Sales Recruiters: Best Practices to Reduce Employee Churn
The Pareto principle, also known as the 80/20 rule, states that in many cases, 80% of the output is the result of 20% of the input.
For the average sales professional, this can mean that most of your efforts return little in terms of your company’s bottom line. Of course, the best salespeople quickly learn how to flip this equation to their advantage by adjusting their process to focus solely on the inputs that result in the greatest outputs.
Some companies have the means to offer world-class sales training that adequately supports the transition of a newbie salesperson to a top closer. But for companies that can’t dedicate adequate resources to ongoing sales training, it’s important to recruit individuals with proven track records. Specialized sales recruiting can also prove necessary for finding sales managers and directors who get results.
A 2018 CareerBuilder survey found that 44% of global employers planned to hire full-time and permanent employees at the beginning of the year. Interestingly, 45% of these surveyed HR Managers stated that they can’t fill needed positions within their organizations. This may have something to do with 2018 bringing in the lowest United States unemployment rate since 2006.
Because the demand for jobs is lower than it’s been in recent memory, it’s important to up your game when it comes to sales recruiting. Knowing this, potential candidates feel comfortable interviewing the company to the same extent that companies interview candidates. 2018 seems to be the year of finding win-win situations between a company and job candidate.
To reduce your churn rate from hiring a bad fit, follow these sales recruiters best practices.