Straight from the Horse’s Mouth: Grapevine Recruiting’s Own Generation Z Summer Intern Weighs in On What the Next Generation of Sales Pros are Seeking in Career Opportunities

By Ben McBeain

 

There is still a lot written about what millennials want and need in terms of career opportunities, and with good reason.  Larger even than the baby boomer generation, the millennial generation is massive.  However, it seems that most people still think that millennials are the youngest generation at work.  That’s not the case.  The oldest millennials are now in their mid-30’s.  By contrast, those of us who claim “Generation Z” status were born between the mid 1990’s and the early 2000’s, so we’re entering our 20’s.   With almost 73 million of us, we’re about to enter the work force, in force.

So, what do Generation Z employees want in a job?  Amongst my peers (graduation date May 2018), we are pretty likeminded on at least four main things, that we are looking for in our careers. Here’s a look at what matters most to Generation Z as we gear up to launch our careers.

*Opportunity to Advance

This may not be unique to Generation Z employees, as it is odd to think anyone would want a job with no opportunity for growth, but it is our priority.  We don’t expect to land our dream job right out of college, but we do want positions where there is a path to grow, advance, and develop as employees. We’re competitive and entrepreneurial, and we want our efforts to be rewarded.

*Welcoming Work Environment

We want an open door, low power-distance, and a friendly work environment where we feel comfortable talking to and going to our superiors for help. We want to be included, and feel like we’re a part of the team.  We want meaningful tasks, and we’re willing to work hard even if that means long hours.  We don’t expect to enter the work force, and coast.  We know that we’re going to have to be flexible with schedules, and that may include extra hours— particularly in the first few years of employment.  But we don’t want to do that in a totally authoritarian, environment.

*Salary

We grew up in the Great Recession, and money matters to us.  We don’t expect to get something for nothing, and we know that we will have to work to advance, and to increase our earnings, but our starting salary does matter.  Keep in mind that college tuition was high for us, and we’re coming out of school with a lot of student loans, that we have to start paying back immediately.   Without a decent salary, we’re in trouble.  Earnings and earning potential matter to us.

*Interaction with Others

Yes, we’re a tech savvy generation. We will bring those skills to our employers.   We don’t know life without smart phones.  But as the result, we’re not as obsessed with our screens as the previous generation.  We’ve also learned from those who came before us, that there is too much of a good thing when it comes to social media and the like.  We don’t broadcast every aspect of our lives, in part because we know that digital footprints will follow us forever.  We’re also a very socially conscious generation, so we want face-to-face interaction and engagement, and we love to create actual communities of change.

As Generation Z gears up for fulltime employment, we’re bringing a lot to the table for employers.  We’re inquisitive, intentional, and driven to succeed.  We are eager for mentorship, and want to succeed as much as you want us to succeed.  From where I’m standing, that looks like a great recipe for success for employers and their employees.

Ben McBeain is a summer intern at Grapevine Targeting Sales Recruiting.  He is currently pursuing a business degree at St. John’s University and will be graduating in May 2018.  Born in 1996, Ben will be amongst the first Generation Z’er’s to graduate from college.

 

Contact Ben at Ben@grapevinerecruiting.com or 952.856.2371

 

 

The Evolution of Marijuana Legalization: What Hiring Managers, HR Professionals and Sales Candidates Need to Know

Here’s what we know so far about the changing legal nature of marijuana:

As of early April, 28 states and the District of Columbia have legalized the use of medical marijuana. 8 of those states have also decriminalized recreational use of marijuana. All the same, it is important to note that marijuana is still illegal and classified as a drug on the federal level.

Company Policies on Marijuana Use:

Because of the differing federal and state laws, sales companies have a lot of leverage in deciding what their specific drug policy will be for their company. They are well within their rights to deny employment should a sales candidate’s drug test indicate marijuana usage, even if marijuana is legal in the state. This is allowed, because they can choose to abide by the federal laws. For companies who have maintained a zero-tolerance drug policy, they will likely embrace the opportunity to keep their drug policy the same, regardless of changes in state laws. In this case, it is suggested that employers clearly explain to their employees that, even if recreational marijuana is legal, if they are found to be using marijuana, they can still lose their job.

However, many other companies are opting to remove marijuana from pre-hiring screening, based on new state laws. Yet, they are within their rights to terminate employees for underperformance or if found to be working under the influence of marijuana.

This remains a murky area, but one thing most experts agree upon, is that each company needs to have a clearly defined drug policy. In fact, some states mandate that employers have a written drug-testing policy, wherein the company states its specific position regarding the use of marijuana in states where it has been legalized.

Legalized Marijuana and Sales Candidates

Sales candidates would be wise to understand the exact drug policy of a company they are seeking to work for. Assuming that pot will not be an issue in drug testing—in states where recreational or medicinal marijuana has been legalized—is a dangerous gamble. Failing to understand what is expected of you as a sales candidate, only to have a drug test which is positive for marijuana prevent you from being hired, will be a waste of everyone’s time.

Sales Recruiters Help Hiring Managers & Sales Candidates Prevent Confusion Over Drug Policies

At Grapevine Targeting Sales Recruiting, we take the guesswork out of drug testing policies for candidates. During our pre-screen interviews with candidates (before we forward candidates to hiring managers), we verbally inform candidates of the background check and drug testing requirements that specific companies have. This is done to address any potential issues pro-actively, so neither hiring manager, nor HR professional, nor the sales candidate is unclear on what is allowed, and what may be prohibited.

Andy Wright is the owner and an active recruiter at Grapevine – Targeted Sales Recruiting. Andy began his recruiting career in 2003, and has a proven track record of helping companies both large and small increase sales team retention and productivity through recruiting top talent. Prior to launching Grapevine in December of 2011, Andy held key leadership positions for two Twin Cities-based search firms, training and managing teams of recruiters while developing new business and managing national account relationships. Visit www.grapevinerecruiting.com, call 952.856.2371 or emailinfo@grapevinerecruiting.com.

Continuing to Hire Unfit Sales Professionals? Tips for Avoiding Common Mistakes When Choosing Candidates

By Shane Cotner

As a hiring manager or HR Professional, your company is counting on you to make sure that the candidates that you’re choosing to fill open sales positions, deliver on the promises they may make in their interviews. After all, the cost of training adds up, and a high turnover rate will have a significant impact on any company’s bottom line.

Even the most experienced hiring managers and HR reps will sometimes choose an unqualified candidate. When this happens, it is typically because they made one of three common mistakes during the interviewing process. Fortunately, these oversights, errors, or hasty mistakes can be easily prevented, so it doesn’t need to happen more than once. Here is a look at three common mistakes that are made that lead to unfit candidates being chosen, along with how to prevent this from happening in the future.

1. Your Interview Questions Are Predictable, Instead of Thought Provoking

One of the easiest ways to ensure that almost any sales candidate will glide through their interview, is through using generic interview questions. Any candidate seeking a sales position will be well prepared for questions such as: What are your greatest strengths? What are your weaknesses? Why are you the right person for this sales position? Do you work better as a team player or as an individual?

These questions are perfectly fine, they just don’t tell the whole story. Nearly all job candidates will be expecting these questions, and will therefore likely have canned responses. So, instead of asking such routine, predictable questions, ask specific questions, including how a candidate would handle a specific work related scenario.

2. Choosing a Sales Candidate Based on Numbers/Experience Over Fit with Company Culture

Company culture is of utmost importance to job seekers in today’s market-particularly millennials. In fact, having a thriving company culture is often vital to even attract the top sales candidates in the first place. In addition, having a vibrant company culture plays an integral role in retaining your top sales reps. So, ensuring that a candidate is going to fit well with your culture, is crucial. After all, sales numbers only tell part of the story.

Smart hiring managers will be sure to confirm what a candidate wants from their work environment, before offering a position based on numbers alone. The hiring manager will need to confirm with a candidate that they will be able to abide by company work hours, mandatory meetings, management style, or other company policies. In other words, having experience, and a track record of successful sales numbers is important, but only if the candidate also fits in with the overall company culture.

3. Trying to Save Time Through Offering a Short Interview Process

As a hiring manager, or HR Professional, there’s little doubt that at some point in your career, you’ll feel pressured to just fill a position, quickly. But, it’s worth remembering that more often than not, slow and steady will win the race. Trying to hurry along the

interview process leaves all kinds of room for oversights, such as neglecting reference/background checks, or not verifying important information. Although a long interview process may be off-putting to some candidates, those who truly want to be a part of your team, will show their loyalty and understand your need for a longer process.

At Grapevine Targeted Sales Recruiting, we understand you need the best sales managers and sales reps on your team to achieve and exceed your monthly, quarterly and annual sales goals. In today’s ever competitive market, sales companies simply can’t afford the costs associated with hiring unfit candidates. So, remember to avoid these common mistakes when interviewing for a new sales professional, or even better, invoke the services of a professional, experienced sales recruiting company to ensure you attract and retain, top quality sales reps and sales managers.

Shane Cotner is a is a professional sales recruiter at Grapevine – Targeted Sales Recruiting. Visit www.grapevinerecruiting.com, call 952.856.2371 or email shane@grapevinerecruiting.com.

Sales Rep Reviews: Tips for Providing First Rate Performance Reviews

Photo by www.bigstock.com

Photo by www.bigstock.com

By Adam Vortherms

As a Sales Manager or HR Manager charged with providing performance reviews of your sales professionals, your reps are counting on you to conduct a fair, thoughtful, and helpful analysis of their work. From recognizing strengths, to providing constructive criticism, Sales Managers and HR Managers need to know how to conduct sales rep reviews that will leave team members encouraged and inspired to continually improve.

The following best practices should be used by Sales Managers or HR Managers so that your sales pros receive reviews that make them want to keep shooting for the stars.

  • Inform and Educate
    Make sure your sales rep is aware of how their performance will be evaluated. This includes educating them on the specific criteria which is being used to assess their performance.
  • Create an Atmosphere Conducive to Open Communication
    Setting a tone of collaboration, where your sales rep knows that the review isn’t a lecture, but is instead a discussion, will open the lines of communication.  This is particularly beneficial to sales reps who have questions or concerns, but may otherwise be afraid to ask or address them.  By making it known that this review is a two-way discussion, you’re liable to get your reps to open up and share their ideas or ask questions freely.
  • Encourage Self Evaluation
    By urging your sales professionals to honestly examine and evaluate their own performance, your reps have the opportunity to illuminate their strengths and weaknesses as they see them.  This way, a collaborative plan for improvement can be created.
  • Keep It Concise, Direct, Factual and Detail Oriented
    Performance reviews are not a time for generalizations.  Cite specific examples of areas needing improvement, or recognize specific accomplishments, goals achieved, etc.  This will demonstrate your personal attention and dedication to helping them build upon existing strengths, thereby reaching new levels of success.
  • Choose and Document Your Words Carefully
    It is vital that all points discussed in a performance review are documented. It is also crucial that you pay attention to the language you use in documentation, to ensure that the words cannot be misconstrued should an employee file a grievance.
  • Stay Focused on Setting Goals
    The desired outcome of any performance review is to establish new goals for your sales rep.  New benchmarks could be clearly spelled out, so that expectations are understood and agreed upon.  All newly created goals should be documented and discussed thoroughly before the review is finished.

At Grapevine Targeted Sales Recruiting, we understand how crucial it is to have the very best sales managers and sales reps on your team in order to reach your sales goals. As part of your strategy for attracting and retaining the best sales professional in the business, you’ll need to make sure that you put personal attention into each performance review you provide.

If you’re in need of top sales reps or sales managers to join your team, contact us today. Grapevine Targeted Sales Recruiting helps businesses from diverse industries to maximize sales, through providing premier sales recruitment services.

Adam Vortherms is a recruiting manager at Grapevine – Targeted Sales Recruiting. Visit www.grapevinerecruiting.com , call 952.856.2371 or email adam@grapevinerecruiting.com.

Finding The Sales Manager You Need: 4 Reasons a Top Sales Recruiter Makes This Task Simpler and More Successful

Sales manager on blackboard with businessman on side

By Andy Wright

In order for your sales team to succeed, it’s vital that your sales manager’s leadership skills are second-to-none. That means you can’t afford to go without a sales manager who exemplifies your company’s commitment to excellence, best practices, ongoing education, and product knowledge. But finding a top sales manager who has these invaluable skills can prove challenging, as these in-demand professionals aren’t likely to be idly sitting around, surfing job boards. Instead, they are liable to be leading a successful sales team for another organization.

So, what can HR Professionals or Hiring Managers do to find, and attract top sales managers? The answer: engage the services of a top sales recruiting company to make this process simpler, and more importantly, successful. Here are four reasons top sales recruiters make finding the sales manager you need to take your business to new heights, much easier.

1. Top Sales Recruiting Companies Are Pro-Active

Top sales recruiting companies go far beyond surfing job boards or posting ads on various sites to attract top sales managers. Instead, the best sales recruiters are working tirelessly day after day to identify and reach out to passive candidates (who are not actively seeking work). This gives you the best chance of recruiting a truly remarkable sales manager, even if they’re not coming to you. Top sales recruiting companies go after the sales superstars, rather than waiting for them to come to us.

2. Top Sales Recruiting Companies Use a Consultative Approach

Top recruiting professionals will make the lives of HR Professionals or hiring managers much easier, by going above and beyond to ensure you find the best sales manager for your team. Using a consultative approach, top sales recruiters will act as advisors in helping you to first develop your ideal candidate profile. In addition, skilled, reputable sales recruiters will also serve in a consultancy role to help you to determine appropriate and attractive compensation plans. Finally, they will help you to devise a targeted list of industries from which to begin the process of identifying and recruiting top sales managers.

3. Top Sales Recruiting Companies Ensure That You’ll Get an “A” Candidate

Companies willing to invest in their recruitment efforts through engaging the experience and expertise of a top sales recruiting company, ensure that they’ll have access to the greatest selection of “A” candidates, in lieu of settling for “B” candidates and hoping for the best. The ROI companies will realize by recruiting an “A” sales manager, as opposed to a mediocre sales manager will prove significant in the long term.

4. Top Sales Recruiters Will Save Your Staff Time and Save You Money

Companies who put the responsibility of recruiting a top sales manager on the HR department or hiring manager’s plate stand to lose a lot of time and money. Time spent by in-house employees trying to locate the best potential sales manager candidates will prove to take away from their time spent focusing on their key responsibilities and core competencies. These lost hours, can become quite costly. By contrast, partnering with a top sales recruiting company to find you the best match for your needs as quickly as possible, will save money and time, in the short and long term. After all, top sales recruiters spend all day, every day immersed in the business of recruiting.

When it comes time to find a sales manager who will inspire, motivate, mentor, and manage your team of sales reps, there is no better ally to have on your side than an experienced sales recruiter. At Grapevine Targeted Sales Recruiting our team of experienced sales recruiters are here to make the process of identifying, attracting, and retaining top sales managers stress-free, and successful, so that your sales goals can be met and exceeded for months and years to come.

Andy Wright is the owner and an active recruiter at Grapevine – Targeted Sales Recruiting. Andy began his recruiting career in 2003, and has a proven track record of helping companies both large and small increase sales team retention and productivity through recruiting top talent. Prior to launching Grapevine in December of 2011, Andy held key leadership positions for two Twin Cities-based recruiting firms, training and managing teams of recruiters while developing new business and managing national account relationships. Visit www.grapevinerecruiting.com, call 952.856.2371 or email info@grapevinerecruiting.com.

Onboarding New Sales Professionals in 2017: Tips to Ensure a Seamless Start, and Set the Stage for Future Success

By Cole DeCathelineau

With a New Year underway, all sales companies will be counting on the efforts of individual sales reps, in order to attain overall monthly, quarterly, and annual sales goals. Indeed, without the success of your individual sales pros, your company as a whole simply cannot thrive. Clearly, this means that all new hires who are joining your team this year will need to be brought up to speed as soon as possible. Therefore, as the hiring manager or HR manager, the onus is on you to ensure that all new hires are properly welcomed, introduced, and provided with all tools for success that they could possibly need, in effort to begin producing as soon as possible. In other words, you’re going to need a strong onboarding program.

So, what does your onboarding program need to include to ensure that your new hires are successful from the start? Below is a step-by-step checklist of vital components that must be included in your onboarding program, so that your sales professionals have the best chance for success in 2017.

* Map out your new sales rep’s first day

* Disseminate a welcome email/introduction to existing sales team members

* Provide an orientation tour of the office/location

* Familiarize new hires with their workspace and equipment (computer, phone, desk, corporate credit card, etc.)

* Introduce newest member to all team members

* Introduce new sales hires to tools and technology they’ll be using

* Participate in a successful first assignment

* Review expectations/ sales goals (monthly, quarterly, yearly)

* Plan the employee’s next few days (include several shadow days, joint assignments with experienced, successful team members, etc.)

* Schedule ride alongs with Senior Sales Reps

* Continue to meet with your new sales hire daily throughout the week, to promote open communication, and ensure that no questions are going unanswered

* Go over book of business (dormant and active accounts)

* Determine territory and identify areas to capture new business

* Engage in role playing with products

* Review and evaluate the onboarding program with your new hire after one week

There’s no denying the fact that making your new sales reps feel welcomed, but perhaps more importantly, poised for success, will take time and effort on your part. However, the process can be greatly streamlined if you choose to utilize smart onboarding software.

Onboarding software programs are frankly invaluable when it comes to helping you to map out your program. From guiding you through precisely what needs to take place and when, to helping you track your new hire’s progress, to evaluating the success of your onboarding efforts, HR managers, Sales Managers, and Hiring Managers should not go without this valuable assistance. In fact, these programs exist specifically to make sure that you don’t overlook any

critical steps when it comes to ushering in your next top producer. If you don’t currently have onboarding software, a list of ten of the most highly reviewed onboarding software programs can be found here.

With a brand new year laden with opportunities for breaking all previous sales records upon us, there’s no time like the present to take your onboarding program to the next level. By putting forth the effort to position your new sales professionals for success now, you’re sure to see the results you’re looking for in the days, weeks, and months to come.

If you’re looking to recruit outstanding sales reps or an experienced sales manager to join your team in 2017, contact us today. Grapevine Targeted Sales Recruiting is a top sales recruiting company, with a proven track record for success, in helping businesses of all sizes and across all industries to take their sales success to new heights through the recruitment of top sales reps and sales managers.

Cole DeCathelineau is a professional sales recruiter at Grapevine – Targeted Sales Recruiting.

Visit www.grapevinerecruiting.com , call 952.856.2194 or email cole@grapevinerecruiting.com

Hiring Sales Reps in The New Year: An Interview Checklist for 2017

Photo by bigstock.com

Photo by bigstock.com

By Adam Vortherms

It’s no secret that sales companies do a lot of hiring at the start of the New Year. With that in mind, here is a valuable checklist Hiring Managers can refer to, in order thin the herd of candidates, come hiring time in January.

  1. Did the sales candidate come prepared?

Readiness is a sign that a sales candidate takes this opportunity seriously—a good omen for a future hire. Did the candidate come prepared to professionally engage with your hiring team? Did he or she bring a hard copy of their resume or portfolio? Did they dress appropriately and professionally? Do they show a basic understanding and knowledge of your company and your goals? Well-prepared candidates are easy to spot—they are more engaged and can directly relate their own experiences to your expectations and goals.

  1. Did the sales candidate ask appropriate questions?

At the end of most interviews, most Hiring Managers will likely ask potential candidates whether they have any questions. Oftentimes, this prime opportunity for a candidate to show preparedness and interest in a company is sorely missed. The wise candidate will ask questions to signal to Hiring Managers that they’ve thoughtfully considered the position they’ve applied for, with queries along the lines of: What’s the company culture like? Are there opportunities for growth? What’s typical management style?

  1. Did the sales candidate relate their own professional experience to the role he or she is applying for?

The most successful sales job candidates are ones who can specifically and concretely relate their prior professional experiences to what’s required in the potential position. Any candidate can profess to have a host of positive attributes—hardworking, dedicated, etc.—but thoughtful candidates won’t stop there. Instead, they’ll use examples from their professional experience to demonstrate said attributes, and prove how they will help your company to reach your sales goals. Even if their prior experience isn’t directly related to your specific industry, top sales rep candidates can still illustrate strong sales acumen by relaying past successes.

  1. Is the candidate someone I would buy from personally?

This is often the x-factor that pushes successful sales candidates over the edge compared to their competition. A long list of prior experiences pales when the candidate comes off as unlikable or as someone you wouldn’t want to work with on a daily basis. Use the interview to assess the candidate’s personality and likeability—are they making an effort to connect on a personal level? Are they displaying the right mood and temperament for an interview setting? Do they seem genuine and trustworthy? Is the sales candidate a good listener, as well as a likeable conversation partner? After all, people buy from people they like and trust.

At Grapevine Targeted Sales Recruiting, we understand how crucial it is to have the very best sales managers and sales reps on your team in order to reach your sales goals.  If you’re in need of recruiting top sales performers to join your team in 2017, contact us today. Grapevine Targeted Sales Recruiting helps companies across all industries to maximize sales, through providing a comprehensive and selective recruitment process to ensure that an outstanding sales professional is available to you for hiring.

Adam Vortherms is a recruiting manager at Grapevine – Targeted Sales Recruiting. Visit www.grapevinerecruiting.com , call 952.856.2371 or email adam@grapevinerecruiting.com.

What Your Potential Sales Rep’s Social Media May Reveal: A Guide for Hiring Managers

Recruiting potential candidates. What to look for on their social media accounts.

Photo by www.bigstock.com

By Samantha Neumann

60% of employers use social media as a means to screen potential job candidates, according to the recently released 2016 Social Media Recruitment Survey conducted by CareerBuilder.com. After polling some 2,000 hiring managers and Human Resources professionals, along with over 3,000 American workers, the study found that the majority of those responsible for bringing in new talent spend a significant amount of time scoping out social media pages for insight into a candidate’s digital life. Case in point: 49% of hiring managers and HR professionals reported that what they found on a candidate’s social media pages actually caused them to pass on the potential employee.

So, what’s the merit of a using social media to screen a potential sales rep or sales manager? Frankly, in this day and age, there’s a variety of meaningful information to be gleaned from a candidate’s online life. What might not be apparent on a sales rep’s resume or in an interview setting can be readily discovered by doing a quick online sweep. Make no mistake though, screening social media is not just about digging up dirt on a candidate. On the contrary, searching social media can corroborate an applicant’s professional qualifications and allow hiring managers to screen for future sales success.

In fact, results from the survey revealed: “Most hiring managers aren’t intentionally looking for negatives. Six in ten employers who currently use social networking sites to research job candidates (60 percent) are “looking for information that supports their qualifications for the job.”

This begs the question:  If you’re a hiring manager or HR professional in charge of bringing in sales superstars, why wouldn’t you use a candidate’s digital presence to best understand the potential of a new team member?

Here are a few things to keep in mind as you review social media pages of sales candidates:

1. Look for Posts That Showcase Personality

If you’re in charge of hiring for a business where fitting into the company culture is a big plus, then scoping out a sales candidate’s profile to get a sense of their interests, tastes, and personality can go a long way in determining if he or she will fit well with the rest of your sales team.

2. Watch for Red Flags

Social media can be indispensably informative when it comes to weeding out candidates who’ve posted inflammatory or discriminatory material online. A candidate is not likely to divulge questionable behavior during an interview, but it may be apparent on his or her social media pages. This sort of background sweep can save you a lot of headaches in the future.

3. Check in on Communication Skills

How a sales professional presents him or herself on social media conveys more than just hobbies and personality, it can also reveal clues to a person’s communication skills. Sales candidates who convey a professional image in their online presence are likely to represent your company well.

4. Confirm the Facts

Lastly, social media sites can provide incredible access to previous employers to verify the material that a potential sales rep has listed on their resume or portfolio. This is necessary, because according to a 2015 CareerBuilder study of 2,000 HR professionals and hiring managers, an incredible 56% of higher managers found lies on candidates’ resumes.  To prevent falling prey to fraudulent resumes, a quick online confirmation, particularly through sites such as LinkedIn.com can help you easily weed out unqualified candidates who resume pad and would otherwise waste your time.

All in all, scanning the social media pages of a candidate for a sales position in your company, can be a valuable tool in a hiring manager’s arsenal when hunting for the perfect person to fill a position. As the influence of technology becomes more deeply engrained in our hiring processes, hiring managers and HR professionals can put the internet to good use in making wise, well-informed, and confident hiring decisions.

If you’re looking to recruit outstanding sales performers to join your team in 2017, contact us today. Grapevine Targeted Sales Recruiting has helped countless companies take their business to the next level by providing a painstakingly selective recruitment process to ensure that an outstanding sales professional is available to you for hiring.

Samantha Neumann is a professional sales recruiter at Grapevine – Targeted Sales Recruiting. Visit www.grapevinerecruiting.com , call 952.856.2371 or email samantha@grapevinerecruiting.com

The Clock Is Ticking: To Meet Sales Goals in 2017, Sales Hiring Must Be A Priority NOW

Photo by www.bigstock.com

Photo by bigstock.com

January 2017 may sound like the distant future, but in reality it is officially less than 12 weeks away. Considering that the holidays take up the last two weeks in December, hiring managers have even less time to ensure a strong sales team is in place in order to hit 2017 sales goals.

To put it another way, hiring managers simply don’t have any time to waste when it comes to preparing for sales success in 2017. The clock is literally ticking.

Here are three reasons hiring managers need to focus on recruiting top sales professionals now in order to make 2017 the best sales year yet.

 

  1. Recruiting, interviewing, background checks, presenting offers to top sales managers or sales reps, along with allowing time for them to provide a 2-week notice can take up to 10-12 weeks.
  2. The closer to the holidays we get (taking into account Thanksgiving as well), the busier potential sales candidates (and hiring managers) will become. That equates to fewer opportunities for interviews, shadow-days, or sales rep ride-alongs.
  3. Many businesses prefer not to offer start dates after the first or second week of December, simply because of office closures/time off for the holidays. This year Christmas and New Year’s do happen to fall on the weekend. However, Hanukkah spans the entire week from December 24, 2016 through January 1, 2017. Therefore, it makes sense that in order to have new sales professionals hit the ground running come January, they will need to start early in November or early December.

In order to meet your sales goals in 2017, hiring managers can’t afford to be underprepared come January. It’s much easier to stay on target with your goals by starting out strong from the get-go, than it is to try to catch up later.

At Grapevine Targeted Sales Recruiting, we understand how crucial it is to have the best sales managers and sales reps on your team in order to reach your monthly, quarterly and annual sales goals. We are here for you today, to help you find and attract top sales professionals now, so that your sales soar in the future.

Andy Wright is the owner and an active recruiter at Grapevine – Targeted Sales Recruiting. Andy began his recruiting career in 2003, and has a proven track record of helping companies both large and small increase sales team retention and productivity through recruiting top talent. Prior to launching Grapevine in December of 2011, Andy held key leadership positions for two Twin Cities-based recruiting firms, training and managing teams of recruiters while developing new business and managing national account relationships. Visit www.grapevinerecruiting.com, call 952.856.2371 or email info@grapevinerecruiting.com.

Treasure Trove: Benefits of Using Technology to Attract Talented Job Candidates, or Track Down the Best Company to Work For

By Adam Vortherms

Technology plays a vital role in virtually everything in today’s world.  As such, when utilizing technology properly (meaning as part of your recruiting or job seeking strategy, but not as your entire strategy) the benefits to both hiring managers and talents sales professionals are numerous.  Here’s a look at three of the greatest benefits hiring managers and sales superstars alike can capitalize on, through using technology to fill sales positions, or to find a new sales job.

Online Applications

Companies who are looking to attract top sales reps or sales managers need to have an online presence which welcomes top sellers at any time.  The best way for any company to do this is by having a “careers” page or tab on their website, which “sells” the company to top sales talent, by providing an overview of company culture, benefits, etc.

In addition, this page should make it easy for potential candidates to directly contact the hiring manager, and/or provide an opportunity to apply online for a position.   Given the convenience this provides to job seekers, it is not surprising that companies that provide career information on their website, typically find themselves with a larger pool of potential hires than those who do not.

Truly savvy companies are beginning to include a video link in their online applications, whereby potential candidates are asked sample interview questions, and asked to record short answers to include along with their resume or CV.  The objective in requesting these types of short video interviews along with resumes is to familiarize hiring managers with not only names, but faces of those seeking a position. The benefit to candidates in this situation is clear as they have the opportunity to showcase their knowledge, strengths, and skills applicable to the position.

Social Media

More and more, sophisticated sales companies and their respective hiring managers are interested in potential candidates’ social media pages.  The reason is simple. Social media pages may not tell the whole story of who someone is, but they can shed good insight into who a specific candidate is, beyond their resume or CV.

For example, candidates who have lengthy career histories included on social media pages, or who maintain professional online personas, are liable to get stronger consideration for an interview, than those who have nothing about their career, or worse who have provocative, discriminatory, or otherwise unflattering content on their social media pages.

Similarly, the social media pages of a sales company can provide a bit of a glimpse into how that specific company is regarded by others.  Savvy sales job seekers will always look to read reviews, check to see how popular a company’s pages are, and often read comments about a company before deciding to submit a resume or CV. Sales job seekers are also likely to visit sites where they can read reviews from employees, such as those available at Yelp!, Glassdoor.com, and the Better Business Bureau.

Video Interviews

Preliminary video interviews make sense for hiring managers considering candidates outside their local region for a couple of reasons.  First, by offering video interviews, you’re liable to be able to schedule your interviews with top talent outside of your immediate area much faster than you would if you were to rely on in-person interviews exclusively. That’s because the talented sales professionals you’re looking to attract are likely to be busy people, which can result in delays in interviewing.  By offering video interviews to candidates you’re actively seeking to attract, you provide greater flexibility for these in-demand sales candidates.

The second reason smart sales companies are utilizing preliminary video interviews to attract top talent is precisely because they do allow for access to a much larger pool of candidates.  Rather than only appealing to candidates who can easily make the drive to your office, or chosen interview venue, by offering to conduct video interviews, hiring managers immediately have access to far more potential hires.

Video interviews benefit sales job seekers as well.  The opportunity to be interviewed from your home will save you time in traveling to interviews, and money spent traveling to interviews. If you’re offered an opportunity to partake in a video interview, it is always smart to say yes.

It’s important to note, that although technology is indeed helpful to both hiring managers and sales candidates alike, that doesn’t mean that the company or candidate should rely exclusively on technology to ensure they’ve found the best candidate or the best company to join.  Hiring managers still need to perform background checks and reference checks, and should always bring clients into the office before extending an offer, to ensure that the sales candidate meshes well with other members of the team.  Sales candidates also need to insist on visiting the office in person, to get a true sense of the company culture, and to meet those you’ll be working alongside.

In order to make the most of your recruiting or job seeking strategy, it’s smart to engage the services of a highly regarded sales recruiting company.  Grapevine Targeting Sales Recruiting specializes in finding the most experienced and successful sales professionals and is committed to delivering high performance, top quality sales reps and sales managers.

Adam Vortherms is a recruiting manager at Grapevine – Targeted Sales Recruiting. Visit www.grapevinerecruiting.com,  call 952.856.2371 or email adam@grapevinerecruiting.com.