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The 30 day sales recruiting strategy

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The 30 day sales recruiting strategy

  1. 1. 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.
  2. 2. Understand the hiring landscape before you put your job posting out there.
  3. 3. Where you are actually hiring, geographically, plays a role into the type of salesperson that will be successful.
  4. 4. From the job title to the job description, make sure you know exactly what you are looking for in your new sales person.
  5. 5. If your salary is too high or too low, you will not find the right fit for your role.
  6. 6. How much experience this person will need? With more experience comes a higher salary – know what you need.
  7. 7. 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.
  8. 8. Regardless if you pay or not, you need to advertise your job postings somewhere.
  9. 9. 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.
  10. 10. The day of the week and time of day. Tuesdays remain the heaviest job posting day.
  11. 11. What companies did they work for, target and strategize.
  12. 12. No such thing. You want volume, the problem is usually not enough volume or not enough bandwidth to go through the volume of resumes.
  13. 13. 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.
  14. 14. When you get your qualified candidates scheduled for interviews, you need to have your process buttoned up.
  15. 15. Interview questions are important to qualify candidates. Good questions are takeaways that will intrigue candidates to work at your company.
  16. 16. You still need to ask a candidate for references and a bad reference is a clear reason to not hire someone.
  17. 17. Move with a sense of urgency and precision. You don’t want your ideal candidate to decline your offer because you moved too slow.
  18. 18. 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.
  19. 19. Internally or Externally – Talk to your team or reach out to a sales recruiting firm to help build a pipeline of qualified candidates.
  20. 20. Top sales people have connected with other top sales people, ask them who looks good for your role.
  21. 21. Sometimes a funny culture video or clever “about us” webpage can do the trick in order to attract the talent you want.
  22. 22. 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.
  23. 23. This kind of works along with #21 but when you create a buzz, you attract qualified sales candidates.
  24. 24. Nothing motivates sales people like money!
  25. 25. Similar to#9 but this is more targeted towards companies and broader than just on LinkedIn.
  26. 26. 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.
  27. 27. 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.
  28. 28. Once you do #21, you will want to post this on social media and make sure your employees are doing the same.
  29. 29. Share your enthusiasm with the team. You want to be excited about the company and the opportunities you are hiring for.
  30. 30. Track and follow up with your pipeline – Stay on top of your process and move swiftly through the qualified people.
  31. 31. If you find yourself struggling to find the right people. Remember, as the experts in sales recruiting, Treeline can help.

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