SALES RECRUITMENT – HOW WE ATTRACT TALENT
Sales recruitment has got harder! Due to the rise in smart phones and tablets, people are now able to look for jobs anywhere at anytime. This could be whilst sitting on a train, waiting for a customer or eating lunch at their desk. Therefore, it’s no longer enough to post a single advert and wait.
Research shows people now interact with 15 pieces of content before applying for a job. So in order to find the right person, you need to be where they are! This is why we advertise across national and niche job boards, conduct regular searches on candidate databases and invest heavily in our online presence including writing content and SEO, social and email campaigns.
OUR 6 STEP SALES RECRUITMENT ASSESSMENT
The rise in video interviewing can certainly save time, but for sales recruitment, we truly believe the only way to assess a sales person’s ability is to meet them face to face. Over the last 3 decades we’ve created an assessment process that we believe helps our clients find the right sales people and saves you time along the way.
Presentation
How well presented are candidates when they come through our doors? Business dress has certainly changed over the past few years but we assess candidates based on their overall suitability for the market they operate in. If they are representing you to prospects you want them to be presentable.
Credibility
How credible would they be in front of your customers? We’re looking for people that are articulate, communicative and confident about discussing their previous roles and experience. How do they handle themselves in the meeting? How well do they come across?
Sales skills
What formal training or knowledge do they have of the various sales methodologies that exist including Challenger, Miller Heiman or Spin Selling. Also are they able to demonstrate successfully how they’ve deployed these techniques as part of their sales process to win new customers.
Motivation & attitude
How driven are they to achieve their own personal and professional goals? What gets them up in the morning and keeps them motivated? You want to be sure you are recruiting someone that will help you hit targets and grow the business.
Track record
One of the key aspects we look for in a candidate is how they have performed in previous roles. This absolutely includes performance against sales targets but also includes other KPIs such as pipeline development, big account wins and internal awards and recognition.
Team work
Whilst you want individuals to perform it’s the overall team pulling together that will help you hit targets. Can they discuss their own responsibility within a team? Are they aware of the wider company goals? What examples can they cite where they’ve made a positive impact on previous teams?
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Placed candidates and growingI've always found BMS to be very efficient & they always provide excellent service & support throughout.
They made the whole sales recruitment process very easy for us by delivering candidates that fit our sales teams perfectly.
A very professional service. They understood the nature of the role and put forward excellent candidates.
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