Are you experiencing high turnover in your sales organization? If you answered, "yes", you are not alone. In fact, in a recent study by Glassdoor for Employers, 68% of respondents said they would be looking for employment in 2015. With sales professionals in high demand, employers need to appeal to their interests and skills.
With this in mind, we have created a list of "what not to do" when recruiting your top sales professionals for 2015.
Like most individuals, sales professionals really hate answering the phone to a cold call or opening a "spamy" email. How can you recruit a candidate without a cold call or email? Nathalie Scardino, Recruiting Director of Salesforce, advises to turn a cold call into a warm call and a "spamy" email into a friendly introduction.
Before picking up the phone and dialing the number of a candidate or sending a scripted email, do your research. Sites like LinkedIn and Glassdoor make it easy to access a candidate's professional history without being invasive and chances are their information is readily available with so many looking for a new job in 2015. In addition, you should have detailed information about the employer, their requirements and expectations for the position, company culture and what types of compensation packages they offer. From there you can play match maker and reach out to the right candidates with a personalized message.
Discarding Cultural Fit
A sales position is not just a job for a sales professional. Successful salesmen and women do not work an 8 to 5, Monday through Friday. Lots of travel, overtime, and "wine and dining" come with the territory. Sales professionals rarely "clock out" and are extremely dedicated to achieving their goals. To appeal to the right candidate your organization must match your company culture to the candidate's personality and cultural fit. Although compensation is a high priority and motivator for an employee, if they are unhappy with the company culture they will eventually leave. Make sure you have a company environment that agrees with the candidates you are interviewing.
Poor Candidate Experience
A long, outdrawn interviewing process is a huge turnoff for any candidate. Don't lose the perfect candidate with poor interviewing tactics or lack of follow up. A lot of companies often engage in asking off-the-wall questions in an interview, unrelated to the job position, hoping they will see the candidate's personality traits. Not only is this extremely annoying and insulting to a candidate, research shows that these types of questions give no insight into a candidate's personality or how well they will perform. Another mistake employers make is relying too much on a resume. Leah Pettinari, Recruiting Manager of Boston Beer, explains that looking past a resume means asking in-depth questions to understand the candidates's skills, experience and background - personal and professional. Giving the candidate an opportunity to present their interests and hobbies is a great way to assess how they might perform. Lastly, a lack of follow up after a candidate has interviewed can leave the candidate in limbo, wondering what the next steps are. Responding with a quick follow up of next steps, whether you want to move forward with the candidate or not, shows professionalism and courtesy.
Remember, when searching for your sales dream team in 2015 do your research, search for cultural fit and ensure a successful candidate experience. Following these simple tips will allow you to attract and recruit top talent.
Have more questions on recruiting, motivating and retaining sales pros? Click here to view our webinar with Glassdoor, Boston Beer and Salesforce.