Tag: SALES RECRUITING

Screening Sales Resumes: Key Indicators of High-Performing Candidates

Posted on by hiredna

Countless factors determine a salesperson’s likelihood to succeed. For perspective, the screening process we use at HireDNA analyzes 21 selling competencies, including the will to sell, hunting, and relationship-building just to name a few. So it’s no surprise that HR/talent leaders can feel slightly overwhelmed when screening sales resumes.

For this post, my goal is to provide you with a streamlined, ultra-concise methodology for efficiently screening sales resumes to find high-performing candidates. Let’s jump right in.

Quantifiable Achievements

While achievements don’t always tell the whole story, they usually serve as a good starting point for assessing a salesperson’s general abilities. They also allow you to objectively measure someone’s past performance so you can determine how likely they would be to thrive in your sales environment.

Therefore, achievements — specifically quantifiable achievements that are measured in numbers or percentages — are one of the first things I suggest looking for in salesperson resumes. Some examples can include sales revenue generated, percentage of quotas met or exceeded, and number of leads converted.

Sustained Sales Growth

Everyone has to start somewhere in the sales industry. And even the best of the best may struggle initially as they’re cutting their teeth. That’s why you can’t necessarily judge someone’s capabilities by their first couple of years in sales.

However, looking at larger patterns like sustained sales growth over time (assuming they have at least three or so years of experience under the belt) should lend accurate insight into their performance. After all, if someone has proven they’ve consistently improved over time, this typically indicates an ability to learn from mistakes, implement feedback, and persevere through challenges.

Again, it’s helpful to have quantifiable data because concrete numbers paint a clear picture.

Motivation

You could argue that half of the battle of successful selling is simply staying motivated. By nature, the sales industry comes with a lot of ups and downs. When the chips are down, reps may find it difficult to find the will to keep pressing forward. And when things are going well, reps may be inclined to become complacent.

An essential part of building an elite sales team is finding a group of reps that continually stay motivated regardless of the situation. So how do you identify motivated candidates by screening sales resumes?

One way is to look for individuals who have shown an eagerness to take on new projects and learn new skills. Say, for instance, someone voluntarily participated in multiple sales training courses to enhance their skill set. That would likely indicate a high level of motivation.

Resilience

To say that sales can be challenging would be an understatement. It’s incredibly competitive, and dealing with rejection on a constant basis is part of the job description. Therefore, it takes a certain personality type where someone can handle frequent rejection and get right back on the horse.

It takes resilience.

Like motivation, resilience isn’t something that’s easy to quantify. But there are ways to find candidates that demonstrate resilience if you know what to look for.

What I suggest is looking for candidates who highlight their ability to overcome rejection, handle objections, and adapt to changes. Ideally, this is something they’ll specifically address on their resume.

Sales Tool Knowledge

Whether you’re looking to hire someone for an onsite position, remote, or hybrid, it doesn’t make a difference. To thrive in today’s tech-centric world, almost everyone needs to have an intimate knowledge of sales tools like CRM software, lead outreach apps, and lead scoring software.

While you shouldn’t necessarily disqualify someone just because they don’t have direct experience using the exact tools your team uses, it’s extremely important that they know the ins and outs of general sales tools. That’s why this is something else to look out for when screening sales resumes.

Take this sample resume, for instance. Here the candidate specifically references using Zoom to maintain a 91% closing rate. On top of that, they mention that they used Hootsuite to develop and schedule social media content, which shows they have experience using software for other purposes outside of direct sales, for an added plus.

Strong Communication Skills

This is a no-brainer, but I wanted to include communication skills because 1) they’re such an integral part of sales success and 2) you can assess communication skills directly by reading a candidate’s resume.

While you can’t necessarily measure the full spectrum of a person’s ability to communicate from a resume, you can get a solid idea of how well they articulate their ideas by simply reading their writing. For instance, if they provide a concise overview of their skills, qualifications, education, and so on, that should be a good indicator that they can communicate clearly with leads and customers.

On the other hand, if they’re writing is inarticulate and lacks brevity, their communication skills may be lacking. This isn’t to say that you should expect every salesperson to be a wordsmith, but they should be able to clearly present the information on their resume to you.

Finding Elite Reps By Effectively Screening Sales Resumes

As I said before, a resume won’t always tell the whole story of a candidate’s full abilities. But it can tell you a lot.

While I recommend leveraging other tools like a data-driven sales recruiting platform to find the best of the best, effectively screening sales resumes should still provide you with a shortlist of high performers. You just need to know the key indicators to look for and how to measure them.

For help building an all-star sales team, register with HireDNA today. We offer cutting-edge technology that can help you find top candidates and eliminate 96% of wrong hires.

Measuring Sales Potential: Unleash Your Team’s Best with Top Sales Assessment Tools

Posted on by Nick Mann

Here are a few sobering stats. 74% of salespeople fail. 20% of salespeople do okay but could use improvement. And only a tiny fraction of salespeople are considered “elite” at just 6%.

This means that taking a conventional approach to sales hiring where you choose candidates based merely on their resume, previous positions, education, etc. is likely to end up with mediocre results at best. The numbers just aren’t in your favor.

That’s why a growing number of sales leaders are using sales assessment tools that implement science-based techniques to objectively determine who’s the best fit for a role and who possesses the right hard skills, as well as the right soft skills.

Why Should You Use Top Sales Assessment Tools?

A lot of candidates can look great on paper. Maybe they’ve got a robust resume jam-packed with impressive credentials, a stellar track record, and have been employed by industry standouts.

That’s great, but can they actually sell?

More specifically, can they sell effectively in your unique sales environment? And do they have the specific personality traits that it takes to succeed with your company?

These aren’t questions that can’t necessarily be answered by looking at a resume. That’s where sales assessment tools come in.

Designed to evaluate and measure the performance, skills, and capabilities of prospective salespeople, these tools offer several distinct benefits.

  • They allow you to objectively analyze candidates using quantifiable data
  • You can easily identify each candidate’s strengths and weaknesses
  • They offer scores for an easy comparison of different sales candidates
  • You can avoid bias that naturally creeps in
  • They can be customized for your specific sales environment
  • They streamline the sales hiring process as a whole, freeing up more time for you to focus on core business activities (this is especially important for smaller businesses that lack a dedicated hiring team)

And with many of the top sales assessment tools boasting remarkable numbers in terms of the results they help achieve, it’s easy to see why this technology has become so popular in recent years.

With that said, here are my top sales assessment tools, including core features, benefits, and more.

The Original Sales Candidate Assessment By Objective Management Group

One of the biggest selling points of The Sales Candidate Assessment is the massive volume of data behind it. As of late 2023, it’s been used by over 37,000 companies to make over 111,000 hires across 200 different industries.

For this reason, it’s been one of the most consistently reliable sales assessment tools and can be used by a wide variety of companies in multiple industries. As I mentioned earlier, a big reason for the success of these assessments is that they can be customized for each unique selling environment. And that’s certainly the case with The OMG Sales Candidate Assessment.

“Your customized Role Specification allows you to specify the unique requirements of your position. Candidates are then assessed against your criteria to create a recommendation custom-tailored to your needs.”

In terms of insights it provides, you can assess:

  • A candidate’s will to sell
  • Their “sales DNA,” meaning whether or not they have the traits to produce positive outcomes
  • Their core competencies, such as qualifying and closing leads
  • How trainable they are
  • Where they rank in comparison to other candidates (their sales percentile)

This combined with the simplicity and intuitiveness of using The OMG Sales Candidate Assessment, and it’s a tool that many sales leaders can greatly benefit from.

The DriveTest By Sales Drive

This tool also has a lot of data behind it, with 150,000 sales assessments being administered to date. One of the main reasons why we like The DriveTest is because it’s so simple and straightforward.

First, you give the test to potential sales candidates, where The DriveTest analyzes essential factors like critical personality traits needed to thrive in sales and non-teachable traits, including achievement, competitiveness, and optimism.

The test also includes 42 forced-choice questions, where “candidates must choose between three options that sound equally positive, making this sales personality test very difficult to fake.”

Then, The DriveTest will provide you with a color-coded scale that measures each trait, while also quantifying the score from 1 to 5. This simple rating allows you to instantly assess each candidate and see how they stack up against other applicants.

From there, it’s just a matter of using this data to decide who’s the best fit for your sales team. Note that candidates who receive a score of 4 to 5 in “the green range” are nearly twice as likely to become sales leaders.

The Caliper Profile By Talogy

The first thing to note about The Caliper Profile is that it not only helps you hire elite salespeople, but it also helps you manage them post-hire so they reach their full potential.

In their own words, ” The Caliper Profile is a unique talent solution in that you can use your assessment data even after the hire is made. By using your new hire’s profile data, you are able to explore areas of opportunity and growth to develop them further.”

And that’s important because continued salesperson development is crucial to staying on top of your industry and winning against competitors.

I also like the thoroughness of this sales assessment tool, as it analyzes a staggering 280 behaviors, 56 competencies, and 21 behavioral traits.

So as you can see, it’s highly comprehensive and capable of providing a 360-view of sales candidates.

One area The Caliper Profile really focuses on is mental toughness, where it looks at:

  • Level-headedness
  • Stress tolerance
  • Resiliency
  • Energy/persistence
  • Self-structure

As you probably know, being mentally tough is an incredibly value trait to have in salespeople. Being able to deal with consistent rejection and the overall ups and downs of the position is essential to long-term success. The Caliper Profile gives you a crystal clear view of how each candidate fairs in this area.

Besides that, it can uncover a candidate’s most natural behaviors, along with behaviors to investigate.

Here’s an example.

Put this all together, and The Caliper Profile is definitely a sales assessment to consider.

The Predictive Talent Assessment By Chally

Next is The Predictive Talent Assessment, which, right off the bat, has some great numbers in terms of the impact it can have. According to Chally, hiring managers who use it see:

  • 46% faster time to hire
  • 43% lower cost per hire
  • Salespeople that are 21% more likely to reach their sales goals

Some particular things to note about this tool is that it analyzes 138 sales competencies, with that number still growing. It’s highly customizable, allowing you to find elite salespeople across a wide variety of industries and specific sales roles. There’s a “large database spanning five decades with normative samples of over 600,000 adults with broad representation of race, ethnicity, age, gender, national origin, and global geography.”

Also, The Predictive Talent Assessment offers clear, simple reporting along with recommendations on how to properly utilize the information to make smart sales hiring decisions.

There are a few different types of assessments you can perform with this tool, including the Best Fit Sales report, which indicates which candidate is best suited for the position you’re hiring for, and the Motivations and Habits Report, which lets you know how a candidate approaches sales situations.

And my personal favorite is the Individual Strengths Report, which breaks down core competencies and shows what percentile a candidate is when compared to other respondents.

Although this sales assessment tool isn’t quite as thorough as some of the others on this list like The Original Sales Assessment, it’s still more than sufficient for many hiring managers.

SalesGenomix

Perhaps the most impressive thing about SalesGenomix is that it’s an assessment tool that’s built around 20 years of field research, involving half a million sales professionals. As I’ve mentioned before, the more data that goes into analyzing salespeople, the more reliably you can predict their likelihood of succeeding in your unique sales environment.

So that’s one of the main reasons why SalesGenomix made the list.

Another benefit is that it looks at 140 different sales attributes and can assess a candidate’s qualifications across 14 sales roles, including sales management. Whether you need to hire someone for an entry-level sales position or someone for a senior leadership position, you can do so confidently with this tool.

Besides that, SalesGenomix is great if you have a candidate that has performed well in one role but they’re applying for a different one. If you’ve been reading the HireDNA blog for a while, you may know that I’m a big proponent of hiring sales professionals who are great at selling but don’t necessarily have direct experience with the specific role at hand.

I find that true skills and talent usually transfer, and most elite salespeople can quickly learn a new role. With SalesGenomix, you can “rate the success potential of a given candidate across a dozen or so sales roles. So you can confidently make hiring decisions even when a promising candidate has limited experience at the role you are trying to fill.”

Besides that, this assessment has the ability to test your existing sales team when you want to promote from within. This comes in handy for succession planning or if you simply don’t want to look externally every time you need to make a hire.

TestGorilla

While the final tool on this list isn’t specifically geared toward sales hiring, as it works for several types of careers, you can most definitely use it for assessing sales candidates. And the overall simplicity and effectiveness of the platform combined with how much time it can save make it a great choice, in my opinion.

Some of TestGorilla’s main selling points besides its simplicity is its ability to drastically lower unconscious bias and offer an amazing customer experience — both of which are vital for creating a winning company.

To use TestGorilla, you first choose an assessment name and job role.

Then you choose the best tests from the company’s large archive of tests and add custom questions if you want.

From there, you invite candidates to participate and analyze the results.

An added plus is that if you ever want to hire for other positions outside of sales, such as a bookkeeper or developer, everything is ready to go with TestGorilla.

Building a Winning Team with Top Sales Assessment Tools

In today’s hyper-competitive business world, “relying on a hunch” with sales hiring just won’t cut it. To give yourself the best chance of success, it’s critical to rely on science and data to accurately predict how a candidate will perform in your unique sales environment.

Each of these sales assessment tools offers different features, but all bring something valuable to the table. So if you’ve been considering implementing this type of software, these are good places to start. The OMG Sales Candidate Assessment in particular is one of the best pound-for-pound, with 92% of recommended candidates reaching the top half of the sales force.

The 4 Best Places to Find Elite Passive Sales Candidates

Posted on by Nick Mann

We’ve talked a lot about passive sales candidates on this blog. And for good reason. Over three-quarters of sales candidates can be classified as passive, and they’re often some of the most talented individuals you’ll find in your industry. That said, not all are created equal. So how do you find elite passive sales candidates? The best of the best?

In this post, I’ll share four of the top resources I recommend that can be potential goldmines for sourcing passive talent to take your sales force to the next level.

1. An Employee Referral Program

For most companies, the best place to start is by establishing an employee referral program because this gives you access to a steady supply of potentially amazing salespeople.

There are two main reasons why this can be a smart move. First, rather than having to constantly seek out elite passive sales candidates yourself, they come to you instead. Second, the overall caliber of talent companies find with an employee referral program tends to be high quality.

For perspective, Forbes states that “referrals are the leading source of superior candidates for 88% of employers,” and “referred candidates are a better culture fit than those hired through other sources.”

And it makes sense when you think about it. If you already have a team of bright, capable salespeople, odds are they’re in contact with other potential salespeople that are equally as talented.

By launching an employee referral program and encouraging existing team members to source other rockstars, there’s a great chance you can make some A+ acquisitions.

To learn the basics of how to get one set up, check out this guide from SHRM.

2. LinkedIn

Social media in general can be a great place to source elite passive sales candidates. But, in my opinion, LinkedIn is still number one because 1) it focuses specifically on professional networking and 2) it’s a simple, intuitive platform that lets you quickly search for top talent.

Say, for example, you were looking for a SaaS salesperson in the tech industry. You can simply type what you’re looking for in the search bar here.

Then, you can browse through LinkedIn’s comprehensive results to learn more about each LinkedIn member.

At a glance, you can see what each person specializes in. And some LinkedIn users even openly state that they’re looking for job opportunities.

From there, you can learn more about a prospective candidate’s experience, qualifications, current job status, and more.

If have LinkedIn Premium, you can instantly message them without having to connect first. Or, if you don’t have the premium version, you can connect and then message them.

3. AI Tools

In recent years, AI has spread its tentacles to nearly every aspect of business, and passive recruiting is no exception. Now there are a variety of AI tools that allow you to streamline and automate much of the passive recruiting process.

Not only does this save you valuable time and eliminate a ton of tedious manual tasks, it dramatically increases your odds of landing elite talent. That’s because AI can leverage sophisticated technology to match you with highly qualified passive sales candidates with the skills, experience, and personality needed to thrive in your sales team.

There are countless AI tools on the market, but a good example of one that specializes in the outbound recruiting of passive candidates is HireEZ.

With it, you can search from over 800 million candidate profiles and use over 30 advanced AI filters to pinpoint the exact type of candidates you’re looking for. From there, HireEZ helps you engage with the best of the best to facilitate friction-free communication.

And that’s just one example. You can find a list of 9 of the best AI tools for sourcing elite passive sales candidates here.

4. Industry Conferences and Local Events

In our modern era, the majority of sales recruiting is done digitally. But it’s important to remember that in-person networking is still very much alive and well. And in the right circumstances, it can be the perfect way to meet talented passive sales candidates that could be tremendous assets to your company.

One of the main reasons why I still like in-person networking is that it lets you interact with prospective candidates face-to-face and get a feel for their style and personality. If, for example, someone is particularly charismatic and has a high social IQ, there’s a good chance they would thrive on your sales team.

Also, the people you meet at these events often have a strong commitment to sales. After all, why would someone go to the trouble of attending an event if they didn’t have a genuine passion?

Besides that, these events allow you to quickly meet a high volume of people so you can make a ton of connections and exchange contact information. So within the course of a few hours, you could potentially have several quality contacts that you can reach out to later.

When it comes to finding events, a quick Google search of “[your industry] conferences” should turn up plenty of information.

Besides that, websites such as Meetup.com, Eventbrite, and CitySocializer can help you find local events. Note that many of the events on these sites aren’t specifically sales-centric, but events in general, which can nonetheless help you connect with talented individuals.

Building a Successful Team with Elite Passive Sales Candidates

With more than 75% of sales candidates being passive and these candidates often being some of the most qualified, it’s important to have a passive recruiting strategy in place. And this starts with tapping into the right resources for finding passive sales candidates.

While there are numerous resources you can leverage, these four are my absolute favorites and should allow you to cast a wide net for finding the cream of the crop.

If you’re looking to build an all-star team, be sure to register with HireDNA today. We offer cutting-edge technology that helps sales companies attract, recruit, and retain the best talent.

Don’t Make Passive Sales Candidates Jump Through Hoops: Tips for Creating a Streamlined Recruiting Process

Posted on by Nick Mann

When most people think of sales recruiting, they likely envision scouting for active candidates who come to them and apply for a job. But according to a recent survey, 73% of candidates are passive, meaning they’re not actively looking for a sales position, but would be open to it if the right opportunity came along. Given passive candidates are often the most talented, it’s vital to develop a streamlined recruiting process where they don’t have to jump through a bunch of hoops.

And that’s what I’m going to tackle in this post. Here’s a formula for swiftly moving A+ passive candidates through your hiring process without unnecessary friction.

Put Yourself in a Passive Candidate’s Shoes

First, I think it’s helpful to look at the situation from the perspective of a passive sales candidate. Most are already employed, and because they’re in demand, have plenty of leverage. Therefore, they’re not going to jump at just any offer that comes their way.

To seriously consider switching companies, it has to be a truly enticing offer that goes beyond what they have at their current job. So if you realistically expect to land elite talent like this, you need two main things — an amazing offer that surpasses what they have in their current position and a straightforward system that seamlessly moves them through the hiring process.

This brings me to my next point.

Clearly Define Why Passive Sales Candidates Should Choose You

Before you ever reach out to a passive candidate, you need to be able to quickly articulate what makes your company a better choice than their current employer — an elevator pitch if you will. While every brand’s selling points will differ, here are some specific things most passive sales candidates want across the board.

Based on this and the unique selling points your offer, I suggest creating a recruitment pitch that you can reference at any time. And if you have multiple sales recruiters interacting with passive candidates, this should ensure a consistent experience.

Use Technology to Ensure a Passive Candidate is a Good Fit

If someone has stood out enough for you to have your sights on them, odds are they can sell. But there are other factors to take into account, such as working style, cultural fit, personality traits, and so on that will ultimately determine their likelihood of success.

Before you officially reach out to a passive candidate, it’s smart to use technology like an AI tool or a SaaS sales recruiting platform to analyze passive candidates based on the specific criteria you’re looking for. This will allow you to narrow the talent pool down and find the best of the best.

That way you don’t waste the candidate’s time or yours.

Make the Application Process Dead Simple

Research has found that “60% of job seekers quit in the middle of filling out online job applications because of their length or complexity.” And for passive candidates that aren’t actively seeking employment, they’re even less likely to complete a long-winded application.

For that reason, it’s critical to boil it down to the absolute essentials when gathering information. Better yet, allow passive candidates to apply through platforms like LinkedIn or Google so they can use their existing profiles rather than filling out a new one from scratch.

Offer Seamless Interview Scheduling

Another common source of frustration for candidates during sales recruiting is interviewing. The last thing you want is for a dream candidate to sour on a position because of complications during interview scheduling.

A simple way to prevent this is to use a tool like Calendly that allows candidates to conveniently schedule an interview at a time that’s best for them.

Simply send an invite with several time slots that are available, and a candidate can have their pick.

An added plus is that this also saves your recruiting team time from having to back-and-forth with candidates.

Keep Interview Rounds to a Minimum

Many sales recruiters require candidates to have two, three, or even four rounds of interviews before officially giving them a job offer. And while you want to be sure you’ve found the right person, going overboard on interviewing can be a major turnoff, especially for passive candidates that are already employed.

That’s why I suggest keeping your interviewing to a maximum of two rounds to prevent any conflicts. However, if you can just have one comprehensive interview, that’s even better.

As long as you’ve done your research and used technology like a sales recruiting platform or AI tool as I mentioned earlier, this shouldn’t be a problem.

Offer Job Status Updates

After you’ve conducted an interview(s), it’s extremely important to keep candidates in the loop as you’re making your final decision. Ideally, you’ll provide real-time updates via email, text, or messenger so candidates instantly know what’s happening.

And needless to say, don’t drag on your decision-making any longer than necessary.

Optimizing the Passive Candidate Experience with a Streamlined Recruiting Process

Because of their skills, talent, and proven success, passive candidates are often the best candidates. And while effective recruiting is important for filling all positions, it’s especially critical when recruiting passive candidates.

By following the formula outlined above, you should be able to create a more streamlined recruiting process that results in a better candidate experience and more A+ passive candidates accepting your job offers.

If you’re looking for technology to accurately and efficiently assess sales candidates, check out The Original Sales Assessment. 92% of individuals recommended by it go on to reach the top half of their sales force within one year.

5 Must-Know SaaS Sales Roles and Definitions

Posted on by Nick Mann

The SaaS industry is huge and still growing. As of mid-2023, there were 17,000 SaaS companies in the US alone and over 30,000 worldwide.

And by 2024, some experts predict this number could more than double to as many as 72,000 SaaS companies. As the industry has evolved, so have the positions, and there are a variety of SaaS sales roles, ranging from basic entry-level jobs to high-ranking executive positions.

In this post, I’ll provide an overview of five essential SaaS sales roles so you can better understand the underlying structure and how the various positions come together to create a cohesive sales team.

1. Sales Development Representative

The main purpose of this role is to bridge the gap between marketing and sales. A sales development rep’s responsibility is to continually communicate with the marketing team to identify sales qualified leads (SQLs) that have a strong likelihood of buying.

Once SQLs have been identified, a sales development rep will then pass them on to a SaaS sales representative who will attempt to make a conversion (more on this in a moment). B2B sales consulting and training services company Winning By Design elaborates saying, “They have to start a conversation and provoke a decision maker into action, handle objections, and close on a call-to-action such as meeting with an account executive (AE) or attending an event.”

One of the most important traits to thrive in this position is strong communication.

2. SaaS Sales Representative

One of the most fundamental yet integral roles at any company is a SaaS sales representative. At its core, a person in this position is responsible for selling products to customers, which can include a wide variety of activities, including:

  • Reaching out to and following up with leads through email, social media, over the phone, video calls, and other mediums
  • Creating and performing sales presentations
  • Identifying the specific needs and pain points of leads
  • Providing relevant product recommendations
  • Answering lead questions
  • Negotiating product pricing
  • Acquiring new customers
  • Communicating with the software development team to relay customer feedback

SaaS sales reps are typically the ones “in the trenches” and play a vital role in getting conversions and setting the stage for a positive customer experience, which is important for increasing retention and lowering churn.

3. SaaS Account Manager

After a lead has purchased a SaaS product and a sale has officially been made, the customer falls into the hands of an account manager who’s involved with ensuring customer satisfaction and building a long-term relationship.

A SaaS account manager performs several tasks but has two primary goals.

  • Cater to each customer’s needs to sustain positive momentum, increase loyalty, and boost retention
  • Seek out new sales opportunities with existing customers

As for specific day-to-day activities, these can include:

  • Managing the account portfolio, while giving each customer personalized attention
  • Building and maintaining customer relationships
  • Serving as a dedicated point of contact for customer inquiries and questions
  • Resolving any issues that arise
  • Checking in with customers to ensure their key objectives are met
  • Identifying potential add-ons or upgrades that could provide additional customer value
  • Offering suggestions on how to improve product performance

This graphic illustrates nicely how a SaaS account manager fits into an organization.

4. SaaS Sales Engineer

First, note that this isn’t a role that’s required by all SaaS companies. It’s typically reserved for those that sell a complex, advanced product that your average customer won’t fully understand.

A SaaS sales engineer serves two main functions.

First, as HubSpot puts it, “They must be able to use their applied technical knowledge to help sales reps persuade prospects to choose their products.” That’s their job on the pre-sale side of things.

And for post-sale, a SaaS sales engineer assists with the integration of the product into a customer’s existing tech stack. This is important given the average company used 80 different SaaS apps in 2022.

To ensure the process goes smoothly, a SaaS sales engineer will oversee the integration and resolve any issues that may arise. In turn, they play a big role in ensuring customer satisfaction and maximizing retention.

5. Sales Manager

You can think of the previous SaaS sales roles as relay racers passing a baton.

The sales development rep identifies SQLs and passes them on to a SaaS sales representative. A SaaS sales representative then engages with a lead and seeks to convert them. Once converted, they then hand the customer off to a SaaS account manager who looks to further build the relationship and make additional sales to existing customers to maximize value. And throughout this process, a sales engineer is there to ensure that the technical side of things goes as smoothly as possible.

Overseeing everything is a SaaS sales manager who ties it all together. This role wears a lot of hats, but their core mission is to build the best sales team possible, establish goals and KPIs, provide motivation, continually monitor team member performance, and ultimately ensure that customers are happy.

Because of the hands-on nature of this role, a sales manager will need to possess excellent communication and leadership skills. They also need to be a bit of a psychologist where they manage different personalities to get everyone to operate at their best.

SaaS Sales Roles Coming Together to Create a Cohesive Team

Having a tight underlying structure is essential to the success of a SaaS company. Teams need to have clearly defined roles and understand how everyone works individually as well as a unified whole.

While the specific SaaS sales roles of an organization can vary slightly, the five mentioned here are the fundamentals that you’ll want to know about if you’re assembling a team.

If you want to recruit the best talent in your industry using a data-driven process, use HireDNA to post a job for free. It eliminates 96% of wrong hires and reduces turnover by 50%.

How to Find Great Talent in Tough Economic Times

Posted on by hiredna

Finding talented salespeople can be difficult in even the best of circumstances. But it can be especially challenging to find great talent in tough economic times.

And that’s precisely what sales recruiters are up against today. Although the recruiting climate has stabilized somewhat in the wake of COVID, there are still some major challenges that must be overcome to secure elite talent.  

In this post, I’ll offer some background on the current rocky economic state and specific strategies and tools you can use to find rockstar salespeople in your industry.

Some Statistics for Perspective

By definition, the US is not currently in a recession as of the time of this writing in May 2023. However, many financial experts believe there could be one on the horizon.

“Slowing in GDP could be due to negative US inventory accumulations and trade deficits,” writes Bill Adams, chief economist for Comerica Bank. “Whether these factors will continue dragging on the economy throughout 2023 remains to be seen, but steadily slowing GDP growth could be an advance warning of recession ahead.”

Besides that, there are also the issues of inflation, stock market volatility, sluggish retail sales, and other factors that are contributing to our current economic woes.

And from a recruiting standpoint, today’s businesses must contend with what McKinsey calls “the Great Attrition” or “Great Resignation,” where a staggering 40% of American workers say they may leave their job in the near future.

By these numbers, two out of every five salespeople are theoretically ready to look elsewhere, which is no doubt alarming to many recruiters.

Capitalizing on Opportunities

This isn’t to say that everything is all doom and gloom. In fact, there are plenty of opportunities for sales recruiters to find great talent in tough economic times.

For instance, this often translates into a larger candidate pool that wasn’t available a few years ago. You may also be able to find elite-level talent from other organizations that wouldn’t have previously been possible.

It’s just a matter of adjusting your sales recruiting strategy, which is what I’ll discuss for the rest of this post.

Start with Your UVP

I love what Cassie Pike, managing director at Cielo Talent has to say about the importance of strengthening your UVP in tough economic times.

“When slowdowns occur and candidates are in the market, it’s prime time for companies to campaign for who they want and show why their offerings stand out amongst the rest. It’s important to help candidates understand why you’re hiring and why you’re a safe bet for them when it comes to a job change. It’s about more than the money; it’s about the full value proposition, including stability of your organization, growth for the organization, and what it provides for your employees, as well as other non-monetary benefits like flexibility.”

Refining your UVP is a critical precursor to anything else, especially in our current economic climate, because it affects everything else. This is a topic I’ve covered in detail before, and you can learn how to create a winning UVP here.

Use a SaaS Sales Recruiting Platform

Perhaps the best way to streamline recruiting is to use a data-driven tool like HireDNA.

With it, you can tap into a robust national network of qualified sales talent and access top performers — both active and passive candidates — that have the exact skills and qualifications needed to thrive at your company.

Here’s how it works.

First, you’ll be assigned a dedicated recruiting manager who will work alongside you to create an ideal candidate profile.

Based on that, we’ll come up with a list of verified candidates that match what you’re looking for using 26 profile data points and 21 core selling competencies. Note that this goes beyond just traditional hard skills and is extremely granular with traits like motivation, desire to sell, the ability to handle rejection, and much more.

From there, we’ll provide you with a short list of handpicked, verified candidates that are most likely to succeed.

And finally, you choose the candidates you’re most interested in and can schedule interviews.

Sales recruiters that use HireDNA are able to eliminate 96% of hiring mistakes, speed up their time to hire by 50%, and have 50% less turnover. So if you’re looking to streamline your sales recruiting and find the best of the best, this type of platform can be very helpful.

Hire for Skills Over Industry Experience

The other main strategy I recommend to find great talent in tough economic times is being flexible with your job requirements.

In a previous blog, I explained why selling skills are often more important than industry/product experience. Although this post is over two years old, I think it’s just as relevant as ever.

The bottom line with this logic is that you can always train someone on a product, but you can’t always teach someone how to sell.

Say, for example, you find a candidate that has a stellar track record and has consistently exceeded their expectations in all previous roles, but they don’t have any experience in your specific industry. Odds are, they could learn it fairly quickly and use their natural talent to reach the top of your sales force.

On the other hand, let’s say there’s another candidate that does have plenty of experience in your industry, but they have a history of underwhelming performance. Although you could probably get them up to speed quicker, they’ll likely hit their plateau and won’t have nearly the same potential as someone who’s a natural winner.

This is a simple example, but I’m sure you can see my point. More often than not, prioritizing raw sales talent over experience and being willing to hire someone you know can sell, even if they lack direct industry/product experience, should lead to positive results and can give you an edge over many competitors.

Finding Great Talent in Tough Economic Times

Although the current economy is far from ideal, it’s still possible to find elite talent. In fact, there are golden opportunities as long as you leverage the right strategies and take advantage of helpful tools.

To see HireDNA in action and learn how it can take your sales recruiting to the next level, schedule a live demo today.

SaaS Sales Hiring for Beginners: How to Build a Winning Team From the Ground Up

Posted on by hiredna

Besides having an amazing product, SaaS sales hiring is arguably the most critical part of building a successful business. It’s also one of the most daunting, with Bersin Research, reporting that 75% of companies struggle with SaaS sales hiring.

Even for established companies with deep pockets and a dedicated recruiting team, it can be tricky. But if you’re a new startup just getting your bearings, it can be truly intimidating.

For this post, I’m going to lay down a simple template you can follow to build a winning SaaS sales team from the ground up so you’ll know which specific areas to address and assemble a team of true rockstars. Let’s get right into it.

Figure Out What Type of Culture You Want

It may sound a little cliche, but I believe that building a great SaaS sales team starts with first setting a firm foundation. And perhaps the most integral part of establishing a foundation is deciding what you want your culture to be like.

Why?

Because your culture will set the tone on how you approach sales hiring, what type of salespeople you want, what skills and characteristics you want them to have, and so on. Without a clearly defined culture, you’re almost guaranteed to lack direction, which will throw off every subsequent step in the formula.

So I recommend taking the time to crystallize exactly what type of culture you want. It will likely evolve over time, but having a clear initial snapshot should help you get started out on the right foot. For guidance on this, check out this Forbes article.

Create an Ideal Candidate Profile

Once you have a grasp on the company culture you’re going for, you’ll want to use that to create an ideal candidate profile. This can include industry experience, hard skills, soft skills, talent needs, working style, and so on. The more specific you get, the more likely you’ll be to find winning candidates that will thrive in your sales environment.

A tool you can use to streamline this process is HireDNA, which will help you build an ideal candidate from scratch.

With it, you can pinpoint exactly what you’re looking for in a SaaS salesperson, leaving no stone unturned, which brings us to our next step.

Use Data-Driven Sourcing, Assessments, and Screening

SaaS recruiting has advanced dramatically in recent years. Rather than relying on “old school” tactics for sourcing, assessing, and screening candidates, you can now leverage cutting-edge technology and concrete data that simply wasn’t possible in the past.

With HireDNA, for example, you can tap into a national network of hundreds of thousands of SaaS salespeople — both active and passive candidates — to find relevant professionals based on your ideal candidate profile.

For assessment, HireDNA uses a data-driven evaluation, looking at key factors like the role, your culture, required experiences, and unique selling skills. Each candidate receives a score in each category, and those with a match score of 75% or higher qualify for the position.

And for screening, HireDNA uses a sophisticated science-based skills assessment that tests 21 core selling competencies, such as the will to sell, motivation, and responsibility.

That way, every candidate in your talent pool is thoroughly vetted, and you can narrow it down to the absolute cream of the crop. From there, it’s just a matter of interviewing the list of candidates you’ve shortlisted and choosing those that best match your culture and ideal candidate profile.

Set Your Sales Reps Up for Success

Up until this point, I’ve talked about the steps leading up to the pre-hire moment. But for the rest of the post, I’ll focus on everything post-hire, starting with equipping your salespeople with what they need to succeed.

This typically begins with robust onboarding, which is something I’ve covered extensively in this post. Some essentials of SaaS onboarding include:

  • Offering new reps an end-all-be-all orientation resource to quickly get them up to speed
  • Formally training them on the software they’ll be selling
  • Educating them on buyer personas
  • Educating them on your UVP and competitor strengths and weaknesses

Another big piece of the puzzle is providing salespeople with proper mentorship and coaching, especially during the initial stages. This should ensure they have the built-in support system needed to “get in the groove” with minimal friction. Not to mention, it’s an effective way to reduce turnover.

Also, simply making it a point to consistently check in with SaaS salespeople to see how they’re doing and if they’re comfortable can go a long way.

Objectively Assess Performance with Analytics

Finally, you’ll want to identify a list of core metrics that most essential to success and stay on top of them with analytics. You don’t need to go crazy with it and measure every single metric, per se, but you should analyze those that are critical to your bottom line like maximizing revenue, increasing efficiency, and fueling growth.

Some examples include:

  • The number of qualified prospects a rep reaches out to
  • Conversion rate
  • Length of the sales cycle
  • Gross revenue
  • Long-term sales growth

You can find a list of the best SaaS sales analytics platforms here.

Winning with Your SaaS Sales Hiring

The fact that three-quarters of companies struggle with SaaS sales hiring speaks to the inherent difficulty of the process, especially for beginners. But by following a proven template that checks all the key boxes, you’ll know how to systematically approach the process and assemble a team of professionals that will position your business for success.

To learn more about how HireDNA can help with SaaS candidate sourcing, assessments, screening, and more, schedule a demo today. Companies that use HireDNA are able to cut their hiring time in half and eliminate 96% of hiring mistakes.

Why Companies That Use a Sales Assessment Have Reps That Are 24% More Likely to Exceed Performance Goals

Posted on by hiredna

When it comes to sales candidates, what you see isn’t always what you get. One study found that nearly four out of five sales resumes are misleading, and up to 46% contain straight-up lies! This isn’t to say all sales candidates are deliberately trying to be deceptive. But the fact of the matter is that you simply can’t take everything at face value. That’s where a sales assessment comes in.

Though not a magic bullet, there’s a solid body of evidence that shows effectively using a sales assessment can have a dramatic impact on recruiting, with companies that use it having a noticeable advantage over those that don’t. Allow me to explain.

Some Eye-Opening Stats

Most sales recruiters acknowledge that sales assessments have some type of impact on recruiting. But many don’t realize the extent of the impact. So let’s quantify.

One of the most telling studies comes from Aberdeen Group, which found “organizations that use pre-hire assessments are 24% more likely to have employees who exceed performance goals.” That alone I found to be highly impressive and, right off the bat, it shows the correlation between evaluating the skills a potential candidate claims and making smart hiring decisions.

But that’s not all.

Additional research found that “hiring managers who utilize pre-employment assessments report 36% more satisfaction with their final decision than those who don’t.”

So not only are salespeople who are hired after completing a sales assessment far more likely to thrive, hiring managers are far more likely to be satisfied with their decision.

Why is a Sales Assessment So Beneficial?

Again, a sales assessment isn’t a cure-all, and there’s no guarantee that by using one you’ll find the perfect salesperson 100% of the time. But there’s no denying that it can be an immensely helpful tool. I think Aberdeen Group summarizes it well with this quote.

“While this technology might not predict every facet of an employee’s tenure with a company, it certainly is an improvement over making hiring decisions based on interviews, references, resumes, and/or gut feel — together or separately.” By objectively evaluating a sales candidate’s knowledge and skills, you can approach recruiting much more confidently than in the past. And the odds of the person you hire working out long-term are much higher.

But what are some specific reasons why companies that use a sales assessment have reps that are much more likely to exceed their performance goals? Here are three of the biggest.

You Can Verify a Sales Candidate’s Claims

Perhaps the most obvious benefit is that this tool gives you a means of “fact-checking” a sales candidate to ensure they truly possess the skills they claim to have on their resume. Going back to the data in the intro, the majority of resumes are misleading, and, unfortunately, close to half contain some type of lie. So you shouldn’t assume that every candidate you encounter is as good as they say they are.

But with a sales assessment, you can see exactly what they bring to the table. And because all candidates answer the same questions and perform the same tasks in their assessment, you can accurately compare each one side-by-side to see who’s the best fit for your company.

You Can Get a Feel for a Sales Candidate’s Personality

Besides finding someone with the right hard skills, it’s also important to take soft skills like communication, problem-solving, and organization into account. While you can get a general sense of a candidate’s personality through interactions and interviewing, this doesn’t always tell the whole story.

Another big advantage of a sales assessment is that it goes beyond traditional interviewing where you can ask questions to gauge their personality and see how good of a match they would be for the specific role and your overall company culture.

You Can Eliminate Bias

One reason why some sales recruiters make the wrong hire is that they “fall in love” with a particular candidate, even if they’re not the optimal choice. Say, for example, a candidate is incredibly charismatic, shares the same interest, and went to your same college. There’s a good chance you would be compelled to hire them over another candidate that didn’t check these boxes even if they’re not objectively the better fit.

At the end of the day, human bias is always a factor and can easily cloud a recruiter’s judgment. The great thing about a sales assessment is that it eliminates bias so each candidate can be evaluated objectively.

Sales Assessment Tools to Use

At this point, I think we can agree that, when used correctly, a sales assessment can be a huge asset. But what specific tool should you use?

One that many sales recruiters have success with is HireDNA, which offers the industry’s number one skills assessment solution. Here’s an overview of what HireDNA has to offer.

With it, you can assess core selling competencies like lead hunting, the ability to reach decision-makers, relationship-building, and more.

You can also measure “sales DNA competencies,” such as being able to control emotions, comfortably discuss money, and handle rejection, as well as development traits like the will to sell and coachability.

Aftering setting up your ideal candidate profile, you can use HireDNA to filter and screen candidates 10x faster, and recruiters that use it are able to eliminate 96% of hiring mistakes. You can get a full overview of HireDNA and learn more about it here.

Wrapping Up

Sales recruiting isn’t something you want to leave to chance. Fortunately, technology like a sales assessment has created a framework that allows you to evaluate potential candidates from all angles while eliminating many of the inefficiencies that recruiters had to deal with in the past. With a clear correlation between using a sales assessment and reps exceeding their goals, it’s definitely a technology worth implementing if you haven’t done so already.

Ready to take the next step? Schedule a live HireDNA demo today.

The 3 Best SaaS Sales Candidate Screening Tools (And Their Key Features)

Posted on by hiredna

Bad hires, unfortunately, happen more frequently than most SaaS sales recruiters would like. According to research, 74% of recruiters say they’ve hired the wrong rep at some point. And with the average cost of a bad hire being at least 30% of the salesperson’s first-year annual income, it can be highly detrimental. That’s where SaaS sales candidate screening tools come in.

By using the right software, you can effectively filter through a candidate pool to find the cream of the crop while also saving a ton of time and money. Here are my top three picks for the absolute best SaaS sales candidate screening tools.

1. HireDNA

HireDNA is all about taking a scientific, data-driven approach to SaaS sales recruiting to ensure the best possible matches while avoiding common friction points. First, HireDNA evaluates your company’s unique hiring needs, goals, selling requirements, selling environment, culture, and more to create a digital profile of the perfect candidate.

Next, it uses cutting-edge technology to tap into a massive national network of hundreds of thousands of elite SaaS sales professionals. From there, HireDNA uses in-depth screening to objectively evaluate each potential candidate’s abilities based on your exact candidate profile to see how well they match. Candidates that receive a match score of 75% or higher are then qualified to ensure an ultra-high level of compatibility.

At that point, each eligible candidate is asked to complete a comprehensive skills assessment that tests 21 selling competencies to measure things like skill set, motivation, determination, and more.

Those that make the cut will then be shortlisted so you can schedule interviews and make your final decision. The streamlined, systematic, data-driven approach HireDNA takes makes it extremely efficient for SaaS sales candidate screening and has a very high success rate, with recruiters able to eliminate 96% of wrong hires. Further, 92% of candidates that are hired reach the top of their sales force within one year.

You can learn more about HireDNA’s screening process here.

2. Breezy HR

Like HireDNA, Breezy HR is an end-to-end SaaS recruiting tool that does the heavy lifting for you so you spend less time in the trenches looking for candidates and more time on shortlisting and interviewing.

It starts with advertising and attracting where you first create a professional, branded careers page to send candidates to. This can be fully customized and launched in less than a minute without any development knowledge and includes built-in analytics. Or, if you already have a careers page, you can use the Breezy HR widget to create a list of available jobs on it.

Once that’s set up, the software streamlines the process of getting your SaaS sales job in front of millions of potential candidates. After creating a job ad, Breezy HR will automatically post it on over 50 of today’s top job sites, such as LinkedIn, Indeed, Google, and ZipRecruiter.

As SaaS sales candidates start pouring in, Breezy HR has several different features to help you efficiently screen and manage them. For example, the AI-powered Candidate Match Score feature lets you identify the best of the best and instantly prioritize them for quick outreach.

Touchless pre-screening lets you send personalized questionnaires to top candidates, and “Breezy will automatically advance (or disqualify) candidates based on their answers.” Additionally, video screening lets you take it one step further by qualifying candidates with digital face-to-face recordings so you can get a better feel for their personality and style. Once you’ve created your shortlist, Breezy HR offers calendar integrations with Google and Outlook so you can effortlessly schedule interviews.

And with built-in analytics that measure pipeline performance, time to fill, and team productivity, you can identify inefficiencies to continually refine your SaaS sales recruiting process.

3. JazzHR

Let me start by saying that JazzHR is specifically designed for SMBs. So if you’re an enterprise company, this platform won’t have the type of scale that you need. But if you fall into the SMB category, read on.

JazzHR is a straightforward SaaS sales candidate screening tool that doesn’t have quite the same amount of features as HireDNA and Breezy HR, but it definitely gets the job done. It offers a custom careers page with branded templates to send candidates to.

There’s a streamlined candidate sourcing feature that lets you post a single job ad to numerous job boards and social networks. And there’s a built-in referral feature that lets you manage a company-wide referral program to tap into additional candidate leads. This combination allows you to build a strong initial candidate pool right from the start.

From there, JazzHR has ranking features that help you choose individuals who are best fitted for the position you’re hiring for and “organize your hiring pool based on your own criteria and decide who gets moved along in one centralized location.” There are comprehensive assessments with score-based evaluations that let you quantitatively compare top candidates. And after you’ve done your round of interviews, JazzHR assists hiring managers in ranking them one by one while implementing feedback.

Once you’ve made your decision, there are offers and eSignature features to expedite the formalities and ensure all the necessary paperwork is completed while staying fully compliant. In turn, this makes for a better candidate experience so you can get build strong rapport right from the start.

Put it all together, and this makes JazzHR a solid option that works well for many SMBs.

Finding Elite Talent with SaaS Sales Candidate Screening

Sales recruiting technology has come a long in recent years. While recruiters of the past often had to deal with a lengthy, convoluted process and rely on gut feelings that weren’t always accurate, SaaS sales candidate screening tools have been a true game-changer.

While there are numerous options available, HireDNA, Breezy HR, and JazzHR are three of the best overall and cover the full spectrum of candidate screening while also including other great features.

To learn more about why HireDNA is the industry’s number one sales skills assessment tool, check out this resource.

Why Creating a Clear Hiring Process Timeline Can Make Your Brand More Appealing to 83% of Sales Candidates

Posted on by hiredna

Searching for a sales job can be overwhelming and stressful. In fact, 73% of job seekers say it’s “one of the most stressful events in life.” As a recruiter, it’s important to simplify and streamline things to 1) improve the candidate experience and 2) increase your odds of acquiring A+ salespeople while building strong relationships right off the bat. And this often starts with creating a clear hiring process timeline.

In this post, we’ll look at some compelling data that shows just how important a hiring process timeline is, along with specific elements to focus on.

Putting Yourself in a Sale’s Candidates Shoes

Nearly everyone will perform a job search at some point in their career. And nearly everyone will experience the struggles that come along with it.

Searching for a new sales position marks a big life change. A person may need to give notice to their current company, figure out how to transition from their current job to a new one, switch up their daily schedule, or even move to a new city. Not to mention the potential financial strains it can create.

With this comes a lot of uncertainty and stress if a sales candidate is left in the dark about what’s happening with a potential employer. This is bad for everyone because, on their end, it hurts the candidate’s experience. And on your end, the friction it creates can sour what could have been a solid relationship.

Even if a sales candidate was initially excited about the idea of joining your team, they may end up going elsewhere simply because they weren’t sure about their status. In turn, quality candidates can end up slipping through your fingers, and in the long run, this can even hurt your brand equity if you get negative online reviews from resentful ex-candidates.

Looking it at like this, lacking a clear hiring process timeline is bad all around. However, when sales candidates know what to expect, it can create positive rapport and make things smoother for both parties.

What the Data Says

Now the question is, just how big of an impact can a clear hiring process timeline have?

According to SmallBizGenius, “83% of candidates say it would greatly improve the overall experience if employers provided a clear timeline of the hiring process.” Based on this data, you could create a pleasant experience for more than 8 out of 10 candidates by simply making the process more transparent.

In a world where many companies are struggling to create a positive candidate experience and 58% of job seekers say they’ve declined an offer because of a negative experience, this an extremely important stat to take note of.

To crystallize things further, here’s some additional data:

  • “52% of job seekers cite lack of response from employers as their biggest frustration
  • 75% of applicants never hear back from employers
  • 81% of job seekers say employers continuously communicating status updates would greatly improve their candidate experience” 

At this point, it’s clear that the vast majority of sales candidates want more transparency from employers and that offering it can have significant results. But how exactly do you go about that?

Elements to Include in the Hiring Process Timeline

For starters, you’ll want to give sales candidates at least a rough idea of how long your hiring process is. While the specific stages of recruiting can vary, the seven fundamental stages usually look something like this.

Seven Steps of Selection Process

So, for instance, when a sales candidate submits their application, you could send them an email outlining what to expect, what the next step is, and when they’ll hear from you next. Keep in mind you don’t necessarily need to include exact dates, but try to give them a basic overview of what your timeline looks like so you’re on the same page.

For candidates that make it to the interview stage, you’ll want to be more detailed with the upcoming phases in the process. This can include how many rounds of interviews there will be (e.g. an initial 15-minute Zoom call and a longer follow-up call if they pass), what will happen during each round, and how long it will take your recruitment team to make their decision.

This alone can make for a far better candidate experience and should help you avoid many of the common “friction points” that are detrimental to the process.

When it comes to sales candidates that have been disqualified, you’ll want to let them know as soon as possible that you’ve decided to move on. While this, understandably, can be difficult and no one wants to be the bearer of bad news, you never want to leave someone hanging when they’re no longer in the candidate pool. In this situation, you’ll want to thank them for applying and let them know that you sincerely appreciate their interest in your company, but you’ve decided to go with someone else who is a better fit.

If you’re not sure how to approach this, here’s a basic email template you can use.

10 Essential Recruiting Email Templates

Also, note that most experts suggest never going longer than a maximum of one week to follow up at any point in the hiring process.

Wrapping Up

A poor sales candidate experience can be toxic to everyone involved. It leaves a sour taste in the mouth of what could be a rockstar salesperson. And it can hurt your company if you lose out on top-tier talent to competitors. Fortunately, this is often avoidable by creating a transparent hiring process timeline.

Doing so puts you on the same page with sales candidates and drastically reduces the likelihood of friction arising, as they’ll know what to expect every step of the way. From putting in their application to scheduling an interview to making your final decision, you’ll have close communication throughout.

If you’re looking to fill your pipeline with leading sales talent while cutting your hire time in half, check out HireDNA. Recruiters that use it eliminate, on average, 96% of mistakes and lower turnover by more than 33%.