The Selling Factory

The Secret to Successful Sales Recruiting and Placement

Written by Emily Gagnon

An artist, entrepreneur, and senior marketing student at UF with a passion for people. Emily loves her family, Taylor Swift, and all things that make life better. She is the Marketing Coordinator at The Selling Factory.

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Your company’s product is top-notch, and your business can rival any best workplace–nominated company. The problem? Finding the right salespeople for your team is like trying to find Moby Dick in today’s ocean-sized salesperson talent pool.

Research shows that no more than 60% of salespeople meet their quotas. Fortunately, getting proper sales help doesn’t have to be a challenge.

Here’s a rundown of the secret behind successful sales recruiting and sales placement for your business.

Let’s jump in!

Be Strategic in Your Sales Recruiting Interviewing Approach

One of the top secrets to successfully hiring sales employees for your company is to adopt a strategic interviewing approach.

Ideally, your top sales employee candidates should be interviewed at least three times. In this way, you can determine if an application is truly as good the third time as they were the first time.

Also, make sure that your candidates are asked the same interview questions so that you can easily compare your applicants. In addition, ask questions that will force them to provide specific examples of how they handled various situations.

Your goal during the interviews is to determine which candidates have the true “DNA” of a salesperson. For instance, your chosen sales employees should have no problem with making thousands of calls.

They should also be familiar with using customer relationship management systems. These systems can help them to build their sales pipelines.

Play Up Your Company to Job Candidates

Another secret to successful sales recruiting and placement is your ability to showcase your firm as a choice employer to prospective sales employees.

Top-performing employees in sales are choosy about their employers, and rightfully so. They’re great at what they do, so naturally, they want to work for cream-of-the-crop companies.

For this reason, it’s paramount that you portray yourself as a high-growth company. You should also show that your firm is an industry leader that is ready to dominate your sector.

How to Positively Represent Your Company

To put your company’s best foot forward, make sure that your website looks professional. It should also feature updated content. Add your company’s core values to your website as well.

In addition, when you speak with interviewees, describe for them some of the marquee clients you’ve served. This will demonstrate how much you value customer relationships and how pro-sales your company culture. These are two things that top sellers want their employers to exude.

How to Play Up Your Existing Salesforce

Don’t be afraid to share with your job candidates how many of your sales representatives are currently exceeding or making quota as well. This will further help you to emphasize the quality of your resources and your reputation.

In addition, feel free to share with your job candidates some of your employees’ success stories. These stories may cover their role expansions. Likewise, they might highlight their promotions or personal growth.

You can also discuss how your salespeople are contributing to the local community through volunteering. This is something that may attract top candidates who value being active in the community.

Have your employees earned any awards recently? This can also be outlined during the candidate interviews. Alternatively, you may highlight this on your company’s website for prospective sales employees.

The more personalized your brand seems, the easier it will be for you to make impactful connections with the right candidates.

Find the Right Candidate Sources

Top salespeople usually don’t browse job boards. That’s because they are busy trying to close deals and boost their employers’ revenue. So, when you post a job description on a job board, you are likely advertising to salespeople who can’t find work or keep missing their quotas.

Instead of depending on online job boards, leverage your salespeople’s existing networks to source top sales candidates for your firm.

Utilize Money to Draw Candidates

Another secret to acquiring grade-A sales talent is to offer an unbeatable compensation plan. After all, money is great motivater.

As a general rule of thumb, salespeople are more risk-taking than other employees. In light of this, your compensation plan should offer risk-based rewards. Make it clear that stellar sales performance at your company will always be rewarded.

To be industry-leading, your pay plan should provide above-market compensation. It should also be aligned with the predictability of your company’s sales cycle.

For instance, if your sales cycle is not very predictable, you should offer a higher base pay and a lower commission. Meanwhile, if the cycle is relatively predictable, you can get away with offering a lower base pay but a higher commission.

Send Out Rejection Letters

Finally, after you make your sales employee hiring decision, take time to send out a rejection letter to any applicant who did not make the cut.

This is a critical step in the sales recruiting process. That’s because it allows you to keep your pipeline free of job applicants who aren’t a good fit for your company.

How We Can Help

The secret to successful sales recruiting and placement lies in your job candidate interview approach. It also involves your ability to sell your company to top talent. Presenting a competitive compensation plan is also essential for securing the right talent.

Fortunately, at The Selling Factory, we can provide you with top-of-the-line, well-trained college-level salespeople so that you don’t have to select and hire salespeople yourself. By outsourcing sales to us, you’ll gain access to an engaged and large talent pool that can meet your needs. Contact us today for a free consultation!

 

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Mia Semel

Campaign Manager

Before graduating with a B.A. in Sustainability Studies, Mia took on multiple roles while interning at The Selling Factory, including sales development, recruiting, and leading campaigns. She is an active listener and effective communicator, specializing in fostering genuine connections and finding common ground among differing perspectives. She aims to find practical, creative solutions regarding sustainable development, biodiversity and the climate crisis.

mia.semel@thesellingfactory.com

Kira Baker

Campaign Manager

Kira recently graduated from the University of Florida and received her Master of Science in Entrepreneurship. She is passionate about helping businesses grow and connecting with new people. Some of her hobbies include traveling and hiking. She hopes to visit all of the National Parks one day!

kira@thesellingfactory.com

Jared Glosser

Vice President

After graduating from UF in 2014 with a B.A. in history, Jared started his professional career Fundraising for a non-partisan political lobby in South Florida. In 2016, Jared moved back to Gainesville to work for a non-profit, recruit students for international travel opportunities, and pursue his MBA at UF. Jared has been with The Selling Factory since 2019 focusing on operations, client onboarding, and client success.

jared@thesellingfactory.com

Ian Massenburg

Chief Operating Officer

A graduate of University of Florida (B.A. 2001), Ian Massenburg brings over 18 years of sales executive and sales management experience to The Selling Factory. Before coming on-board, Ian worked alongside Brad at Infinite Energy, and then spent his next 3 years as VP of Partnerships selling SaaS products B2B. Ian brings his vast knowledge and experience to the team and to our partner companies served.

ian@thesellingfactory.com

Damien Paulk

Campaign Manager

Damien is a University of Florida graduate that recently joined the team full time after working as a Sales Development Intern for one year. As a Campaign Manager, Damien looks forward to contributing to the growth and success of The Selling Factory. When Damien is not at work he enjoys exploring Gainesville with his girlfriend and dog or watching the Gators dominate college football.

damien@thesellingfactory.com

Brendan Viehman

Campaign Manager

Brendan graduated from Liberty University with a Bachelor of Science in Business Administration and Project Management. For the past 5 years, he has enjoyed working with blockchain technology and cryptocurrency development. In his free time, he surfs and makes personal finance videos for his YouTube channel.

brendan@thesellingfactory.com

Savannah Howard

Campaign Manager

A graduate from the University of Florida’s College of Journalism and Communications, Savannah obtained her Bachelor of Science in public relations with a concentration in French. After almost two years as a sales development intern for The Selling Factory, she joined the leadership team in 2021 taking on the role of Campaign Manager. In her free time, Savannah enjoys going to concerts and festivals and cooking for her friends and family.

savannah@thesellingfactory.com

Zack Kampf

Campaign Manager

Zack is a creative technologist with experience in advertising, event planning, and game design. He started as an SDR in 2018 and has been with TSF ever since. Upon graduating UF in 2019 he became a campaign manager and is currently seeking a master's degree from NYU. In his spare time, you can find him at the intersection of Art & Technology!

zack@thesellingfactory.com

Josiah Blakemore

Campaign Manager

Josiah has over 8 years of sales experience, worked with Brad and Ian at Infinite Energy, and also spent time selling SaaS as Director of Partnerships at SharpSpring. He’s always been very competitive and has a love for sports and games. He enjoys solving problems and coaching team members to do the same!

josiah@thesellingfactory.com

Sue-Ming Frauenhofer

Marketing Manager

Sue-Ming received both her B.S. in Psychology and M.S. in Management from The University of Florida. As a student, she took on multiple roles while interning at The Selling Factory, including sales development, marketing, and recruiting, eventually leading to her current role as Marketing Manager. She enjoys refining her taste in music and visual art, engaging in mindfulness and meditative practices, and frolicking outside with her sidekick pup.

sueming@thesellingfactory.com

Adam Grossman

Chief Development Officer

Adam is an ordained rabbi, who has founded multiple ventures focused on workforce development. Hired as CEO by a failing non-profit, in over 5 years, his ingenuity saved the organization, which led Slingshotfund.org to recognize it as one of North America’s most innovative Jewish non-profits. His expertise to identify, cultivate, and on-board talent ensures our student teams meet our partners’ needs.

adam@thesellingfactory.com

Brad Gamble

Chief Executive Officer

After graduating from UF in 1999 with a B.S.B.A, Brad Gamble has dedicated himself to sales management, branding, coaching, and building companies. He served as the VP of Sales & Marketing for Infinite Energy until 2014, when he founded The Selling Factory. He has dedicated himself to teaching critical skills to tomorrow’s leaders, and helping companies achieve sales success and revenue growth.

brad@thesellingfactory.com