Has your company lost tens or even hundreds of thousands of dollars due to hiring mistakes?
Do you currently struggle on-boarding new hires and are not sure what you can do to shorten their "learning curve" and improve your ROI?
If so, here are 3 things you need to know before you are recruiting really strong people that can be successfully developed into Top Performers for your team:
Hiring “A” Players is like chasing “fools gold”
The reason we get caught up in the “fools gold” of hiring an “A Player” stems from our need for immediate results from a new hire. More often than not, this leads us to make hiring decisions based on experience than potential.
Experience is great, unless that experience is tarnished with a history of bad habits and "self-limiting beliefs" which is often the case.
The question to ask your team: if that experienced candidate couldn’t succeed at their last stop, what makes you believe they will be able to perform for your company?
I’m not saying don’t hire experienced people, just go about this like you would purchase a used car – very cautiously.
Companies “hire” more than they “recruit”.
It is called recruiting for a reason and your process should more closely resemble sales (persuasion) than it does an enrollment program or you’re probably just “hiring” people too.
Recruiting (def.) persuade (someone) to do or assist in doing something.
Data from Objective Management Group shows that sales managers coach less than 10% of their time and they spend even less time on recruiting.
What ends up happening is that sales candidates come from within your team’s immediate network – which is a pretty small pool to choose from.
When sourcing candidates through job postings, the lack of communication between HR and Sales leaves most company’s job ads sounding more like legal “terms and conditions” than an ad designed to attract ideal candidates.
Again, your internal “HR recruiter” is attracting a very small pool of qualified candidates that your sales managers rarely like to choose from.
Are you starting to understand why hiring salespeople is giving you headaches and costing you a ton of money?
Keep reading if you want to know what you can do about this.
Start actually recruiting sales people who will sell and stop hiring from the bottom 25%.
The catalyst to recruiting top talent is to start attracting a deep pool of candidates. Most of the top performers are out there meeting clients & closing deals and they're tough to get the attention of.
A good way to start grabbing their attention is by writing really strong job ads and have those placed in a variety of job boards including LinkedIn and Indeed.
Writing a quality job ad can only be done after you have clarity around the 2 to 3 things the candidate must be able to perform successfully.
Once you have this clarified, a job posting that attracts ideal candidates must begin by describing the candidate and not resembling the "investor page" from your website.
Once you have a steady stream of candidates, you must be able to screen and sort the “wheat from the chaff”.
This can be very time consuming and difficult to accomplish. The best way to add efficiency here is to use a sales-specific candidate assessment like this one.
Not only will you save yourself countless hours reviewing resumes and interviewing unqualified candidates, but you will make sure your hiring managers are only interviewing and selecting candidates that can and will sell.
The value of using a sales candidate assessment doesn't stop there. Now that you know the strengths and weaknesses of your new sales person you can create an on-boarding and development plan customized to their needs.
Congratulations, you just transformed your sales recruiting process by learning "3 things" that will make that headache disappear!
Learn more about developing your recruiting process here.