an overview of sales responsibilities,…
…and walks candidates through a day in sales and a year in sales, complete with video testimonials from actual salespeople.
The videos are brief at around 1 1/2 minutes, but they’re excellent at connecting the dots for interested candidates and driving home the key benefits of working as a salesperson for Proctor & Gamble.
The other thing I love about this technique is that Proctor & Gamble’s sales recruiting page acts as a valuable SEO resource. Because it’s loaded with targeted keywords, I would imagine that they receive a significant volume of organic traffic from qualified candidates without having to post traditional job ads. Therefore, I suggest checking it out and using it for inspiration in your own sales recruiting campaign.
Partner with Colleges and Universities
Let me start by saying this strategy won’t be viable if you’re looking for seasoned salespeople with years of experience. However, if you’re interested in acquiring fresh, young talent and sculpting them into professional salespeople, this strategy may definitely be for you.
The idea is to offer internships, sponsorships, or mentorship programs to college students or recent college graduates who show a lot of promise — preferably individuals who are majoring or who have majored in relevant degrees like business or finance.
After identifying a list of schools you’re interested in, “You need to create a compelling value proposition that showcases why your organization is a great place to work for their graduates,” explains HR and recruiting expert Uros Dmitrovic. “You need to highlight your mission, vision, culture, benefits, and opportunities in a way that resonates with your audience and differentiates you from your competitors. You can also use testimonials, stories, and videos from your current employees who graduated from those schools to add credibility and authenticity.
From there, it’s just a matter of building relationships with a few key stakeholders, crystallizing a formal partnership program, and building a talent pipeline. Going this route, admittedly, takes a substantial amount of time to set up. But once you have it in place, you should have access to some of the best and brightest sales talent in your area.
Thinking Outside the Box to Attract Sales Superstars
Don’t get me wrong. Posting job ads on career sites is still a viable way to find sales talent. But in today’s increasingly competitive business world, it feels that it’s having less and less of an impact.
Getting creative and thinking outside the box using strategies like the ones mentioned above can provide your sales recruiting team with exciting alternatives that can help you tap into A+ talent in a way that your competitors are not.
On a final note, one of the best ways to gauge a candidate’s ability, skillset, and overall “sales DNA” is with a sales assessment. The Original Sales Assessment is one of the most accurate and predictive in the industry, with 92% of candidates reaching the top of their sales force.
You can learn more about The Original Sales Assessment here.