Recruiters agree that there is one thing we can all do to help diversify the job market: hire people of different backgrounds and cultures. So, how to attract sales reps?

The hardest positions to fill are sales representatives.

One reason is that we need to be more inclusive of people from different backgrounds, and also help those who are underrepresented in the workforce.

  • It isnt an attractive job
  • The skills employers are looking for arent taught in school, so it can be difficult to find qualified applicants.
  • There is a lot of demand for sales reps.

You can train your HR team to be more diverse.

Teach Your HR Team on How to Attract Sales Reps

In order to do this, companies need to give their employees the skills necessary for recruiting and identify good candidates.

We have a team at EASI that has gotten really good at recruitment. We now employ about 50 salespeople, and we generated over $53 million in revenue just this year alone.


Need Help Automating Your Sales Prospecting Process?

LeadFuze gives you all the data you need to find ideal leads, including full contact information.

Go through a variety of filters to zero in on the leads you want to reach. This is crazy specific, but you could find all the people that match the following: 

  • A company in the Financial Services or Banking industry
  • Who have more than 10 employees
  • That spend money on Adwords
  • Who use Hubspot
  • Who currently have job openings for marketing help
  • With the role of HR Manager
  • That has only been in this role for less than 1 year
Just to give you an idea. 😀

Dont let resumes be your leading factor

How is resume a factor on how to attract sales reps? Many salespeople dont know they are in the business of selling, and this is a problem.

Most people dont plan on being a salesperson when they are in college. Sales courses aren’t offered as much, and it’s really dependent on the person whether or not they will be good at it.

When interviewing for a salesperson, it’s important to have an interview that assesses their attitude and soft skills. You don’t want someone who is only skilled in hard skills; you need to find the right person with both kinds of knowledge.

1. Establish a list of good traits

Ive been involved in creating many lists for hiring salespeople. When it comes on how to attract sales reps, the first list should be what traits the company is looking for, and you should involve all of your managers.

Skills like

  • Strategic thinking
  • Leadership
  • Curiosity
  • Competitiveness
  • Ambition
  • Control
  • Positivity

2. Make a scorecard

Once you know what position to fill, make a scorecard. The scorecard will streamline the hiring process.

This has several advantages:

  • Recruiters save time by having a list of qualifications they want in their candidates.
  • There are many ways to filter candidates more efficiently.
  • When I first meet with a candidate, I dont get surprised by their qualifications.
  • Evaluating the quality of your recruiters is easier when you have a diverse group.

When youve found the traits, it’s time to think about how your team will find those.

3. Set and plan ways to identify those traits

When youre looking for a candidate, it can be helpful to look at their experience.

But when it comes to sales, most people don’t know themselves if they’re a good fit. More so than any other position.

In knowing how to attract sales reps, you have to go out and find the information, not just wait for it.

In our recruiting process, a lot of people applied for jobs in other departments. After the hiring team interviewed them and saw their potential as salespeople, they were hired.

The recruiting team is looking for a few traits, and some of them are: – Skill set to fill the role – Ability to work in the company’s culture. If they’re not on board with it or don’t think that their skills will help contribute, then we would rather find someone who does.

  • Have they held leadership positions in the past?
  • I am always looking for people with entrepreneurial experience.
  • Have they been resilient in the face of failure before?
  • To be ambitious, they need to ask questions about how much room for growth is available at the company.
  • Control is a huge factor in the interview process.
  • How do they react when you try to control them?
  • How they react when asked to sell themselves is a good way to find out how well they’ll do as salespeople.

This is not a complete list, you need to get your team together and build one that fits with what’s going on at the company.

Be able to check personalities as quickly as you can

Recruiters need to be able to figure out how a candidate will do in an interview. A persons personality plays a large role and can determine whether they get the job or not.

It’s the recruiters job to convince candidates that sales is a great career. This requires understanding their personality.

The color system

Another way on how to attract sales reps is the color system. A good way to do this is by asking a few questions and analyzing the answers. Ideally, you would need an entire afternoon for that but in reality it can’t be done so recruiters will have to judge someone’s social style in just a few minutes.

You could require your candidate to take a test beforehand, but it’s important that you choose the right one. For example, if you want to assess their cognitive abilities during an interview conversation then they should be given a different type of test like taking IQ tests.

The color system provides a good way to start this process.

Small talk matters

As a recruiter, you should always make time for small talk with candidates. You can learn so much about their personality and how they might act in the workplace from these informal chats. Do they answer enthusiastically? Are they happy to be there? Is it just business or do they want more than that out of the job interview experience as well?

How to use that information?

A candidate’s personality will change the way they react to a specific argument.

  • Dominant personalities will want to know about targets, commissions and opportunities.
  • A person with a lot of influence will want to know about company culture and how the team works together.
  • A steady person will want to know about work-life balance and healthy competition. They won’t want people who are too competitive or don’t have a good work ethic.
  • A person who is compliant will want to know as much information about the company, job requirements or expectations.

Investing in personality assessments can be helpful for recruiters. They will not only understand the candidate but also sell them on a job.

Sell the job

Recruiters are salespeople. Their job is to find candidates, listen to them and determine if there’s a fit with the company. They must also convince these candidates that this position will be difficult and thankless.

As Larry Long Jr. says:

It’s hard to make the call and contact people cold, its tough when you get beat over the head again and again. But I always come back with a positive attitude ready for another round.

Finding candidates that are a fit for the job is difficult.

There are many more steps in the process before hiring a salesperson than for other positions. Recruiters will meet with at least three candidates before making an offer.

To be successful, salespeople need to sell the company’s people and culture. They have to prospect for leads, present a product or service in a way that is convincing while listening intently before negotiating.

Teamwork always makes the dream work

If you have skilled recruiters, your best bet is to let them do their job. If not, find some and stop micromanaging. This is one of the best tips on how to attract sales reps.

But you need to be a facilitator, someone who can provide resources and help connect the team with other departments.

Firsthand experience

The next best thing to sales training for your recruiting team is spending time with active salespeople.

All of our recruiters go through a training program where they get to spend time with the sales team. They learn skills for their own job as well as what qualities are needed in a candidate.

Sometimes people need to see it in order to understand what you’re talking about.

Feedback

Recruiters need feedback and external opinions for candidates, but it might be a totally subjective opinion or feeling. Article: When I first began hiring salespeople, I just assumed pay along with commissions and bonuses would be enough sales motivation.

When you have the opportunity to speak with them, it can turn an application process around.

Supervision

Your job as a recruiter is to provide your team with what they need in order for them to do their jobs. This includes helping the hiring process and giving recruiters high-value tasks. Its also important that managers give access to certain departments, so that recruiters can focus on those without having too many responsibilities.

When you start a new job, it’s important to be proactive and think about how to improve from the get-go.

If you want to improve your sales recruitment team, start thinking about these three things:

  • Giving your team training in how to prospect and sell.
  • Train them to identify different social styles and how they will be better at interviewing.
  • It is important to foster communication among employees, as well as with those in charge of different departments.

Implementing these will not only bring you more qualified sales reps. It’ll also make your recruitment team members feel like they’re contributing to the company.


Need Help Automating Your Sales Prospecting Process?

LeadFuze gives you all the data you need to find ideal leads, including full contact information.

Go through a variety of filters to zero in on the leads you want to reach. This is crazy specific, but you could find all the people that match the following: 

  • A company in the Financial Services or Banking industry
  • Who have more than 10 employees
  • That spend money on Adwords
  • Who use Hubspot
  • Who currently have job openings for marketing help
  • With the role of HR Manager
  • That has only been in this role for less than 1 year
Just to give you an idea. 😀
Editors Note:

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Justin McGill
About Author: Justin McGill
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