🚀 Recruiting Motivated Employees is Tough and should be Intentional 🚀
Our recent hiring experience for a Founding AE role at SalesTable revealed some eye-opening insights:
• 319 applicants in just 2 days
• Only 2.2% of applicants thoroughly read the job description
• 7 candidates submitted the required video application
Despite our detailed job description, including base and OTE expectations, ONLY few applicants actually read the entire job post. Most people likely clicked “Easy Apply” after seeing the title alone.
Out of all the applicants, 7 candidates stood out by submitting a required video, thoughtfully answering “Why SalesTable?”
What set the standout candidates apart:
• Quick response time (within hours)
• Thorough research on our company
• Asking insightful questions
• Confidence and strong presentation skills
• Clear articulation of why they wanted to join SalesTable
For Job Seekers:
• Stand Out: In a sea of applicants, going the extra mile makes all the difference. Those who followed instructions precisely immediately caught our attention.
• Do Your Research: Understand the company and role deeply. Your interest should go beyond "paying the bills."
• Act Quickly: Responsive candidates who applied promptly stood out positively.
• Ask Thoughtful Questions: Demonstrate your engagement by asking insightful questions that weren't already answered in the job description.
• Presentation Matters: Confidence, screen presence, and pitching skills set top candidates apart.
For Sales Leaders:
• Be Crystal Clear: Clearly define the role, expectations, and compensation to attract the right candidates.
• Quality Over Quantity: Don't hire to increase headcount. Hire to bring in the right talent that aligns with your company's vision and culture.
• Design the Role Carefully: Putting extra effort into role design will boost revenue, reduce managerial stress, and enhance employee satisfaction.
• Look for Initiative: Candidates who go above and beyond in the application process are likely to bring that same energy to the job.
Why this process is intentional? For job seekers, it's an opportunity to showcase your unique value. For employers, it's a chance to find not just an employee, but a partner in your company's growth journey.
Hiring the right person increases revenue, reduces managerial headaches, and enhances employee satisfaction.
DO NOT HIRE JUST TO INCREASE HEADCOUNT. HIRE TO BRING IN THE RIGHT TALENT. 💡
For those who hired (or got hired) recently, what's your experience like?
#SalesRecruitment #TalentAcquisition #CareerAdvice #SalesLeadership #Hiring
Chief Sales Officer (CSO)
1ySuresh Krishna Madhuvarsu, I believe this is a solid list of things to consider with regard to rep turnover. One other item that you may want to consider adding is "speed to ramp". I believe many reps leave early is due to the time it takes to come up to speed and get their first deal. The sooner a rep becomes productive, the more likely they are to want to remain with the company. Particularly with a product or service with a long lead time they need to be selling as soon as possible so they see success in a reasonable time frame.