Where are all the Good Sales Candidates Hiding?
According to the Bureau of Labor Statistics, the number of jobs in sales and related occupations jumped a hefty 445,000 to a four-year high of 15.8 million. That’s great news, right? Except for the fact that many of those jobs will remain unfilled.
Although these jobs exist, many experienced sales professionals remain unemployed. Sales representatives are reportedly the second hardest jobs to fill this year, with 35 percent of sales managers failing to find qualified candidates for their open positions. So why is there such a disconnect?
The skills gap is widening
Multiple studies and surveys indicate a heavy skills gap between employees and their job duties. In fact, 54 percent of employers believe skills shortages will have a high-or-medium impact on their ability to meet client needs. In addition, even if a great candidate is hired, your organization may have cut sales training budgets, which doesn’t do much to help your employees develop professionally over the years.
So, there may be lots of unemployed sales professionals because they don’t have the right skills to be successful—from being great at public speaking to negotiating financial deals. When possible, seek out sales professionals who’ve completed professional development courses, gone through ample training, and can showcase their skills through a successful work history. This type of background is most likely to produce positive results.
Your recruitment methods are stale
Conversely, you may not be finding the right sales candidates because you’re using outdated recruitment methods. After all, tons of experienced sales professionals exist who’d be more than willing to fill those open spots. However, finding the very best sales candidates is like searching for diamonds in the rough; you have to look at every possible avenue in order to find them. If you’re not gaining anything from your candidate pool, take a look at how you’re actually sourcing them.
The solution? Go where the qualified sales candidates are. For example, niche job boards are a great way to attract successful sales candidates because they’re tailored for them. Social recruiting also seems to be increasingly effective. Don’t forget the power or referrals, career fairs, and a great career site, as well.
Highlight what you need
As I’ve pointed out, there may be a disconnect on both sides in terms of finding the perfect match. This is probably why there are so many unfilled jobs, even if there are qualified sales professionals out there. To solve this on your end and to help sales candidates only apply if they’re a fit for the job, you need to carefully highlight what you’re looking for in the job posting, and provide details as early in the recruitment process as possible.
For example, job descriptions need to convey exactly what you’re looking for, such as years of experience, educational history, type of product knowledge, salary requirements, commissions, job titles, etc. In addition, the application process should screen out the wrong candidates immediately so you’re not stuck digging through tons of unqualified resumes.
Lastly, don’t forget to point out the perks and benefits of your organization. Great sales candidates are often passive job seekers who are already employed by your competition. If they stumble upon your organization and see some obvious advantages, they are more likely to turn your way.
While sales job growth is high, there are surely enough good sales professionals to fill them. However, the types of candidates you find in the recruitment process, as well as how you find them, matters more than what studies or recent data indicates. By using the above tips, you’ll be able to find better fits, create success, and bridge the gap between a great job opening and a stellar candidate.
What do you think?What are some other problems with finding the right sales candidates in the recruitment process?