Just how an efficient salesman can deliver efficient sales strategies, an efficient recruitment strategy will help you discover great salesmen.

 

A product may sell itself with its own USP, but it takes the right sales recruitment strategy to find an employee who can identify the product market and do the best possible product placement. 

 

To get your company right on track with sales and revenues, it is extremely important that you hire the right people by using the right recruitment strategies. Here are some strategies that you could put to use.

Sell your business

The best only wants to work with the best. Hence, if you wish to hire the best candidates, they need to know how good your company is. 

 

Pay attention to how the company is described, the work environment and culture, the advantages of working with you. As a company, you may also emphasize your products, services, and market share. A great way to do this would be to keep any accessible information updated. Your own website and online portals like LinkedIn would be one of the first points of information that potential candidates would look forward to.

Continuously look out for great salesmen

For a field like sales or marketing, you need to be always on the lookout for efficient sales and marketing personnel. Thus, rather than hunting for one just when you need one, keep in touch with great finds you come across.

 

They might prove useful when you have an opening in your organization. Also, try expanding your search pool instead of limiting yourself to looking for someone who has prior sales experience. 

Make a checklist for the qualities of a marketing head

Before you head out hunting, ensure that you are aware of what you are looking for. What are the important qualities in a marketing candidate? Is he aware of your market? Will he be required to know any software?

A salesman needs his/her creative freedom

While it is great to have an idea in mind as to what kind of employee you want in your sales team, being too adamant about it would be rather sad. One might end up disregarding a potentially excellent candidate.

Write a clear job description

Many employees often complain that they could not interpret the job description well enough to predict the kind of work they were expected to do but applied and joined anyway.

 

Elaborate on the required experience, skillset, market, qualifications, personality traits as well as working hours and schedules to give clarity to the job description. This mitigates any risk of a hire turning down the offer or an incorrect hire altogether.

Evaluate their personality

A salesman or a marketer needs to be a people’s person. Thus, it is integral that they possess most of the below-listed traits:

    • Impressive personality
    • Confident
    • Patient
    • Analytical
    • Can hold conversations
    • A good judge of people’s behavior

These qualities make a better salesman or a marketer.

 

sales job

Use a professional recruiter

You may know your company and what it requires the best, but a professional recruiter can be a better judge and conduct the interview in a more constructive manner. Besides, professional recruiters also have wider networks that help you reach out to a bigger number of candidates. However, while hiring a professional recruiter, ensure that he or she is well versed and experienced with the field as well as the industry. 

Ask for sales referrals

Ask your ex-employees, as well as current employees who know you the best, to refer a good sales or marketing professional. In most circumstances, they will also have a network that will suit you the best. At the same time, your current salespeople will also have certain expectations and assumptions about their team and recommend only the best. To encourage referrals, give out incentives for every referee you hire.

Talk sales and marketing situations

Sales and marketing roles are all about making the most of one’s situations. Thus, talk about real-life experiences, discuss case studies, and brainstorm new ideas during the interview. For example, ask them to devise a marketing plan for your product or to criticize an existing strategy. This will let you judge the sales as well as product and market knowledge of a potential recruit.

Start conducting exit interviews

There could be many reasons that a potential employee may resign and never disclose why. He or she may cite higher studies or relocation as a reason, while in reality, it could be for a job with a better work culture or due to an arrogant team leader.

 

An exit interview brings the company closer to knowing the reason for an employee’s resignation. Thus, knowing the real reason, an outcome of a healthy conversation with HR personnel, the company can make amends that will help in the long run. 

 

Exit interviews also help you to create brand ambassadors for your brand. Most sought after employees review their jobs on portals like Glassdoor or Indeed. When the employees feel heard and respected, they are sure to leave more positive reviews, adding to your company’s goodwill. 

 

The quest to have the best sales and marketing talents is an ongoing process that doesn’t seem to end anytime soon.  Keep up with the trends, make your presence felt, and be objective in your hiring processes and leverage on technology to find the best fit.