Are you the biggest player in your industry or are you fighting for market share? If you are like most of our clients, you are constantly trying to set yourself apart and attract top sales talent. All of our clients have one thing in common: they want the best salespeople but struggle to find, interview and hire on their own. They also struggle to compete against bigger or more well known companies.
If you are competing against bigger brands in your industry in order to find and hire better sales talent, here are 3 ways to help yourself:
If you are trying to figure out how to hire your competition’s sales reps but seem to be striking out, here’s why: Your strategy is not great. How has your competition been able to find great talent but you can’t? Let’s look at this. It is not because they have a magic wand and easily find their great talent. They have created a scalable process to find talent. Their talent is not from their direct competitors, more likely they researched what industry they found a vein in the market where their top producers came from . They then started to pluck talented sales professionals from companies in that vein that got excited about their opportunity, culture and money. Last but certainly not least, they train the heck out of them to be the top producers you compete with every day. It is unlikely that you will find success in the recruitment of these top performers without breaking the bank. So the answer is: Create your scalable process. Go to Linkedin, find the top producers at your company and your competition and see where they came from. If you find a handful of top talent is coming from certain industry or from certain companies, now you can compete for this same talent. Again, in order to compete in a candidate driven marketplace, you need to talk with every person who comes across your desk. The diamond in the rough is out there, you just need a process in place to find them.
It is important to note that this strategy takes bandwidth and patience but if you can do it, and it will pay off. Account Executives and BDR/SDRs are in high demand and top candidates go fast. This is why you need a strategy when you talk with candidates.