KNOW THE BUSINESS OF SALES
In order to streamline the hiring process and attract the right tal-ent,
HR professionals need to learn and understand the business
of sales. Sales leaders within a company should provide support to
HR leaders and teams. This will allow HR departments to com-plete
their job effectively and hire top talent. Sales leaders, such as
a VP of sales or an account director, must communicate what type
of seller they need, the required selling experience and criteria for
being a cultural fit to the HR team.
Ultimately, HR will be carrying out the recruitment and hiring
processes, and therefore need to fully understand the hiring profile
and role itself. HR professionals should understand sales metrics,
key performance indicators (KPIs) and the overall business model.
Talk to sales leaders, understand their standards and expectations,
and get a sense of the complete line of business. Spend time on the
sales floor to learn the sales landscape. Key members of the HR
team should shadow a few sales calls so they can really see what
it takes to succeed in sales and who the company is competing
against. First-hand experience will provide HR with a thorough
understanding of the day-to-day responsibilities of a sales person,
allowing them to search for the right people.
ATTRACTING TOP TALENT
Once HR understands the line of business, they must find and
attract top sales talent. Top talent, and more specifically top per-forming
sales people, can be picky when it comes to making a move
to a new company. It usually takes a lot for a top sales person to
choose a new employer. If they are hitting and exceeding their sales
targets, it is likely they are being compensated accordingly.
Typically, top performers are with a company that values them
and maintains a high company culture. This is why ensuring a
company’s employer brand is communicated effectively to top tal-ent
when recruiting them for a role is critical. Candidates always
evaluate a company’s brand before applying or considering a posi-tion
with the company. HR departments need to position their
company as a market leader, showcasing the company’s core values,
testimonials and success stories, and be sure to maintain a consis-tent
candidate experience from start to finish.
Additionally, be transparent about compensation and career
progression. Top sales talent seek high-growth companies and are
more likely to make a move for a company that is on its way to
Urgency is a priority or at least it should be. When it comes
to recruiting top talent for a sales organization, HR must act
urgently. This doesn’t mean rushing the recruitment, interview or
hiring processes, but rather being urgent in the hunt for top talent.
Urgency is currency when it comes to sales recruitment.
The sales profile that HR is looking to hire is probably the same
profile as other companies. For top sales professionals, there is an
abundance of opportunities for them. They likely are approached
by other HR professionals and hiring managers daily. If a compa-ny’s
sales role peaks their interest, the response time needs to be
fast. Minimize the time to conduct a call or interview with them in
order to keep engagement high and the hiring process effective. n
Jamie Hoobanoff is founder and CEO of The Leadership Agency.
Ensure HR outlines the skills
and experience that an
ideal candidate possesses
into the hiring strategy;
the job description and
recruitment efforts will be
built around this information
24 ❚ FEBRUARY 2019 ❚ HR PROFESSIONAL