Top 10 Mistakes That Recruiters Make When Hiring Sales Professionals (Part II)

In how many of the points made in the previous article did you find your company at a certain point in the recruitment process? What were your solutions? Please find below Part II of the top 10 mistakes made by recruiters when hiring sales professionals.

1. Long recruitment process. In practice, the recruitment process for a candidate takes between 90-120 days, even though the expectations are set at 30 days. Consequently, the company will lose the good candidates to more decisive organisations, managers look inept at hiring and the whole recruitment process becomes costly and ineffective. A more structured approach, where you know the exact candidate profile you are looking for can help make things simpler.
2. Too much focus on the candidate’s resume. Initial CV screening is the preferred method to sort the candidates first hand. The loop in this is obvious: a poor candidate with a well-written CV will be interviewed and a good performer with a bad CV will not pass to the interviews. This means lost opportunities. A different approach where the candidate has to take an initial test, focused on the abilities needed for the job can ensure a more effective candidate screening.
3. Lack of communication and feedback. Although not as relevant to the process of finding the suitable candidate, giving feedback to those who were unsuccessful is important. It is a long and tedious process, especially when having many candidates, but with a short email or phone call you can offer them the closure that they deserve.
4. Lack of back-up candidates. When you have found the ideal candidate after a long interviewing process and he or she declines the job offer you find yourself with no other option. It is recommended to have 3 candidates in the queue.
5. Lack of collaborative hiring process. Do you include the department managers in the hiring process? If not, it might be the right time to begin doing this. A good collaboration between the HR department, who are the masters of recruitment and the department managers, who know the exact specifications of the job, means that the right fit for the job will be found faster and more effectively.

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Article written by Nada Bifani, the Founder and CEO of Win Sales and Marketing Programs and Business Improvement Services. A leading expert on Sales Force Performance and Management Consultancy, known as a groundbreaking work in evaluating sales organisations and moving their effectiveness forward. Has performed missions in diversified business area, from FMCG to Banking. With a baggage of 25 years of experience in Management, HR, Sales and Marketing in various industries, she gathered a rich experience that she is sharing with business leaders who choose to become successful in business.