If you’re looking to grow your business and drive revenue, you need salespeople. And if you’re looking to hire salespeople, you need a recruiting strategy. You need to approach your recruiting process the same way you approach your sales process. Recruiting is in fact SALES. You need both activity and metrics. If you rely only on passive and reactive recruiting measures, you will miss the mark.

So where do you start? How do you build a sustainable and scalable recruiting strategy to find, attract, and hire qualified sales candidates?

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First things first. To recruit top sales talent you need to understand:

  • Top sales talent is always in demand
  • You have to hunt for top producerssales recruiting funnel
  • Passive job seekers aren’t on the job boards and need to be found
  • Job boards are a reactive approach to sales recruiting
  • Resumes are not an obvious indicator of an A-player
  • No time, no money, and no hiring process = no hire or a bad hire

Finding Sales Talent

When you are recruiting for a sales job, you need to be able to define that sales role. If you can’t define the title, responsibilities, quota, average deal size, or compensation plan, don’t start recruiting. You won’t know who you are looking for.

It’s also important to build a flexible blueprint of your ideal candidate. Notice how I said flexible there? Your goal