Talent Acquisition

Boost Revenue Forever

Notebook work with statistics on sofa business
Photographer: Lukas Blazek | Source: Unsplash

I’m unaware of any business that, for most of its existence anyway, has not been focused on increasing revenue. Increased revenue allows an organization to hire more people, add products, expand territories, and all the other things on their wish lists. I’m in the business of helping businesses implement a day in, day out system that will play a big role in increasing revenue forever. The biggest role actually.

Having a team of great sellers is the key to constant revenue growth. And the key to having a team of great sellers is to be focused on a systematic, ongoing sales recruitment effort. Systematic? Ongoing? I’ve heard it hundreds of times. Sales leaders generally turn on a recruitment effort when they have an opening. Makes sense. But it eliminates focus on finding talent, whether you need it right then or not.

Therefore, I suggest that you need to get your mind around a total change in sales hiring philosophy. Don’t hire in a panic because one of your people just bailed out on you. Be on the lookout for good sales talent. And have a system to push anyone with great potential into your recruitment pipeline. If you found someone who you really believed could be a top producer for your team, I’d suggest you figure out how to get them on board. Maybe they could replace your weakest player.

A sales recruitment pipeline that always has more people in it than you need is a good thing. It positions you to move quickly if an urgent need arises. More importantly, it keeps you focused on looking at new talent to add to your team. With the philosophy of wanting sales hiring options all the time, you’re unlike to be caught flat footed. And you’ll never be hiring in a panic.

To learn about developing a sales team that boost revenue forever, click HERE.

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Millennials, Online Marketing

5 Facebook Recruiting Strategies You Can Use Today

Facebook Isn’t Only For Contacting Relatives

People are on Facebook for various reasons: to connect with friends and family, share and discover updates, follow brands, buy and sell belongings, and laugh at funny memes and videos.

But what about looking for jobs?

When you categorize LinkedIn, Monster, and ZipRecruiter as professional career sites, it’s crazy to even think about adding Facebook to the mix.

Well, consider this: not all Facebook users are happy or fulfilled at their current position.

Although these individuals may not be actively looking for a new gig, they are still willing to consider switching jobs for better pay, company culture, or benefits.

According to Zephoria, there 2.27 billion monthly active Facebook users, whereas 1.49 billion of these users log in every day. That’s a lot of untapped potentials!

5 Facebook Recruiting Strategies

We can’t promise that you’ll become a rock star on Facebook overnight. But at least you can equip yourself with these cost-effective recruiting strategies to help put your business in front of top sales talent.

Follow Advanced Hiring System on Facebook for more sales recruiting tips.

1. Create Attention-Grabbing Media

You don’t have to be creative to invest some time and resources into making unique content that resonates with job seekers and educates the public on who you are and why they should work for you.

That doesn’t mean go crazy on using stock images. Go a step further and create a click-worthy design or quick video.

Remember, if you wouldn’t click on it, then there’s room for improvement.

2. Post After Lunch

One insight that can help your Facebook recruiting strategy is to post or promote between 1:00 to 3:00PM. That’s when the highest amount of traffic occurs.

3. Post At Dinnertime

For night owls, post at 7:00PM versus 8:00PM. This one-hour gap can make all the difference in terms of driving clicks to your posts.

4. Optimize Your Facebook Account

Completely revamp your profile for these elements to help build the right brand exposure and accuracy of information:

  • Date opened
  • Mission statement
  • Business story
  • Social media profiles
  • List of affiliates
  • List of awards
  • Profile picture
  • Banner image

5. Post Regularly

If you aren’t posting at least once a week on Facebook, you’re shooting yourself in the foot.

Applicants want to know that their employers are connected with their customers and actively engaged in activities inside and outside of the company.

So if your company goes out for a happy hour, share work-appropriate posts online. It shows that you care about team building and keeping your employees happy.

Blogs and business announcements should also be shared on Facebook. Not only will this help you with referral traffic to your website, but it will also flex your expertise as a thought leader in the industry.

Elevate Your Sales Hiring Process with Advanced Hiring System

Give top sales talent a reason to apply with our easy-to-use Facebook recruiting strategies.

Have you experienced winning results by using another method? Let us know and we’ll give you a shout-out.

To learn more on how to hire top sales talent, schedule a free 30-minute session with Advanced Hiring System today. Available Monday through Friday worldwide.

Alan Fendrich

Facebook is a registered trademark. Advanced Hiring System has no ownership or relationship with this company.

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Uncategorized

What I Found Out Talking to a Sales Coach the Other Day

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Photographer: Austin Distel | Source: Unsplash

For nearly twenty years, I’ve been involved with hiring sales people. I had an interesting chat the other day with a well know and respected sales trainer. I was a bit surprised when he indicated that most of the sales coaches, sales trainers, and sales consultants typically focused on improving the quality and performance of an organizations existing sales team. Makes sense. What if the existing sales team has very few if any people who will ever be able to be top performers. There are certainly people who just aren’t cut out for sales on many sales teams around the world.

He really didn’t have an answer for my question. In all fairness, sales trainers or sales coaches are usually put in the position of working with the people their clients have on board. But it seems to me that it would benefit not only the sales organization to have better quality sellers but also would enhance a trainers ability to deliver good results to their clients. He’d be working with better “raw materials.” Consequently, our discussion moved to how his clients recruit sellers. And this revealed another issue for sales management.

Most sales managers do not have a systematic process to recruit good sales reps. The typical method of resume review to figure out who to call is usually a huge waste of time and results in poor results from the the new hires.

It is essential for those charged with sales recruitment for their organizations use a process consistently to get better results.

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