The Center for Sales Strategy Blog

It can be tough to find top talent! Not only do you have to find that talented person, you also have to convince them to come on board with your organization. Why should they choose you over the other competitors?

As a sales manager, you have the task of finding the best candidates who can drive revenue and help your business grow. Your employer brand can make a big difference. A strong employer brand not only helps you stand out from the competition but also attracts the right candidates who align with your company's vision and goals.

Are you frustrated with the challenges of finding top talent for your organization?

If so, you’re not alone. According to a ManpowerGroup survey, talent shortages are at a ten-year high, with 69% of employers struggling to fill positions.

In today’s competitive job market, recruiting and hiring superstar salespeople is no easy feat, but getting creative and spending time on recruitment each week could help you build a strong talent bank of potential candidates for the future.

Strong selection is about identifying an individual whose talents, skills, and experiences best align with what leads to excellence in your job role.

Much like looking for a round peg to go in a round hole, great hiring begins by examining the open position and considering which candidate is the best match for the company, the team, and the open position.

Hiring is one of the most important decisions you’ll make in a leadership position because, with the right people, you can do almost anything!  And with the wrong people… well, you know.  The fact is when you put the right people in the right roles, they thrive, and the organization grows.   

As Peter Ducker said, "If I have put a person in a job and he or she does not perform, I have made a mistake. I have no business blaming that person, no business complaining. I have made a mistake."

Are you tired of traditional recruiting methods that don't seem to work for finding top-performing salespeople?

It's time to shake things up and think outside of the box. With Millennials and Gen Z not as interested in traditional sales roles, relying on hiring retreads from your competition is no longer a viable option.

It's time to get a little crazy in your search for your next sales superstar. 

Few things in business these days are more important than finding, and retaining, the right talent.

Without talent, companies can quickly lose their competitive edge. But while most companies are focusing heavily on the recruitment side of the equation, many are ignoring the equally important job of retention. All the while the job market continues to become more competitive, and employees have increasingly specific preferences and expectations around how they want to work.

One of the easiest and best recruitment strategies might just be retention.

A few years ago, the idea of hiring a candidate without an in-person meeting seemed ridiculous. Since hiring the right person is vital to a team's success, the idea of not being in the same room, shaking hands, and making an in-person connection was, at best, a last resort and, at worst, unthinkable.

But whether you embraced video conferencing or were dragged into it kicking and screaming, over the last three years we have developed the technology, know-how, and experience to conduct most interactions online. Here are some ways to get the most out of your recruitment.

Finding and hiring top talent is one of the most important tasks for any organization.

With the job market more competitive than ever, it's crucial that organizations stay on top of the latest trends and data to build an effective hiring strategy.

In this post, we'll highlight 10 data-backed facts and statistics that every recruiter should know in 2023 and moving forward. From the power of employer branding to the priorities of Gen Z, these insights will help you attract, engage, and hire the best candidates for open roles.

We'll also look at data on job seeker frustrations, how to improve candidate experience, retention risk factors, and more. Whether you're looking to fill one opening or overhaul your entire recruiting process, this information will ensure you have the right approach backed by data.

Use these key learnings to make more informed decisions, stand out in the talent marketplace and build a high-performing workforce.

In this episode, we’re kicking off our season-long exploration of The Center for Sales Strategy’s latest Talent Magazine. In other words, we’ll be diving into exactly how you should go about recruiting, selecting, developing, and engaging your people.

Each week, Matt will be joined by experts from here at The Center for Sales Strategy to help break it all down.

In today’s episode, Trey Morris and Mindy Murphy are here to discuss the latest facts and trends relating to Recruitment, and they both share a ton of awesome insights, like:

• How the leaders who have the most success in recruiting almost always use multiple recruitment methods
• Why you won’t find as many Millennial and Gen Z job seekers on LinkedIn or Indeed anymore
• And how making recruitment part of your weekly routine is one of the best ways to avoid the dreaded “desperation hire.”

Finding the right talent for your company is vital to its success. A comprehensive recruitment process is essential to attract, select and retain the best employees. However, many companies struggle to create an efficient and effective recruitment process.

But there is hope.

From creating a job description that accurately reflects the position to utilizing modern recruitment tools, these steps can help you attract and retain the best employees. With the right recruitment process in place, you can be confident you are hiring the right people for the job.

Great job to all of you who have shifted your sales recruitment emphasis from advertising and job boards to personal networking. Networking invariably produces more quality, but only if it’s done right.

The age-old approach—I’m looking for a salesperson. Do you know of anyone who’s looking? Doesn’t work.