Hannah Simons
In today's competitive job market recruiting top-tier sales employees can be challenging, especially in a candidate-led market where skilled candidates have the upper hand. As organisations compete for the attention of the best talent, the art of recruiting sales employees has evolved into a strategic process that requires a unique blend of techniques. In this blog, we will delve into the strategies and best practices that can help your organisation recruit sales employees effectively in a candidate-led market.
Craft a compelling employer brand
The first step to attracting top sales talent is to establish a compelling employer brand. Your brand should communicate the company's values, culture, growth opportunities and the unique aspects that set your organisation apart from the competition. Candidates today seek more than just a paycheque; they are looking for an engaging work environment that aligns with their personal and professional aspirations. Utilise social media, employee testimonials and a well-designed careers page on your website to showcase your company's culture and values.
Define clear job descriptions
To attract the right candidates, you need to provide clear job descriptions. Outline the roles and responsibilities of the sales position, detailing the tasks, goals and performance metrics. Include information about the target market, products and services the sales team will be working with. A well-defined job description will help candidates understand the expectations and visualise themselves succeeding in the role.
Utilise data-driven recruitment
Leverage data analytics to make informed decisions throughout the recruitment process. Analyse past recruitment data to identify trends, successful channels and common attributes of top-performing sales employees. This data-driven approach can help you optimise your recruitment strategy by focusing on the platforms and techniques that yield the best results.
Implement behavioural interviews
In a candidate-led market, the interview process should go beyond assessing technical skills, especially when interview for sales roles. Behavioural interviews are designed to evaluate how candidates handle real-world situations and challenges. Present candidates with scenarios they might encounter in the sales role and assess their problem-solving skills, communication abilities and alignment with your company's values.
Offer attractive compensation packages
Competitive compensation remains a crucial factor in attracting top sales talent. Research industry standards and offer a compensation package that includes a competitive base salary, commission or bonus structures and benefits like health insurance, retirement plans and flexible work arrangements. Highlight the potential for high earnings based on performance to pique the interest of sales-driven candidates.
Focus on professional development
Sales professionals often seek opportunities for growth and skill enhancement. Emphasise the professional development prospects your organisation offers, such as training programmes, mentorship opportunities and avenues for career development. A commitment to helping employees continuously improve their skills can be a strong selling point for top candidates.
Leverage employee referrals
Your existing sales team and employees in the wider business can be a valuable resource for finding new talent. Encourage employee referrals by offering incentives for successful referrals. Current employees are likely to recommend candidates who align with the company culture and have the potential to excel in the business.
Provide a positive candidate experience
A positive candidate experience can leave a lasting impression, even if a candidate doesn't ultimately join your organisation. Communicate clearly throughout the process, provide timely feedback and treat candidates with respect and professionalism. An exceptional candidate experience can enhance your company's reputation and make candidates more likely to consider future opportunities.
How Furza can help
Furza’s specialist talent attraction and in-depth training programme can help businesses recruit, develop and train successful sale people. Our established and thorough recruitment process can help you find the sales talent you need, to drive your business forward.
A dedicated Furza team promotes your opportunity and vigorously pre-screen applications for your role to ensure quality, desire for sales and culture fit. This is inclusive of an initial call to understand the applicant's desire for sales, ensuring they meet the job brief requirements and ideal candidate profile, whilst assessing communication skills and quality. Our team then hold a formalised 30 minute telephone interview assessing their desire for sales, attitude, potential and sales competencies. The final step is a short video interview, confirming their commitment to the role. We then fill a dedicated assessment day with high-potential candidates for your sales team. Our recruitment process helps organisations remove the associated risks and costs of recruitment, supporting you with an end-to-end solution to forge a right-fit sales talent for your business.
Once you’ve selected the talent that fits your business, Furza provides a 3-month, off-headcount, sales training programme to build cohesive and high-performing sales people, ready to make an immediate impact in your business.
Get in touch with our team to discuss a tailored graduate recruitment and training programme.
