When your hiring process starts to feel like a treasure hunt worthy of Indiana Jones, it is time to step back and critically evaluate why you can’t find employees for your open sales positions.
After you identify the reason, you can correct the issue.
8 Reasons You Can’t Find the Right Sales Employees
1. Lengthy application process
92 percent of people who click “Apply” do not complete job applications (Appcast via SHRM). The data suggests that candidates drop out because:
- The process is not engaging
- It takes too long to complete
- Redundant questions
2. Publishing a job posting does not guarantee it will be seen.
Over 13 million global jobs were listed on LinkedIn in December 2023.
After you narrowed the search for “Sales Manager” in the United States, you still saw more than 25K results. That is an overwhelming number of postings for a job seeker to look through. As they scroll, it is likely they skip over yours – or never see it at all.
3. Unrealistic expectations
An entry-level employee will not possess 3-5 years of experience. A sales rep cannot complete the core aspects of their jobs and run your events while also serving as your part-time marketing coordinator.
4. Other companies offer higher compensation
It’s not hard to see why you can’t hire when you offer $60,000/year for a position while competitors regularly pay $70,000 for the same role.
5. Not offering in-demand benefits
Alongside competitive compensation packages, candidates have a list of benefits they want from employers. The prioritization varies. Some people want better work-life balance, while others only consider remote opportunities.
6. Job title and role confusion
“Sales manager” is a job title that has a distinct meaning for each organization. A sales manager at one company has a very strategic role. At another, they are focused on planning and coaching. To eliminate confusion, be as detailed as possible in the title, job description and your expectations for the role.
7. Candidates you attract are not a cultural fit
Skills are not everything. A sales director with an impeccable resume may have a work style that is completely at odds with how your organization operates.
If you do not emphasize values in the job description and conduct in-depth behavioral analyses during the interview, you might not spot the misalignment until after your new hire has started working for you.
8. Haven’t tapped into your network
Some organizations succeed with a referral-based hiring scheme. Ask people at your company and in your network if they know anyone who is qualified and interested in your position.
How to Find Outstanding Sales Talent
Step 1: Do your homework
Posting a job is work. You cannot go by gut instinct for what a job should be called, what responsibilities fall within that role, and what the going compensations and benefits are. Market research is required.
Double-check your job title and the corresponding expectations
People search based on job titles. To make it as easy as possible for job seekers to find your posting, align the skills you need with their search terms. List out the job’s responsibilities and activities. Then research which titles best match what you described.
Align compensation competitors
Either on your own or with a third-party partner, conduct a deep analysis of average market salaries and what your competitors pay employees. Compare those figures to what you offer to check that you are in line with the market and candidates’ compensation expectations.
Offer in-demand benefits
Studies are released every year detailing the top benefits job seekers desire. Schedule time to regularly review the reports and incorporate what you can into your workplace.
Step 2: Evaluate your process, top-to-bottom
Sit down and list out the process you follow. Then ask questions about each stage. Get into the layers and completely analyze your efforts. Here are three questions to use as starting points.
1. How do you source candidates?
The sourcing method you leverage affects the quality of candidates you attract. Take referrals as an example.
Your colleague or best friend may be a consistent source of referrals because they know people in the industry. But is this the best way to source talent?
Think of the candidates they previously sent. Was each one an A-player? Could a different sourcing method bring professionals with stronger resumes and skill sets?
Ask these questions about each talent sourcing method you have used to date to determine if you need a new strategy.
2. Are all communications with candidates transparent?
A very dedicated job seeker told CNBC she sat through 9 interviews and completed a written exercise without knowing the compensation for the position. On top of that, in her pre-screen interview, HR did not mention she would participate in 8 more interviews as part of the process.
Fully explain your process and offer key information, like compensation and benefits details, as early in the process as possible.
3. Do you have an engaging, thorough onboarding process?
One-third to two-thirds of new hires quit within their first year.
Gallup explains the wide gap is explained by differences across industries. Certain sectors experience more turnover. A well-planned, thoughtful onboarding process can increase employee retention.
Before hiring:
- Document the activities and trainings all new employees will complete.
- Identify who will train the new employee and when.
- Have your documentation finalized and in place before you extend an offer.
Step 3: Amplify search efforts
Ask for referrals
If referrals work for you, formalize the program. Set out who you ask (internal vs external) and build an incentive program that offers money or a gift card if you hire the person they recommend.
Pay to promote your job
Even LinkedIn knows the sheer volume of job postings makes it difficult for employers to find talent. To solve the problem LinkedIn Jobs offers promoted jobs. According to the site, when you pay to post, you could reach three times as many job seekers.
Take a Shortcut: Work With Sales Recruiters and Talent Acquisition Experts
Referrals and paying to promote jobs can increase the quantity of candidates, but not necessarily the quality. Plus, more candidates to review adds extra work to your day since you are responsible for reviewing the applications and setting up interviews.
Partnering with a recruiter increases candidate quality and decreases your workload
Sales recruiters and talent acquisition partners, like ProActivate, protect your time and investment by doing the work for you.
After collaborating with you on an ideal candidate profile, we source and screen passive candidates for your position.
You only review a select group of applicants who have demonstrated they are ready to make an immediate impact on your organization.
We Promise You Will Hire a Sales Professional When You Work With Us
Do not continue with the same process hoping you will eventually attract the right talent.
We specialize in connecting skilled sales professionals with new employers and can find passive candidates for you, too.