Recruiting the right sales candidates is no easy feat. To help you improve your sales recruitment strategy, we have listed 3 useful recruitment tactics in this blog.
Sounds good? Then read on!
3 tactics to improve your sales recruitment strategy
1. Get your pitch together
Your pitch is not only important for new clients, but also for your sales recruitment strategy. Why? Because sales candidates want to feel the need for your product or your service. If they feel that they can sell your product, they will be more interested in your job offer.
This means that you have to talk about the market potential of your products or services, and why people need them. So, get your pitch together and make it part of your recruitment strategy!
2. Get your numbers straight
Salespeople genuinely love numbers, and they love to talk about them. So you have to do your research and get your numbers straight. How big is the market and how is it evolving? How many clients do you have? What’s the price of your products? What’s the turnover of your company? And how are you growing?
Since your candidates will ask you these questions from the get-go, you better include this information in your sales recruitment strategy. Get your numbers straight and do your research, so you can give them the correct answers.
3. Long-term motivation is important
Motivation is a very important factor in the recruitment process. In the short-term, sales candidates can be excited about money and incentives, but that’s not the most important part. You have to tap into their long-term motivation. For example, they might see themselves take on a more senior role in the company. So you have to talk about 2 things: vision and careers.
What do you want to achieve in the long term with your company? What are your unique selling points? In short: what’s the vision for your company? It’s important that this vision matches with the ambitions and vision of your (future) salespeople.
Career paths should also be part of your recruitment strategy, as salespeople are usually very ambitious people. Why don’t you talk about successful employees that have taken the same steps that a particular candidate might want to take as well?
For example: “Hi, this is Mark, our global sales director. Did you know that Mark used to be a junior business developer here?” This simple message taps into their long-term motivation.
In sum, there are 3 things you have to remember to optimise your sales recruitment strategy:
- get your pitch together,
- get your numbers straight,
- tap into the candidates’ long-term motivation.
Of course, this sounds a lot easier in theory than it is in practice. Could you use some help with your sales recruitment? We’d love to discuss your sales recruitment strategy with you. Contact us now so we can meet up!