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Good sales leaders keenly understand that their salespeople are their greatest asset.

There’s simply no hitting targets without a cohesive group of focused and hard-working team members.

And that’s precisely why it’s so important you attract the best people for your team.

Just how do you position yourself to do that?

Think about what talent want…

Before you think about capturing the best of the best, you need to know what they’re looking for. According to a

Glassdoor survey, talent look at four crucial things in a new job – salary, benefits, work environment and the company mission, vision and values.

This means the people you want to attract to your sales team will want to know about:

1. Your team and sales leader

2. Your company

3. The job itself & what it offers

Showcasing each of these areas during your recruitment campaign can make or break your chances of snagging top talent. Here’s how.

1. DO SOME SOUL SEARCHING

Your current employees are a goldmine of information when it comes to your team, sales leader, company and the job you’re recruiting for. Get talking to them about what they love, but also what they would change. What should you ask? Get the full report here and find out.

2. REVIEW YOUR ONLINE PRESENCE

61% of job seekers read online company reviews and ratings before making the decision to apply for a job.

79% read social media profiles when applying for a job.

69% wouldn’t take a job if the company had a bad reputation (even if they were currently unemployed).

84% would consider leaving their current job for a company with an excellent reputation.

55% abandoned a job application after reading a negative review.

Concerned about the above stats about your online reputation? Here are my top tips on managing yours.

3. SHOWCASE YOUR BEST IN YOUR JOB DESCRIPTION

Your job description is a key element in your recruitment material. A great one not only helps you attract the most qualified candidates, it also sells the job for you (provided it’s well written of course!).

A job description should be a true reflection of not only the job itself, but who you are as a company. Showcase what you have to offer, rather than focusing on what you want in the candidate.

Note: you will still need a responsibilities, requirements and qualifications skills section. But you don’t have to lead with that.

Want to know what to include in your Job Description? Use our guide here.

4. SHOWCASE YOUR BEST IN YOUR JOB AD

Your job description can seal the deal in getting a candidate to proceed with their application – but you have to attract their attention in the first place! This is where your job ad comes in.

A great sales job ad should be a highlights reel of your job description. One or two lines about your company mission/values, team/sales leader attributes, work environment, perks/ benefits and salary. You can also flesh it out with some key team LinkedIn profiles.

If you’re not sure how to pull off a great job ad, we’d be happy to help. We have content writers who specialise in creating concise, yet compelling, job ads.

5. SHOWCASE YOUR BEST DURING THE CRUCIAL INTERVIEWING STAGE

Now that you’ve got some great talent applying for your job, the next phase to reel them in is during the interview stage. This is where you can really showcase your stuff and nurture a great prospect into coming on board. It’s also the stage where many companies get it wrong.

According to CareerBuilder, there’s a direct correlation between a bad candidate experience and bad sales results.

Their study found 58% of applicants wouldn’t buy from a company that didn’t answer their job application, and 69% wouldn’t if they had a bad interview experience. So it’s wise to treat applicants like your customers, because in reality, many of them are (or could potentially be!).

It is important to do some prep work before your interviews. Note down the key bene ts of working with your company (if you’ve put together a great position description, you should be able to nd them there). It could be salary increases, of ce competitions, sales target rewards, autonomy in how the candidate reaches their target and so on.

This list will be very handy in enticing candidates on a personal level in the interview (more on that soon).

Take these steps during your interviews and you’ll be on your way to attracting great candidates to say ‘yes’ to your

job offer. 

6. ONGOING SHOWCASING

Attracting the best talent is a never-ending quest. Everything you do in your everyday work practices should raise awareness of your company brand and team, whether you have job openings or not. You can continually do this by:

1. Updating your website & social media with regular content (thought leadership articles, blogs, workplace photos and so on)

2. Seeking reviews from employees, clients and customers and posting them online

3. Actively responding to online reviews, both positive and negative

4. Encouraging current employees to give you feedback about your company, your leadership and the work they do

By consistently building an awareness of your company and team brand, you will naturally attract interest from top talent. And when they do come enquiring – or you have a spot to fill – the recruitment process will be that much easier.

Should you need help with attracting great talent to your brand, feel free to download the full guide here or contact us here at bta Sales, no matter your industry specialisation, we cover a number of areas!