The Center for Sales Strategy Blog

Sales managers in every market say the same thing —finding great salespeople is hard. We empathize, but of course, it is! Salespeople are often really good at selling themselves, and when you do hire, it takes six months to a year to know whether you made the right decision.

This is one reason you must develop a plan and execute that plan at all times. Managers often reach out to us looking for creative ways to recruit people to their companies. Unfortunately, most wait until they're in need. If you're waiting for an opening on your staff to begin recruiting salespeople for your talent bank, it's too late! 

Talent assessments are an excellent tool for understanding the way your candidates and current salespeople are wired. The difference in approach with each group is key to productive new hires and successful coaching.

Glassdoor was initially founded with the intent to improve transparency, which is part of the foundation for increasing employee engagement, but the benefit of being transparent doesn’t stop there. According to a recent Glassdoor.com study, positive online employee reviews not only enhance your overall employer brand, they directly correlate to a higher volume of candidate resumes for open positions and lower salary increases for the same job.    

Whether you're new to Glassdoor, or you've been using it to boost your employer brand for a while, make sure you do (or are doing) these three things to engage with more candidates and improve your sales team recruitment efforts.

When sales managers are working to build their talent bank with qualified candidates, it's not easy. Couple that with your desire to have the very best sales talent in there, it gets quite a bit harder.