With less than 30 days left in Q1. This 30 day sales recruiting strategy guide will help you meet your Q1 sales recruitment needs.

2. If you are hiring for new sales
positions you will want to know
what has worked well in the past.
No need to reinvent the wheel.

3. Understand the hiring
landscape before you put your job
posting out there.

4. Where you are actually hiring,
geographically, plays a role into the
type of salesperson that will be
successful.

5. From the job title to the job
description, make sure you know
exactly what you are looking for in
your new sales person.

6. If your salary is too high or too low,
you will not find the right fit for your
role.

7. How much experience this person
will need? With more experience
comes a higher salary – know what
you need.

8. Where you post or how you advertise
your job will determine the volume of
resumes you receive and the caliber
of sales person you attract.

9. Regardless if you pay or not, you need
to advertise your job postings
somewhere.

10. This is a more targeted approach to
find people that work at your target
companies so that your job posts go
to the right people.

11. The day of the week and time of day.
Tuesdays remain the heaviest job
posting day.

12. What companies did they work
for, target and strategize.

13. No such thing. You want volume, the
problem is usually not enough
volume or not enough bandwidth to
go through the volume of resumes.

14. You certainly do not have time to
interview all the resumes. Be selective
and read between the lines of a
resume to find your top candidates.

15. When you get your qualified
candidates scheduled for interviews,
you need to have your process
buttoned up.

16. Interview questions are important to
qualify candidates. Good questions
are takeaways that will intrigue
candidates to work at your company.

17. You still need to ask a candidate for
references and a bad reference is a
clear reason to not hire someone.

18. Move with a sense of urgency and
precision. You don’t want your ideal
candidate to decline your offer
because you moved too slow.

19. Technically this is after you hire but
important enough to mention in
order to retain those great candidates
you worked so hard to find and hire.

20. Internally or Externally – Talk to
your team or reach out to a sales
recruiting firm to help build a
pipeline of qualified candidates.

21. Top sales people have connected with
other top sales people, ask them who
looks good for your role.

22. Sometimes a funny culture video or
clever “about us” webpage can do the
trick in order to attract the talent you
want.

23. Don’t think you can’t do it because
you can. You need to allow yourself to
make decisions and put process in
place to find the best candidates.

24. This kind of works along with #21 but
when you create a buzz, you attract
qualified sales candidates.

25. Nothing motivates sales people like
money!

26. Similar to#9 but this is more targeted
towards companies and broader than
just on LinkedIn.

27. Change it to say “I’m Hiring”. This
seems simple but as you connect with
your targeted candidates, they will
immediately see you are hiring.

28. Post your job on LinkedIn and ask
your reps to like it – This is a great
way to target sales people in order to
drive as much traffic to your post.

29. Once you do #21, you will want to
post this on social media and make
sure your employees are doing the
same.

30. Share your enthusiasm with the team.
You want to be excited about the
company and the opportunities you
are hiring for.

31. Track and follow up with your
pipeline – Stay on top of your process
and move swiftly through the
qualified people.

32. If you find yourself struggling to find
the right people. Remember, as the
experts in sales recruiting, Treeline
can help.