Tag Archive for: Employers

Benefits of Using Recruitment Consultancies

Hiring new talent can be a challenging task for any company. With fierce competition in the job market and a shortage of qualified professionals, finding the right candidates with the relevant skills can feel like searching for a needle in a haystack.

That’s where recruitment consultancies come in. These specialized agencies can streamline your hiring process and help you find high-quality candidates that align with your company’s goals and culture. Here are five ways a recruitment consultancy can help your business.

The Role of Recruitment Consultancies in the Hiring Process

Recruitment consultancies play a crucial role in sales hiring by connecting organizations with qualified candidates. These specialized agencies have access to a wide pool of potential candidates and can efficiently match them with suitable sales roles.

Recruitment consultants take on various responsibilities in managing the recruitment process. Here’s a quick rundown:

1. Understand a company’s sales hiring needs and develop a comprehensive job description
2. Advertise the vacancy on relevant channels, attracting a diverse range of candidates
3. Review CVs and shortlist the most qualified applicants through in-depth interviews to assess their sales skills, experience, and cultural fit within the organization.
4. Coordinate the offer process, negotiate salaries, and handle any necessary background checks or references.

Using recruitment consultancies for hiring sales professionals provides several benefits. Their expertise in the field ensures a thorough understanding of sales roles and the specific skills required. Here’s how:

1. Save Time and Streamline Hiring

Recruiting top talent is a crucial aspect of success for any tech company. However, the hiring process can be time-consuming and resource-intensive. This is where recruitment consultancies come in, offering companies a range of benefits that can significantly improve their hiring processes.

First, consultancies reduce the risk of making a bad hire. They have the knowledge and experience to thoroughly vet candidates, ensuring they possess the necessary skills and expertise.

By carefully screening candidates, consultancies minimize the chances of hiring the wrong person and the need for repeat recruitment campaigns. This saves costs and prevents potential disruptions to the company’s operations.

Another significant advantage of recruitment consultancies is that it allows managers and staff to focus on their jobs. Instead of allocating time and resources to the hiring process, they can concentrate on their core responsibilities. 

Of course, this all starts with these consultancies understanding your needs. A good consultancy takes the time to understand organizational goals, how the role fits, and the culture. 

2. Accessing Hidden Talent Pools

Recruitment consultancies offer companies a distinct advantage when accessing hidden talent pools. These talent pools consist of qualified professionals who may not actively seek new positions but are open to opportunities aligning with their career goals and company culture.

One of the reasons recruitment consultancies excel in tapping into these hidden talent pools is their ability to build strong relationships with candidates. Unlike in-house recruiters or HR departments, recruitment consultants continuously devote their time and resources to nurturing relationships with potential candidates. This allows them to better understand the candidate’s career aspirations, skill sets, and cultural fit.

Consultancies also have in-depth industry knowledge, enabling them to identify qualified professionals who may not be visible through traditional job boards. They keep their finger on the pulse of the job market, staying aware of the latest industry trends and changes. This knowledge, combined with their extensive networks, allows them to connect with passive candidates with the relevant skills and experience that tech companies need.

These agencies actively source passive candidates, expanding the candidate pool beyond those actively searching for job opportunities. By proactively reaching out to potential candidates who align with the company’s requirements, consultancies increase the chances of finding the perfect match. This proactive approach provides tech companies access to a broader pool of qualified professionals who may have yet to notice.

3. Ensuring Cultural Compatibility

Recruitment agencies are crucial in ensuring cultural compatibility during the hiring process for tech companies. They understand that finding candidates with the necessary skills and qualifications and aligning with the company’s values and culture is essential for long-term success.

These consultancies go beyond evaluating technical skills, understanding the candidate’s personality, work style, and motivations. This evaluation process helps identify candidates who will excel in their roles and thrive within the company’s environment. Continuously nurturing these prospects gives consultancies advantages that an HR division might struggle with. 

To evaluate cultural compatibility, recruitment consultancies employ various strategies and techniques. They conduct in-depth interviews to get to know the candidate personally and assess how they align with the company’s values. Consultancies may also use behavioral assessments or personality tests to gain further insights into the candidate’s work style and behavioral tendencies.

Furthermore, recruitment consultancies collaborate closely with companies to understand their culture and values. This allows them to tailor their candidate evaluation process and ensure a strong match between candidates and the company’s culture.

4. Enhance the Interview Process

Consultancies enhance the interview process by providing valuable insights from their market knowledge and experience. This knowledge aids them when conducting interviews.

Consultancies know the most important technical sales skills necessary to fit different positions. They know how to find candidates that excel at various sales focuses (inside and outside). They then take this information and assist in developing interview questions tailored to the company’s needs.

Consultancies guide interview planning based on the needs of the company. This helps ensure the interview process is well-structured and focused on assessing the most relevant skills and qualifications. This includes questions on hard skills, soft skills, and culture fit assessments. This leads them to know the right questions to ask during the interview. 

5. Navigating Compensation Packages

Consultancies play a crucial role in salary benchmarking, ensuring companies offer competitive and attractive compensation to potential candidates.

Recruitment consultants gather market data and analyze industry trends to provide accurate salary information. They can access comprehensive salary surveys, compensation studies, and market reports that give insight into different positions’ salary ranges. This data is regularly updated to reflect current market conditions and changes in industry trends.

By utilizing salary benchmarking services offered by recruitment consultancies, tech companies can gain valuable insights into compensation packages offered by their competitors. Here are three ways benchmarking can help:

1. Helps companies establish a fair and equitable compensation structure, ensuring employees are compensated appropriately for their skills and experience. This, in turn, improves employee satisfaction and reduces turnover risk.
2. Ensures that companies remain competitive in the talent market. Multiple companies often seek high-quality candidates, and offering a competitive compensation package increases the chances of attracting and retaining top talent.
3. Helps companies stay abreast of industry trends and changes in compensation practices. This knowledge allows them to adjust their compensation strategies accordingly, ensuring they remain competitive and relevant in the fast-paced tech industry.

Wrap Up 

Whether supporting job seekers in the search or companies in finding the right seekers, these agencies are crucial to the job search process. This support starts with understanding your company and goes into applying that understanding during the onboarding process. This helps your company stay focused on what’s important: maintaining a high level of operations. 

To find out how our team at Rainmakers can help your business find the right fit, fill out our employer signup form today. 

What Is A Staffing Firm?

A staffing firm functions as the bridge connecting aspiring job candidates with businesses seeking fresh talent. A well-structured staffing firm leverages robust systems to align the proficiencies and experiences of prospective hires with the demands of available roles, facilitating a harmonious pairing between job vacancies and capable candidates.

There’s a common misunderstanding that equates staffing with recruitment. However, these are two distinct processes.

Staffing agencies play a crucial role across the employment journey – from when individuals are brought on board until their eventual departure. While the recruitment process is an integral component of staffing, it extends further to include employee onboarding, training, retention, and exit strategies. Conversely, recruitment pertains strictly to the initial phases of sourcing and hiring candidates.

Why Use a Staffing Company?

Staffing agencies are becoming an increasingly popular resource for businesses seeking to expand their workforce with minimal hassle and maximum efficiency. Here are some compelling reasons an organization might use a staffing firm:

1. Reduced Overhead Costs: By employing temporary staff through a staffing agency, businesses can avoid additional costs associated with permanent employees, such as healthcare, 401k plans, sick leave, vacation pay, and employer taxes.
2. Limited Overtime Pay: Staffing agencies allow businesses to bring in temporary workers during busy periods, reducing the need for overtime from full-time employees and saving the business from extra costs.
3. Flexible Short-term Staffing Solutions: When a business needs temporary staff due to permanent employees’ absences for reasons like illness or maternity leave, staffing firms provide the ideal solution.
4. Savings on Training and Reduced Hiring Risks: Training new employees can be costly and time-consuming. A staffing agency provides workers ready to take on the job, eliminating training costs and reducing the risks associated with hiring.
5. Efficiency and Increased ROI: Staffing agencies provide specialized workers for temporary projects, saving the employer from sifting through countless resumes and thereby increasing the return on investment.
6. Handling of Onboarding and Payroll: Staffing agencies take care of all the administrative tasks related to temporary staffing, including onboarding paperwork, payroll taxes, workers’ compensation, and unemployment benefits.
7. Access to Talent Networks: Good staffing agencies have a wide network of potential candidates that employers can tap into, thereby streamlining the hiring process.
8. Quick Hiring Process: When an employee suddenly leaves, staffing firms can often find a qualified replacement in less than 24 hours due to their extensive candidate networks.
9. Insight into the Industry Market: Employing a staffing agency gives businesses insider knowledge of available skilled candidates, salary ranges, and local market trends.
10. Trial Period for Employees: Businesses can try out an employee on a contract basis before offering a full-time position, allowing both parties to determine if the arrangement is a suitable match. This flexibility minimizes the risk of making poor hiring decisions.

Services Provided by Staffing Firms

Below, you will find an extensive list detailing the diverse array of services provided by a traditional staffing firm:

Contingency Search: This service is ideal for filling a specific company position. Payment is only due upon a successful hire and is typically a percentage of the new hire’s starting salary. Rest assured that if the candidate does not remain with your company for a specified period, we offer a refund or replacement.

Contract Recruiting: This option is suitable for companies looking to hire a large number of employees. A recruiter from Rainmakers works onsite at your company for the contract period, receiving payment based on an agreed hourly rate, irrespective of the number of candidates sourced and hired.

Freelance/Contract Help: More than just temporary staffing, this service is designed for the hiring of high-level employees such as engineers and technology professionals who often refer to themselves as freelancers or contractors.

Managed Services: Under this arrangement, Rainmakers continuously takes over an entire department or function within your business. This is particularly beneficial if you prefer not to manage a certain area of your business and could benefit from our specific expertise.

Recruitment Process Outsourcing (RPO): RPO involves Rainmakers managing the entire recruitment process for specific roles, allowing your HR staff to focus on your core business. At the same time, we ensure a steady supply of high-quality staff for all positions.

Permanent Recruitment: For businesses needing full-time, long-term employees, Rainmakers recruits and places candidates ready to commit to your company’s growth. These employees are entitled to the full range of benefits your company offers, providing stability for you and the employee.

Top Markets Utilizing Staffing Companies

Across various vibrant job markets in the United States, staffing agencies are increasingly being employed to streamline the hiring process and identify talent for key roles. In bustling New York City, tech-savvy Austin, dynamic Denver, rapidly-growing Atlanta, sunny Phoenix, innovative Raleigh, fast-paced Los Angeles, industrious Chicago, and tech-hub San Francisco, staffing agencies play a pivotal role in sourcing candidates for vital sales positions. Such functions include Sales Development Representatives (SDRs), Executive Account Executives, Account Executives (AEs), Customer Success Managers (CSMs), Mid-Market Account Executives, VPs of Sales, Technical Sales Managers, and Sales Directors. By leveraging staffing agencies, these cities continue to thrive and build their sales workforce efficiently and effectively.

How to Choose the Right Agency
Choosing a staffing or talent acquisition agency can be daunting. Still, we strive to simplify this process for you at Rainmakers. Here’s a guide on how to select a dependable agency that suits your company’s specific needs.

1. Identify Your Staffing Requirements: Understanding the nature of your hiring needs is the first step. Are you looking for direct hires to fill executive positions or contract-to-hire services for temporary roles? Do you need contingent workers for short-term tasks? With direct hire, we handle the recruitment, but the candidate becomes an employee of your company. A contract-to-hire service is suitable when you want to assess the candidate’s performance before offering a full-time position, with the candidate initially being on Rainmakers’ payroll. Contingent workers, such as consultants, freelancers, or contractors, are an efficient solution to address short-term skill gaps within your organization, as they are not counted as payroll workers and manage their own taxes.
2. Assess the Firm’s Industry Experience: Partnering with an experienced staffing agency like Rainmakers benefits from a larger, more diversified talent pool. We offer a satisfaction guarantee and specialize in sourcing candidates for your needs. Consider asking questions about the agency’s reputation in your industry, their process for sourcing candidates, and if they have previously worked with similar clients.
3. Inquire About the Company’s Talent Sourcing Process: Leading staffing agencies invest considerable time building a database of potential candidates. At Rainmakers, our talent sourcing strategy includes referrals, job boards & career sites, social networks like LinkedIn, business events, networking, and user groups.
4. Understand the Agency’s Candidate Screening Process: It’s crucial to learn about the screening process utilized by the staffing agency. At Rainmakers, we combine manual screening with cutting-edge technology to find the right candidates swiftly. We conduct initial skills tests to evaluate candidates’ technical knowledge and pay close attention to soft skills, cultural fit, background checks, and drug tests.
5. Ask Relevant Questions: Along with the points mentioned above, ask additional questions like the agency’s time to hire, interview-to-hire ratio, point of contact, track record with previous clients, other services offered (like payroll, PEO, HR consulting, training), the management of the recruiting process amid COVID-19, cost structure, and staff retention strategy. The more questions you ask, the more confident you can be in your choice.

Navigating through the selection of a staffing agency is a critical task. At Rainmakers, we aim to answer your queries and assure you that our services meet your expectations.

Difference Between a Recruiter and a Staffing Company?

Rainmakers offers recruitment services to suit varied employment needs. Our recruitment services focus on identifying and securing candidates with specific skills for permanent roles within your organization. We source candidates, conduct screenings and interviews, and our fee is based on successful placements.

On the other hand, staffing services provide contract employees from a larger talent pool. They can help handle the screening and hiring processes and place these candidates in your organization as needed. Costs for this service are included in the hourly rate paid to the employee.

In essence, Rainmakers tailors our approach to fit your organization’s requirements, where traditional staffing firms focus more on short-term solutions.

Maximizing Your Partnership

As we draw this guide to a close, it’s worth noting that an effective partnership with a staffing or recruiting agency can transform your business. By taking full advantage of the services provided by agencies like Rainmakers, you’re filling positions and aligning your business with strategic talent that will support your growth and innovation objectives.

Remember, they are more than a service provider; they are a strategic partner in your business growth. So, invest in this relationship, keep your expectations high, and let the firm shoulder the complexities of recruiting and hiring. This way, you can focus on your core business, confident in the knowledge that your staffing needs are being met professionally and efficiently.

Ready to start working with an industry-leading agency? Connect with Rainmakers!

Insights from Industry Professionals

Senior account executives are experienced professionals working directly with customers. They handle accounts on behalf of the business they represent. So they meet sales targets for the company while meeting the customer’s needs.

Senior account executives excel in customer service, meeting sales targets, and developing a winning sales process. They know how to focus on the most important accounts, managing their own time. But, like other professions, they also need solid written and verbal communication skills.

To learn more about the expectations of being a senior account executive, the impact of education on salary, and how much that varies between regions.

How Long Does It Take To Become a Senior Account Executive?

Including education, it can take up to 10 years to become a senior account executive. This includes the four years needed to get a Bachelor’s Degree and the six years required to get senior-level experience.

Ignoring the need for education, senior executives are expected to have (at least) five years of experience. Some companies might shaft this expectation by a year in either direction.

Not all pathways to becoming a senior account executive follow the same route. For example, talented account executives who adeptly meet sales goals and have exceptional customer service skills might claim the “senior” part of their title sooner.

Here are some skills senior account executives should focus on:

• Leadership
• Written communication
• Oral communication
• Negotiation
• Customer relationship management (CRM)
• Sales and sales strategy

Beyond account management and sales process skills, account executives also benefit from educational backgrounds.

The Impact of Education and Certifications on Senior Account Executive Salaries

Senior account executives usually have a Bachelor’s Degree in Business or a related field. But, like most professions, it isn’t solely occupied by degree holders. Others might have certifications, while some work on the merits of their experience.

Employers rely on educational background to determine salary. For example, the average associate’s degree holder makes in the mid $40 thousand while bachelor’s degree holders earn an average of $60 thousand. As a senior account executive, education might be the difference between someone who makes $60 and $80 thousand.

Certifications, however, are situational and don’t hold the same weight as an education.

Still, those who earn certification can bolster their knowledge while increasing their value.

For example, the National Association of Sales Professionals (NASP) has a Certified Professional Sales Person Course for nearly $700. Maintaining this certification can show a continued passion for pursuing industry knowledge.

How Much Does a Senior Account Executive Make?

In the United States, senior account executives can expect to make just over $100 thousand on average annually. But this can range from $50 thousand to about $150 thousand. Industry professionals can expect this range to vary based on education, experience, and related skills.

Senior account executives don’t just limit themselves to a base salary. Some make bonuses, profit sharing, and commission rates. Here’s a breakdown:

• Bonuses typically are an average of $25 thousand (can be as low as $0 and as high as $55 thousand)
• Profit sharing averages at $18.5 thousand (can be as low as $0 and as high as $40)
• Commission rates for senior account executives average at $40 thousand (usually between $10 and $80 thousand per year)

Not all senior account executives are built similarly, so the industry varies widely. Each company might share differing opinions on motivation or pay. This is why some companies offer profit sharing while others rely on flat salaries.

Account executives can help boost their pay by making themselves valuable. Before hiring, they can do this with experience and education. After hiring, they can display their expertise through results.

Senior Account Executive Salaries in Different Regions of the United States

According to our article on tech sales job salaries, the region with the highest pay for senior account executives is the San Francisco Bay Area. Senior executives (with six to seven years of experience) can earn a base salary of $92 thousand.

Using the same data, the region with the lowest-pad account executives is a tie between Austin, TX, and Boston, MA. The base salary in both locations is about $76 thousand, losing about $15 thousand yearly.

Here’s a look at a few more regions:

• Atlanta, GA – $80 thousand per year
• Chicago, IL – $88 thousand per year
• Denver, CO – $89 thousand per year
• Los Angeles, CA – $89 thousand per year
• New York, NY – $89 thousand per year
• San Diego, CA – $82 thousand per year
• Seattle, WA – $84 thousand per year
• Other locations – $79 thousand per year

All figures focus on base pay, meaning they don’t account for profit sharing, commission, and other bonuses. It’s also important to account for cost of living factors, which change depending on location.

Salaries might also normalize between these locations as the trend of remote hiring continues. So, places typically paying their account executives low begin to catch up with other cities.

Benefits of Using a Recruiting Agency to Find Your Next Account Executive

Now that you know more about salaries, you are better equipped to post your listing on a job board. But before you do that, consider a recruiting agency instead.

Recruiting agencies have these distinct advantages:

• Agencies are staffed by experienced individuals trained to find the right fit for your organization.
• You can save time and money by not wasting time with many hires that don’t meet your needs.
• Once you get through the hiring process, you can interview applicants who are actually interested in contributing to your business.
• Recruiting agencies are built to quickly fill in crucial slots with employees who hit the ground running, keeping your organization moving forward.
• Recruiting agencies can keep your listing confidential (for example, in the case where current staff members are not performing)

Senior executive positions require incredibly skilled individuals to fill the gap. Therefore, a recruiting agency is built to fill those positions with an experienced list of individuals.

Recruiting agencies can be your list makers when hiring a new senior account executive. This way, you can get a list of qualified applicants saving yourself some time.

Ready to get started? Start browsing open account executive jobs now, or connect with candidates with account executive experience who are actively looking for a new job!

Finding the Right Fit

As a business leader, you know hiring the right account executive is crucial to the success of your business. However, finding the right candidates in your search can take a lot of time and resources and, if not done correctly, can be costly.

Partnering with a recruitment agency to fill this critical role will help you avoid costly and time-consuming mistakes and ensure you hire the right person for the job. Here’s how recruiting agencies find account executives.

Understanding the Difference Between Executive Search and Staffing for Junior-Level Positions

One mistake many businesses make in their account executive search is utilizing the same recruitment process they use for junior-level roles. Unfortunately, this can lead to many underqualified candidates applying for the position, slowing your recruitment process.

Seniority Level of Account Executives vs. Junior-Level Roles

One of the most significant differences in an account executive search is the position’s level of seniority. Account executive positions are often highly specialized, senior-level positions that require the person who fills the role to have a proven track record of leadership combined with the ability to execute long-term goals and business operations. As a result, finding these candidates takes a much more focused approach than finding applicants for junior-level roles.

Active vs. Passive Candidates

When searching for a junior-level role, typical recruitment efforts generally only include active candidates, those actively seeking a job. While limiting your scope to only those actively seeking a job may work well for junior-level roles, recruiting a senior-level account executive means attracting passive candidates, those currently employed at other companies who would be a perfect fit on your leadership team.

Geographical Scope of the Search

Another key difference in searching for an account executive is the geographical reach of the right candidate. While junior-level roles may be adequately filled with local candidates, searching for an account executive should go beyond your local market. The geographical scope for an account executive should be national and international to find the right person for the job.

Understanding the Needs of Your Company: How to Define Your Account Executive Hiring Requirements

The first step in hiring an account executive is defining the role’s requirements and determining the specific skill set you seek in a candidate. An account executive typically helps your business grow existing accounts, generate new accounts, eliminate competition, and use data to drive decision-making. Here are some essential skills and requirements for senior account executives:

Leadership and Management Skills

Because account executives are often in charge of a team of entry-level, junior-level, and mid-level positions, your account executive must be a highly skilled leader and manager.

Analytical Mindset

Part of the role of an account executive is to set and track measurable goals for their team and their company. Therefore, account executives need to be able to read and interpret data and generate reports on their team’s progress toward those goals.

Project Management Experience

Overseeing a project from start to finish is complex and needs someone with interpersonal skills to get the job done. Adaptability, empathy, focus, and resourcefulness are just a few. In addition, these interpersonal skills help them communicate effectively with stakeholders, management, and the various team members involved in the project.

Proven Track Record of Success

Account executives need to have a track record of reaching goals and successfully executing projects throughout their careers.

How to Stand Out as an Account Executive: The Role of Transferable Skills

You need to highlight your transferable skills to stand out as an account executive. One of the best ways to do this is by managing up: being the most effective employee you can be and creating value for your boss and your company. Managing up helps you stand out from management and set yourself up for future success as an account executive.

Two Keys to Manage Up

1. Develop influential internal allies who will advocate for you.
2. Develop a compelling narrative surrounding your job performance.

Here’s how you do it:

1. Send your manager a narrative pipeline update. Your update should include the week’s goals vs. actual sales, best and worst-case scenarios, the upcoming week’s priorities, and potential threats to meeting your goals.
2. Communicating bad news. Do it often and early. Contrary to what you might think, managers need to know when something isn’t going according to plan to decide what to do if required. 
3. Prioritize 1:1 requests. After the routine items are taken care of, it’s time to talk with your manager about new project ideas you have, requests for different resources, and other account strategies. Make sure you track your progress toward these goals in a shared document.
4. Be proactive by anticipating and meeting your manager’s needs. This takes knowing your manager’s needs and delivering on them ahead of time.
5. Think cross-functionally. You can help several other departments with their goals as an account executive. This is how senior-level account executives operate and how you should, too. Help out the marketing team, product team, sales team, and others. It will go a long way toward your career success.
6. Ask for feedback. Many managers are open to giving direct feedback, so ask questions with specific information in mind that allow them to be straightforward.
7. Consistency. Be consistent with your managing up steps so your manager knows they can expect it from you.

How Much Do Account Executives Make?

Several factors determine an account executive’s salary, including the geographic location of their job, the size of the company they work for, the company’s job sector, and the account executive’s experience and education. Part of an account executive’s salary may be commission-based, and they could be eligible for bonuses depending on performance and revenue generated. These positions often also include benefits such as medical and dental, paid time off, and stock and retirement options.

The top earners live in states such as California, Nevada, Massachusetts, Texas, Virginia, and Washington.

In the United States, an account executive can expect to make a base salary of $68,715 annually, with the low-end being $34,938 and $135,145 on the high end/ of that average. 

The Importance of Partnering with a Recruiting Agency:

Whether you are a company looking to fill an account executive position or a job seeker looking for an account executive role, partnering with a recruiting agency gives you an advantage. Recruiting agencies are staffing experts with one goal: finding the right candidates for a company’s position.

Partnering with a recruiting agency has several advantages over traditional recruitment:

1. Access to top-quality talent and jobs
2. Insider information on the role and candidates
3. Assistance with the offer and negotiation process
4. Helping candidates and companies prepare for interviews

At Rainmakers, we go beyond resumes and LinkedIn profiles to find the best account executive candidates. As a result, you can be confident knowing we match candidates to the role, helping companies hire the best person. 

Our sales recruiters can help you find talent that matches your account executive role. Contact us today to get started!

Recruit With Confidence

To fill sales positions successfully in 2023, hiring managers and recruiters must stay on top of the most recent trends and insights in the job market. Even before COVID-19, the work landscape has changed, and what was once considered standard is no longer the case. In addition, many employees have different priorities and expectations regarding work.

To attract the best candidates for your open sales positions, knowing what current research has revealed is essential. You can also benefit greatly from the assistance of a top sales recruitment agency at your side. 

Here is some of what you need to know about hiring today.

1) The Job Market Favors Candidates

The first thing to be aware of is that most employers and recruiters have noted that the current job market is heavily candidate-driven. This means job candidates tend to be more in demand and can afford to be choosy when selecting whom they work for. Only about 30% of potential candidates are actively seeking work. The rest are already employed and reportedly not looking to move. This means you’ll have to make your offers attractive to entice them to work for you. 

2) Mobile Devices Drive Most Recruitment

Most applicants look for work using their mobile devices when actively searching for job searching. Nearly half of them do this every day. To let potential employees know about your open sales positions, having those positions listed on venues with easy mobile access is essential. Similarly, many active job searchers also use mobile devices to submit applications. Businesses would do well to see how they can make their hiring process mobile-friendly.

Also, you can leverage social media to help fill open sales positions. Over 80% of companies today use social media for recruiting. According to LinkedIn, over half of all active job searchers look for new jobs on social media such as Twitter, LinkedIn, and Instagram.

Therefore, companies must take advantage of the power of social media and the reach of mobile technology to find qualified candidates.

3) The Millennials Are Here (and Have Been)

According to Forbes, Millennials will comprise three-quarters of the workforce by 2025. However, 25% of those would reasonably be seen as job hoppers. To retain talented employees, no matter the generation, it’s essential to understand their needs and what they expect from employers. When hiring managers and sales recruitment agencies take the time to learn what motivates and appeals to employees, they’ll have an easier time retaining them and saving themselves the cost of finding new hires. 

4) Work Location Matters

COVID-19 gave many employees a taste of what alternative work environments can be like. As a result, a majority would like to see remote and hybrid work options continue. Glassdoor reports that 86% of employees today would select more remote work options, even if it’s just part of the time. 

Fortunately, many companies have discovered that remote and hybrid work does not negatively affect productivity or profitability. On the contrary, in general, it’s positively impacted the workforce, even if it’s nontraditional and still unfamiliar with many traditionally-run companies. 

The vast majority of remote workers reported higher productivity and greater job satisfaction. This statistic is getting through to many hiring managers who agree that remote and hybrid work will likely be an ongoing trend, and they need to be prepared to support this when hiring new staff. Upwork even goes so far as to predict that nearly a quarter of the workforce will be working remotely within the next few years. 

5) Workplace Culture Matters a Lot

Considering a company’s culture and values is now a top concern for many job candidates. Unfortunately, many employees are too ready to leave companies that don’t align with their values. LinkedIn reports that 70% of US employees would not put up with a poor workplace culture and that it would be a major reason why they’d change jobs. 

If you highlight your company’s beliefs and culture in your job description, on social media, and on your website, you’ll be more likely to draw in prospects who fit your company’s culture. This is especially true if you promote and follow through with a positive, inclusive work culture that fosters a sense of trust and sincere acknowledgment of hard work.

6) Diversity Is Key

Job seekers increasingly expect businesses to be more inclusive and diverse in all areas. Employers should use varied hiring techniques to attract job applicants since there are many advantages to diversity and inclusivity. Forbes reports that businesses with more diverse executive teams would likely experience above-average profits. 

Diverse companies also tend to outperform their less diverse peers and experience greater innovation and creativity, leading to better decision-making and a more positive work environment. In addition, according to the Harvard Business Review, companies with greater diversity in race, gender, and sexuality are 70% more likely to appeal to a broader market demographic. 

This is not lost on job seekers. Most report that a diverse workforce is a significant factor when evaluating a company’s job offer.

7) Have a Great Onboarding Process

Finally, once you’ve found the perfect candidate for your open sales position, having an effective onboarding process is crucial—so much so that it can improve new hire retention by over 80% and boost productivity by over 70%. 

Building solid relationships with candidates is important for more than just the hiring procedure; it also affects how they view the business as a whole. From the very first day in a new position, an effective onboarding process aids in retaining and engaging staff. 

A lack of training may leave new employees ill-prepared for their jobs, lowering productivity, satisfaction, and retention. Therefore, the emphasis should be on practical onboarding training and solid communication to increase staff retention and get them motivated and productive.

Rainmakers: Your Top-Tier Sales Recruiting Agency

A company’s level of success is closely correlated with the level of skill its salespeople possess. To assist in guiding your business toward greater growth and profitability, think about speaking with an established sales recruiting firm like Rainmakers.

If you need help finding top sales talent for your company, quickly create a free profile with Rainmakers and start connecting with candidates!