When it comes to recruiting superstars, some people just seem to have the magic touch! I have the pleasure of working with quite a few sales managers who have this gift, but one, in particular, stands out of the crowd. She rarely misses!
- She has low turnover on her sales team because she hires the right people in the first place.
- When she does have a vacant seat to fill, she fills it in record time because she has a robust talent bank that she has carefully nurtured.
- She finds highly talented people – her team’s average score on the Sales Talent Interview is one of the highest we’ve seen!
- She is willing to onboard and train well because she understands that talent is cheap, but experience is so expensive.
- She follows a clear, consistent process and does not allow herself to take shortcuts – and it obviously pays off.
After spending over a decade helping our clients build strong recruitment and selection processes, I had to know… what was she doing that was working so well?! I finally asked her for her secret and she shared her entire process with me. She also gave me the green light to share it with you.
View the slideshow here, or skip below for the whole post:
Step One (Fill your Funnel):
Use LinkedIn.
Frequently seek referrals.
Always be looking.
Step Two (Fielding Interest):
Screen for talent using the Sales Talent Screener.
Check them out online.
Have an initial conversation to discuss the position (expectations, compensation, etc).
Step Three (Active Prospecting):
Remember the best and most talented candidates probably are not looking for a new position.
Arrange to meet, gauge their interest, and discuss the interview process if appropriate.
Step Four (Face-to-Face Interview):
Include other managers or HR if appropriate.
Ask “fit” questions.
Actively listen. Resist the temptation to do all the talking and sell the opportunity.
Contract for next steps if there will be any.
Step Five (Structured Talent Interview):
Provide the candidate with a clear picture of what’s ahead and the purpose of the interview.
Encourage open, honest answers – and advise them not to try and “beat the test.”
Step Six (Talent Feedback):
Learn about the candidate’s innate strengths and weakness and discuss likely behaviors.
Capture coaching strategies that will be most important for success.
Discuss the candidate’s “fit” with the company, position, accounts, and our style.
Step Seven (Decision Time!)
If both the talent and the fit are right, make an offer or add them to the Talent Bank and nurture their interest until the time is right.
Consistency is key in recruitment and selection. Adopt this ideal process as your own or find one that works for you. Make sure you are always looking – even when you don’t have an open spot – and have your antennae tuned for talent first!
