(888) 893-2165In today’s job market, top performers are in demand. Smart hiring managers recognize that a job interview is as much an opportunity to pitch top candidates on why their organization is the right fit as it is for them to evaluate the candidate. And it’s not just about the money or even traditional benefits; it’s about company culture, recognition, vibe, schedule flexibility, and quality of life. To attract top talent, you’ve got to know how to pitch a prospective employee, not just let them pitch you.
When it comes to sales, hiring the right personnel matters. Talent makes a big difference, but just as important is building a sales team that supports your sales strategy and processes. Jumpcrew’s data-driven approach informs every aspect of how we do sales, including talent acquisition. Our results speak for themselves.
How do we continue driving results for our partners? It’s a simple formula.
The Job Market Today
Many analysts believe that multiple interest rate hikes have had a cooling effect on the economy, but job openings per person remain at pre-pandemic levels and the unemployment rate is at a relatively low 3.7% as recently as November 2023. With inflation easing, the Federal Reserve is expected to lower rates multiple times in 2024, which is likely to boost the economy and lead to even more hiring.
In the short-term, economic concerns will likely make a prospective employee more hesitant to hop between jobs. In the long-term, it’s very possible the job market could heat up again. Ensuring your benefits and job perks align with or exceed industry standards will help you attract top candidates and retain your own top performers, but so will honing your ability to pitch those perks and benefits better than your competitors.
Building The Right Team
No matter how intense competition is for top candidates, you don’t have to hire star salespeople. You just need to hire the right salespeople.
Sales hiring and compensation should be determined by your strategy and processes. Focus on personnel with the mindset and skills to fit into that strategy and process. This drives better results than focusing on so-called ‘star’ salespeople. And it means you’re not competing with the companies that focus entirely on prior results, results those ‘stars’ may not be able to replicate in your industry or system.
Interview for solid performers that are able to follow your process and complete sales tasks consistently and you can grow your own internal stars.
Tell Your Brand’s Story
Modern marketing has evolved past the point of simply trumpeting low prices and wide selection. Successful brands in today’s marketplace have a compelling story, strong brand voice, and values that resonate with their ideal customers. But this approach isn’t just for the customer base anymore; thoughtful and cohesive brand messaging is also a key component of a strong company culture that attracts top prospective employees.
Pitch your company to prospective employees by crafting and delivering a compelling story that communicates the positives of joining your team and answers the question “why is this employer the best fit for me?” Prospective employees have needs just like investors or customers; your goal is to sell them on how your company aligns with their values, career goals, professional ideals, and compensation and benefits desires. Commit to the narrative and interweave it through all phases of your hiring process, from the job posting to the atmosphere when the interviewee arrives all the way through to the final step.
A Perfect Pitch
Good interviewers recognize that an interview is first and foremost a conversation.By keeping this in mind, they guide the conversation to ensure they both get the information they need to assess the interviewee. as well as present their organization in the best possible light. The key to this is knowing your organization’s unique employee value proposition, or the sum total of what they offer prospective employees. This includes compensation, benefits, work environment, company culture, and even branding.
One way to strengthen your EVP is to look at it from the perspective of your most valuable resource: your satisfied current employees. Talk to them about what makes them happiest in their jobs and what they brag about when talking about their company. These are often key items to focus on as you present an EVP to a prospective employee.
Authentic Communication
People want to work with other passionate professionals. By talking about their own good experiences with your organization, interviewers and other staff give a positive impression to prospective employees. Encourage personnel involved in the hiring process to share their enthusiasm and hype up your workplace as a desirable destination for interviewees to further their career.
Communication doesn’t begin and end with the interview. Building a good relationship takes place over multiple touchpoints, so keep prospective employees apprised on the status of the process. Send authentic, personable thank you notes and interview confirmations. You’re hopefully building a relationship that will lead to onboarding a stellar new coworker; building rapport in the hiring process increases the chances they’ll accept an offer if it’s made and can segue easily into a smoother onboarding process as well.
Perfect The Process
Hiring the right people is one of the biggest challenges facing most organizations. Getting it right requires trial and error. JumpCrew’s cracked the code of building a world-class sales team, but that didn’t happen overnight!
Fortunately, you can put JumpCrew’s expertise to work for you right away. JumpCrew’s winning company culture, sales strategy and process, and experienced, seasoned sales teams can generate results for your organization immediately, without the uncertainty and expense of building an internal team. Not only that, but our outsourced sales solutions are far more flexible and scalable than an internal team.
We’ve provided our recipe, but you can supercharge your sales immediately just by partnering with JumpCrew.
