The Center for Sales Strategy Blog

If you use a validated talent assessment as part of your hiring process, it’s tempting to move forward with a hire if they’re assessment quickly says “recommended.” But recommended doesn’t mean “recommended for hire.” Recommended means “recommended to move forward in the interview process.”

The Growth Formula specifies that (Talent + Fit) x Investment = Growth. Once you determine whether or not someone has the right talents for the role you’re filling, it’s equally as important to consider their fit.

According to Fortune, 65% of US workers are looking for a new job. If you’re looking to fill a position, that sounds promising, right?

But wait — LinkedIn found that 76% of managers admit attracting the right candidates is their greatest challenge.

With so many workers looking for new jobs, why are managers still struggling to attract talent? The answer is recruitment.

Everyone you manage is uniquely wired with differing drives, values, and motivation levels. If you take a moment to reflect on your team, you can probably identify those who only need a little spark from you to light their fire and motivate them, while others require you to gather kindling, get down on your hands and knees, and rub sticks together before they’re fully motivated with fire in their bellies.

One of the questions I love to ask salespeople is simply – what motivates you to get out of bed and go to work in the morning? I’ve collected a variety of answers over time. Below are some of the most frequent answers I’ve received, along with tips to help maximize each motivation.

NBA Coach Phil Jackson once said, “The strength of the team is each individual member.” His thought holds true within your sales teams.

Each person on your team needs to have the right combination of talent and fit to be successful. But in this competitive job market, how can you attract top talent to your organization?

Candidates are in and out of the job market quickly, particularly those with superstar talent. If you’ve adopted a “we’re always hiring” mentality to help you build and fill your talent bank, you’re likely conducting interviews more frequently.

According to LinkedIn, 83% of talent say a negative interview experience can change their mind about a role or company they once liked.

Selection is a two-way street. You’re interviewing the candidate, and at the same time, the candidate is interviewing your company. It’s important to maximize your opportunity to interview candidates while giving them a solid understanding of the job role and your company culture.