Published on Jun 23, 2022
There’s no denying that 2022 is a candidate’s market. With a huge demand for high-level talent and a diminishing number of young, qualified job seekers, many sales companies are struggling to maintain adequate manpower. While there’s a lot that goes into winning the talent war, a great place to start is creating quality job ads that include the specific information sales candidates want to see.
For this post, I’ll explain exactly what those things are based on concrete data, along with a real-life example of a job ad we created.
An in-depth job search study analyzed what “job seekers want employers to provide as they research where they work.” While it varies somewhat, the data found that five pieces of information stood out above all else and include the following:
Now let’s fully unpack these findings.
Compensation information being first on the list comes as no surprise. Research has found this is hands down the most important thing for job seekers, with 74% wanting salary information. For comparison, that’s 13% higher than the next piece of information on the list, which is benefits at 61%.
One of the things I mentioned in my last blog post is that today’s massive inflation rate of 7% (the highest in 39 years) has created a bidding war where many companies are willing to pay elite salespeople top dollar to join their sales force. So it only makes sense that job seekers will want to see salary information front and center.
If you look at one of the job postings we made for our client MPOWER Envision, an Illinois-based software company, you’ll notice we included both the base salary range and total compensation range so, at a glance, job seekers could see what they’re working with.
Ideally, compensation information will be located at the top “above-the-fold” of a job ad so sales candidates can see it without having to scroll down.
As I just mentioned, 61% of sales candidates want to know what types of benefits a company offers. That’s also unsurprising as sales companies can differ widely in terms of benefits and perks. If it comes down to a job seeker choosing between two companies with identical pay, nearly all will opt for the company with more robust benefits. So you’ll want to be crystal clear about what you offer.
In our example featuring MPOWER Envision, we included a fully fleshed-out list of traditional benefits, such as health, dental, vision, 401(k), and so on. Besides that, we also mentioned that employee wellness is a priority, there are ample career development opportunities, and employees can provide input and be a strategic voice.
While you don’t necessarily need (or want) to go into great detail about your company, data shows that providing a quick overview is important for helping sales candidates get their bearings. Going back to our example, we point out the essentials like when MPOWER Envision was founded and how many employees it has.
We also mentioned a bit about them, that they’re backed by a 30-year-old well-established sister company, who uses their platform, and more.
Again, you don’t need to go overboard. But offering a succinct overview helps get your foot in the door with sales candidates and ensures they don’t have to struggle to get a feel for your company.
I’m a firm believer in developing a great unique value proposition (UVP). With so much competition out there, it’s never been more important to differentiate yourself from other companies. In line with that, it’s important to let candidates know what makes your company attractive.
For MPOWER Envision, we noted that they have a 4.6-star G2 rating and a perfect 5-star Glassdoor rating to instantly impress sales candidates right off the bat.
Leveraging social proof like this is always a good strategy for establishing value and showing your company is respected.
Besides that, we mentioned that the job is remote, which is highly appealing for many of today’s sales candidates in our post-COVID world.
Culture has always played a role in who sales candidates want to work with. But that’s never been more true than it is today.
As Natalie Baumgartner of the Harvard Business Review puts it, “candidates are seeking workplaces where they can intertwine their beliefs with those of the company, and work together on a common vision of purpose and success.” Therefore, things like mission, vision, and values are critical pieces of information sales candidates want when considering applying.
When writing the job description for MPOWER Envision, we clearly articulated this information, saying what it’s like working there, what the company’s mission and values are, and more.
Most sales companies are up against some stiff competition in 2022, and you need to bring your A-game in all aspects of sales recruiting. One of the best places to start is to understand what sales candidates want to see in a job description and strategically hone in on those areas. That way you can grab the attention of more rockstar sales reps and fill your pipeline with strong candidates.
Looking to hire better sales talent, faster? See how HireDNA uses cutting-edge features like intelligent matching and science-based assessments to connect sales companies with the best and brightest. Brands that use HireDNA cut their hiring time in half, and 92% of suggested candidates are top achievers within their first year.
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