We speak daily with HR and Sales teams. During the last few months, we’ve been hearing similar difficulties they’ve been facing when recruiting top sales talent. So we’ve built a collection of our best tips to tackle these challenges in recruitment.
1. Scarcity of talent
We’re starting with a big one – the lack of talent in the market. There is only so much we can do to attract new talent, as companies do their best to retain talent in their teams, and many companies will be targeting top talent – just like you. So you find yourself competing against several competitors to attract your superstar candidate.
Tip #1: Prioritise your requirements. There is little talent available, so don’t add more obstacles in your way. Reassess the list of requirements and decide which 2-3 requirements are a must-have. Consider the rest to be “nice to have”.
Tip #2: Is there any skill that can be taught internally? Cross them off the requirements list.
2. Attracting the right candidates
If you’re not receiving the applications you expect, revise your job ads.
Tip #3: Give a concise description of the role. Define the role clearly, which will encourage the right candidates to apply.
3. Too many recruiters try to attract your target candidates
Supply and demand, right? Little talent is available but much talent is needed. Most HR teams see themselves approaching candidates, instead of waiting for candidates to send their applications. How can you stand out from the other recruiters who are trying to catch that person’s attention?
Tip #4: Develop a strong employer brand and create an employee referral program.
Tip #5: Research what motivates them and personalise your message accordingly. These are the most valued work factors for candidates in 2022. Spoiler alert: work-life balance is a clear winner!
4. Hiring managers are too specific in their expectations for the candidates
We can’t help ourselves looking for our star candidates, our unicorns. And that’s not a bad thing, but you should broaden the spectrum.
Tip #6: Communicate with your hiring manager. Are the requirements not feasible? Let them know. Show them what’s realistic and what isn’t. Be blunt and transparent.
5. Speed in recruiting
Most companies will require the new joiner to start as soon as possible. But meeting those tight deadlines is not always feasible.
Tip #7: Reevaluate your recruitment process. Are there any steps that can be condensed into one interview? Can we eliminate any steps from the process?
Tip #8: Some positions will take longer to fill than others. That’s natural. Speak with your hiring manager and explain this to them.
6. Candidates are in more than one process at a time
In the same way that you’ll be competing against other companies to attract the attention of qualified talent, you’ll also be competing to be the first one to make an offer and to be the one to offer the most attractive opportunity.
This is one of the main and most common challenges in recruitment, and has become the main cause of candidates falling off selection processes.
Tip #9: Keep your candidates updated and engaged with the process. Give them a timeline on what the next steps are and when they should expect further news from you. Consider these stats: 94% of candidates want to receive feedback, and candidates are 4x more likely to consider your company for a future opportunity when you offer them constructive feedback.
7. There aren’t enough hours in the day
Talent acquisition teams may receive 100-200 applications every day per role. Usually, reviewing applicants isn’t their only responsibility, and they find themselves not having enough time to get all their tasks done.
Tip 10#: Block time off your calendar for time-consuming tasks. This will help you focus on these relevant tasks and be more productive.
What else may help?
If you need additional support in tackling these recruitment challenges, seek support from specialised consultants. When you need speed in your search, knowledge of the market/role, or accessing a new pool of candidates, their help may be crucial.
At Outbound People we will be delighted to listen to you and advise you on recruiting sales talent.
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