Struggling to build a high-performing sales team that excels at hitting quota consistently? Want to fill your sales force with talented players who can effectively sell value but wondering how? If you are being counted on to tap a better breed of sales talent, consider revamping your recruitment process to improve the quantity and quality of your sales team.
Try these 3 actionable tips to build a sales team that consistently delivers high performance:
1. Sourcing Candidates on Social Platforms
Social networking platforms are perfect for tapping passive talent at scale. The best salespeople on the planet are always employed and also actively delivering results at their current company but this passive pool of talent is too big to be ignored. If you plan to improve the quality of your candidate pool, shift your talent acquisition efforts to social professional networks and review performance sites like LinkedIn, Vault and Glassdoor. These platforms provide extraordinary sales talent a perfect platform to showcase their merits, personal stories and standout track records. So, if they are casually looking for another job, you can offer them a fulfilling role by researching their profiles. Recruiters can make this entire process faster and efficient by using applicant tracking software to automate job posting and candidate screening. ATS also tracks your recruitment reach on a centralized cloud account so you know where to focus your time and effort for tangible results.
2. Screening Resumes At Scale in a Fraction of Seconds
Recruiting software can dramatically reduce the time, effort and resources spent on screening top sales talent. Instead of surfing through a sea of resumes, let algorithms do all the legwork as they slice and dice applications to narrow down your talent pool by the experience, skill set, and the performance you desire. Online recruitment software does a great job at sorting candidates to deliver more diversity and better outcomes while eliminating bias. So switch to applicant tracking software and lighten your load. The smart filter intelligence of an ATS actually delivers a 500% ROI in terms of time and cost savings as compared to manual screenings so use this advanced technology to your advantage and catch excellent sales professionals before they pass over.
3. Shortlisting Top Sales Performers with More Accuracy and Less Bias
HR analytics offer reliable insights into who will stay productive and stick around for longer. This is why more and more companies are using recruitment reports and HR analytics for digging deeper into the hiring processes and taking informed decisions based on accurate and objective results rather than relying on gut feeling.
Another reliable way to screen stellar sales profiles is by teaming up a behavioral-based interview questionnaire with psychometric tests that meticulously test the candidate’s sales DNA. Online screening tests can efficiently filter out candidates based on their sales performance, consistency, soft skills, aptitude, persistence and other relevant traits. Algorithms and analytics are also critical to eliminating human errors and biases that creep into the sourcing process and impact the quality of new hires. Recruiters can accelerate their sourcing speed and use their productive time more effectively by employing technology and data to do all the heavy lifting like posting jobs, screening, evaluating, analyzing and shortlisting sales talent based on unique requirements and preferences.
Applicant tracking software has become the new backbone of busy recruiters who are expected to fill the sales force with A+ players consistently while reducing the hiring costs. ATS integrates with popular social networks and preferred job boards to expand the talent pool, automates everyday recruitment tasks, screens applications in seconds and accurately narrows down the candidate pool by matching the traits of top performers. This is why HR thought leaders are embracing advanced online recruitment software and taking a seat at the table as progressive strategic partners in their organizations.
About the Author
Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.
