The Center for Sales Strategy Blog

Talk with any manager or leader, regardless of their company, industry, or size, and without a doubt, you will find one thing they all have in common – the struggle to find great talent. Building, and maintaining, a talent bank is not for the faint of heart.

Now imagine the added stress that occurs when you’ve made a heroic effort to build a great talent bank, and it runs dry.

The economic downturn we are experiencing has led to increased competition and a greater need for effective recruitment. As a result, finding and hiring the best talent has become a top priority for many organizations, and it is likely to remain so for the foreseeable future.

Even companies that have traditionally received a steady flow of job applications may struggle to attract top talent in the current climate. To ensure success in your recruitment efforts, it is essential to master the basics. Here are five strategies you can use to improve your chances of attracting top talent.

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.

During a recession, businesses must strategize their talent management to weather the economic downturn. 

Here are some of the best recession-ready recruitment tactics as it becomes harder to find talented people.

In the past year, recruitment has been an issue that has been part of every client call I have. It seems the biggest challenge is where to find the best people and how to attract them to leave their current position and join your team.

Here are some recruiting challenges I consistently face and some tips to overcome them.

When was the last time you heard someone use the words “artificial intelligence”? A decade ago, it might have been sparingly, but today we hear the term daily.

As the tech industry continues to expand, engaging with other sectors such as automotive, biomedical science, data science, healthcare, and entertainment, it is increasingly likely that tech will come to play a role in all of our corporate lives.

It might seem that the tech industry is quite distant from Human Resources, but, in fact, the two fields are already working closely together.

We have all heard the expression, “As impossible as trying to fit a round peg into a square hole.” A simple statement yet one that perfectly captures the challenge of making a match where there isn’t one.

Ask the leader of any organization about what keeps them up at night, and one answer is certain to be, “How can I make sure I have the right people in the right roles for the success of our business?”

Most people in hiring roles are having the conversation: How am I going to find someone to fill my vacant roles?

The problem is real, and for some, it’s overwhelming.

Here are four options to consider.

Finding talented salespeople has never been easy.

Finding naturally talented salespeople has always been more difficult than finding successful sellers. Far too often, we confuse success with talent. We go after the big name at the big competitor who has some big sales numbers. Experienced salespeople tend to have bad habits that follow them.

We default to looking and hiring experienced salespeople over inexperienced talented salespeople because it's easier.

World-class managers know that adding a sales superstar to the team is a great way to improve sales performance. They also know landing a superstar seller involves a recruitment process just like it does for a top-performing college football team (go figure, teams like Alabama and Clemson win national championships after they compile great recruiting classes).

Superstar sellers know they are good and should be treated accordingly.

As part of your recruitment process, it is important to know—and effectively communicate—your Employment Value Proposition (EVP).