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3 common sales recruitment mistakes

Written by Guest Author | June 19, 2015 | 0 Comments
Hand Shake (2)In the constant fight for great salespeople, it’s easy for organisations to make mistakes. Even following a lot of the received wisdom about effective sales recruitment doesn’t always work, as traditional hiring processes can simply make your job harder rather than easier.
Here are three of the mistakes that can make it especially difficult to lure brilliant salespeople.

1. Depending solely on job ads

To be fair, we aren’t denying that the right job advertisement can work well for attracting salespeople – however, depending on them exclusively rarely works well.
Why? Well, the most gainfully-employed salespeople often aren’t looking at job adverts – they’re too busy acquiring new business for their present firm or engaging with wider corporate culture via the most relevant social media channels.
That is why your own approach to sales recruitment needs to be a much more comprehensive one if you are to catch prospects like the above.

2. Conducting a cumbersome interview process

As you might have guessed, the best salespeople are also frequently short of time. Their lives run on tight schedules and they don’t exactly have the patience to sit through endless hiring committee meetings.
While an in-depth interview process is perfectly understandable for a good salesperson, an inefficient one is not and is unlikely to command their respect.

3. Making a poor offer

It takes a lot of time, money and resources to find great salespeople, so why put it all to waste by presenting an employment offer that doesn’t match the candidate’s expectations?
Those expectations should be communicated throughout the interview and assessment process, followed by a final job offer that is in keeping with the candidate’s true market worth. Indeed, to quickly secure a candidate, your offer may actually need to be above the market rate.
To determine what kind of offer would be reasonable, research the earnings of other top performers and consider what will be required to attract the given candidate.
You won’t want to aim at a stupendously high amount that is simply not sustainable for your firm. However, you’ll also want to shy away from an overly low offer that effectively insults the candidate and deters them from having anything to do with your company ever again.
It couldn’t be more important to take the right approach to your firm’s sales recruitment if you are to get results, particularly given the present balance of power in favour of job seekers over employers.

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