Sales Force Recruitment

In recent months, recruiters throughout the nation have found that a good salesman (or sales-woman) is hard to find. Competition across all industries, veterans chasing high-end compensation and a more readily available youthful sales force only add to the challenge of identifying qualified sales people.

In fact, according to Snelling Staffing Services, the problem for most recruiters comes in the fact that those individuals who are inclined to pursue sales positions are generally good at selling themselves, but it doesn't mean that he or she will be good at selling your product. When interviewing candidates for sales positions, Snelling recruiters advise that it's of the utmost importance to ensure that you’re not "buying" a candidate; rather, closely examine his or her track record.

Snelling says that finding eager talent early has become key—recruiters can often find good contacts through business school alumni associations and by reaching out to those sales persons who already are employed.

Another key strategy Snelling tells its clients to try is staffing up—because seasoned, highly-skilled sales candidates are limited, it pays to always be on the lookout. Even if a company doesn't readily have a position available that it's looking to fill, because of the turnover rate in sales forces, it's often worth it to go ahead and hire the veteran so that he or she is not snatched up by a competitor. Eventually there will be an opening, and the perfect sales person will already be in place.

In the end, your product isn't moving without a sales force to get it to market — and, no matter what industry you're in, Snelling advises that the best way to build a sales force is by using discernment when interviewing, proactively seeking good talent and networking. Happy sales to you!