Just because your company has created a culture which recognizes and rewards its top performers, does not mean that you'll naturally be able to attract top sales talent.
Conveying the value and rewards of working for your sales team can be a big challenge. Let's consider six of the most common recruitment mistakes which turn off prospective candidates for sales positions.
1. Poor Job Specs and Not Selling the Role to Candidates
While it might seem fundamental, it is staggering how often one can come across job descriptions which are either too vague or fail to promote the benefits of the role.
When embarking on a hiring programme, ensure that your job postings are clear and the proposition is attractive. Try to minimise the corporate jargon (unless that's a passive qualifier used to weed-out less experienced candidates).
Use simple language and accurate descriptions. Be keyword-focused when posting on job boards and before you post, review to ensure the job spec, company description and stated compensation package accurately conveys those factors which sets the role apart from other positions at competitor companies.
2. Hiring Process - Not Keep it Streamlined and Accessible
Once you get to the screening and interview stage, it is essential that you keep it as streamlined and open as possible.
Prospective recruits are often turned off by having to meet too many requirements for an opportunity to work at your company.
Processes like multi-stage interviews, personality tests and aptitude tests can be long and tedious. Although, in most cases, these are vital aspects in the recruitment process, try to minimize the investment of effort required from candidates so not to alienate prospective top talent.
Whenever possible, put the resources and processes in place to ensure you can reply to applicant’s email, and answer genuine candidate queries during the recruitment process. Don’t keep your candidates guessing. Treating candidates with respect through honest and timely feedback is a big statement about the powerful employer brand you offer.
3. Unreasonable Requirements
If you are inflexible with the demands of your recruitment processes you’re more likely to miss out on top talent. Do the essentials right and show your company to be considerate of candidates needs. Try, for example, to schedule interviews and exams at appropriate. Salespeople may often have 9-5 roles which are measured and rigid due to optimum times to contact prospects.
Try also, to offer a sufficient time for your candidates to produce certain documents and requirements.
4. Broken Promises
Seriously! Don’t tell candidates that they have “a good chance of getting hired” if that’s not the case. Don’t promise them a “high-salary” if you know it's not that competitive. Don’t promise potential hires that you’ll phone them back at a specific time or date if you may not be able to deliver.
5. Lack of Transparency
Don’t be afraid to share information regarding company policies, processes, job details and descriptions. By showing an openness to the candidate you open the way to a more constructive and authentic two-way dialogue.
6. Not Giving, Nor Asking For, Feedback
Once the attraction, filtering and interview processes are completed, it is good practice to provide prospective candidates with feedback. Consider complimenting them on the strengths they displayed in the hiring process and explain potential points for improvement.
Don’t forget to ask for feedback about your hiring process too. An external perspective never hurts. This shows that your company is open-minded and is flexible enough to want to improve.
When hiring sales pros try to represent your company in the way it deserves by doing the basics right and developing a hiring process which will attract, engage and win the top sales talent.
About the Canadian Professional Sales Association
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