In such a tight candidate market how can you promote your company/job more?
Why would someone choose to join your company over another – especially if the roles are very similar?
Sometimes the little things are actually the BIG things so maybe it’s time to zero in on what sets you apart.
What’s in it for your sales candidates?
💠 You have a great company culture – but what does that actually mean? How does your organisation show this?
💠 You have great team dynamics – but what makes it dynamic?
Answer these questions:
👉 How do your team members support each other?
👉 Do they spend time together socially?
👉 What opportunities for team bonding are there?
👉 How often are there one-on-ones with the line manager?
👉 Is your communication clear, frequent and open?
💠 If your salary base is not generous but you offer great commission – how do you bridge this gap? If it’ll be a few months before a new salesperson builds their funnel, can you pay a higher base salary for the first 3 months? Or offer a sign-on bonus?
💠 Do you provide a sales support person? How many salespeople do they assist with?
💠 Is there good quality marketing collateral available for the salesperson? And does the company have a prominent presence across social channels?
💠 What are your health and wellness policies?
👉 Do you offer wellness opportunities such as gym membership, massages, counselling etc?
👉 Do you provide discounted medical insurance?
👉 If young children are sick, can staff work from home (without being made to feel guilty)?
💠 Do you have any extra leave policies outside the norm that might be attractive? This might include preference being given to those wanting leave during school holidays.
💠 If you offer a great work/life balance –what does this look like? What are the boundaries? Be really clear as many candidates look for new jobs because their perception of work/life balance isn’t being met.
Examples to consider:
👉 Can they drive directly to their clients in the morning or schedule their last sales visit to be on the way home?
👉 Is there an expectation they need to come into the office? If so, how often? Is this flexible?
👉 What percentage time is spent working from home versus in the office?
👉 Can this role be carried out within school hours?
If your organisation is flexible, you are more likely to attract a better pool of candidates to choose from. The chosen salesperson is then more likely to stay in the role if all these points are covered off as their expectations will be met.
Finding high achieving salespeople is hard! Make sure you’re candidate-ready.