I SHOW RECRUITERS HOW TO RECRUIT SALESPEOPLE TO
EARN MORE IN LESS TIME
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Why recruit sales professionals?
55% of people in sales shouldn’t be and 25% are selling the wrong thing.
~ Caliper Corporation
Employers are struggling to hire qualified salespeople – in any economy.
This means big opportunities for skilled sales recruiters.
34% turnover among salespeople means more recruiting opportunities
Average $100K base salary means you earn more
Easier to target, message, and engage relevant candidates than general roles
Eliminating job boards saves a boatload of time and money
These are some of the common employer complaints about recruiters I’ve heard:
- They provide little or no assurance of their understanding of sales
- They don’t understand what we need in a sales rep
- They don’t know how or don’t vet candidates before submitting
- They keep us in the dark about their recruiting activities
- They provide inadequate information about the candidate, relying only on a candidate’s résumé
- They slow down our hiring decision when taking too long to deliver qualified candidates
These are some common recruiter frustrations I’ve heard:
- I’m not getting adequate job requirements from clients
- I’m spending too much money on job boards without results
- I don’t know how to tap into the passive candidate pool
- I don’t really know if candidates I present can actually sell
- I can’t figure out how to best showcase candidates to clients
- I’m working hard but making too little money for my efforts
We have more in common than you think.
When I started SalesFit, my sales recruiting agency, early recruiting jobs were a disaster.
It’s no wonder.
My only exposure to recruiting had been when recruiters tried to recruit me.
I had to get smart.
Leveraging everything I learned in graduate school, 30+ years of enterprise sales experience, years in employee selection science, and digging deep into what would help clients thrive, I built a system that took me from not knowing the first thing about recruiting to delivering highly qualified and vetted candidates to clients in an average of 18.4 days and an 85.7% candidate placement rate – in an industry that nets an average 20%.
This meant predictable hiring results.
And that means predictable profits.
With my Predictable Profits, 7-step recruiting system for hiring high performing sales reps, you will:
Be set-up for recruiting success at the start
Eliminate costly job boards
Cultivate only an elite candidate pool
Deploy screening questions that reveal true sales talent
Wow clients with in-depth candidate profiles
Fill more jobs, more quickly to earn more
If you’ll give me just a few minutes of your time, in just one call, I’ll share how my recruiting process will:
Collect critical knowledge, skills, abilities, competencies, experience, and education information from your hiring managers for pinpoint candidate identification
Create Opportunity Descriptions to stir greater candidate enthusiasm and engagement while being transparent with company expectations
Identify and engage high performing sales candidates with messaging that makes them NEED to talk with you
Ensure HR and hiring managers spend time only with relevant, interested, and available candidates and enjoy a seamless and time efficient h
Deliver comprehensive candidate information that demonstrates candidates’ ability to successfully perform the tasks that deliver the greatest rewards
Routinely report candidate pipeline and status, potential challenges, market insights, and recruiting activities to all designated stakeholders
THERE’S EVEN MORE …
NEW SALES RECRUITER TOOLKIT
This means big opportunities for skilled sales recruiters.
When I say I started my sales agency from scratch, I mean I didn’t have a single thing to operate my agency.
No company entity
No Logo
No website
No understanding of insurance requirements
No contract
No established payment methods
No ATS/CRM
No forms of any kind!
Add to this, zero knowledge of how to recruit.
But there were two things I knew very well: SALES and SYSTEMS.
That includes:
- Behavioral and other traits that make a sales pro
- What sales frauds do and say when interviewing
- The right questions that reveal true sales talent
- How to differentiate myself and my company
- How to position and package a solution to make more sales
- Maintaining client relationships to keep competitors at bay and earn more
- Creating a service delivery system for maximum efficiency and impact
I figured this puts me miles ahead of the competition, other recruiters who:
Treat their service as a commodity, accepting any assignment, regardless of their expertise or knowledge
Match keywords from job descriptions to candidate résumés for quick submissions
Only communicate with employers when submitting candidates
Takes each assignment as it comes without a process that delivers predictable results
So, I spent many months and thousands of dollars developing my online video training program AND these invaluable tools:
- Contracts – Contingency & Retained
- Candidate Outreach Messages
- Candidate Scorecard Form
- Client Cheat Sheet Form
- Opportunity Description Templates
- Candidate References Form
- Client Report Form
- Job Order Form
- Candidate Requirements Form
- Candidate Soft Skills Form
- Candidate Insights Form
- Offer Letter Template
- Candidate Phone Screen Form
- Prospective Client Proposal Templates
Many of these are available in the New Sales Recruiter Toolkit or, all forms, in my online sales recruitment system.
When you don’t know what you need to know but know you need help, you look for answers.
But what if those you look to also have the same questions and less than sufficient answers?
My recruiting ignorance cost me a fortune in frustration, time, and money.
Outdated recruiting coaches, expensive recruiting tools, unreliable job boards, and weeks and months spent submitting ill-fitting candidates who didn’t stand a chance of being hired – drained me financially and emotionally.
It’s why I want to share my system and toolswith those who know that if only they had the right process, the right tools, they could transform their recruiting results and income.
Just as I did.
My system is your shortcut to recruiting high performing sales professionals to earn more in less time.HIGHLIGHTED AREAS ARE CHANGES.
A little about Kathy
Kathy is a recognized sales and talent acquisition expert, generating more than $100M in revenue throughout her career. She has developed employee selection programs for national and international clients like TransAmerica, Forever 21, and City of Los Angeles that continue to save and generate millions of dollars in revenue.
She has three decades of enterprise sales experience, including ten in employee selection, a Master’s in Organizational Management, and founded two successful recruitment solutions companies. She is an award-winning author and an international speaker highly regarded by CEOs.
RecruitSolut provides Recruiting professionals with a science-based recruitment system and tools to identify, attract, and vet high-performing sales candidates quickly and efficiently.
My mission is to help Recruiters love their job and make a lot more money doing it.