The main reason why hiring too quickly ends up in disaster for startups is because companies sacrifice quality in the name of speed. According to Harvard Business Review, “Poor hires account for almost 80% of turnover rates in business.” This article explains the best ways to find strong talent and hire fast!
1. Have a “why” your target hires can get behind.
A compelling “why” is critical to effective leadership because it connects their team with something that directs the actions of every human being: purpose.
If you need to bring on the right sales representatives NOW, show them how you're making a difference and why they should drop everything to get on board and be part of your mission. This is probably the single most important piece of hiring the best people quickly.
For example:
- Google’s “why” is making the world’s information easily accessible to everyone.
- Apple’s “why” is challenging the status quo and thinking differently about technology.
- Spotify’s “why” is making it easy to find the right song for any moment — a “soundtrack for your life”.
2. Clean up your online presence
69% of candidates would not work for a company with a poor online reputation and 84% would also leave their current company for one with a good reputation these days, it’s critical that your startup looks good online if you want to build your team with A+ talent. Take time to review what people are saying on popular sites such as G2crowd, Glassdoor, Facebook and Yelp.
Here are some aspects that might need improvement:
- Blog: Make sure content is relevant, remove what is not
- Social Media and Career Website: Integrate your “why”. This is the first place applicants look. Facebook, Instagram and Twitter are the most popular social media platforms.
- Create New Content: Integrate your “why”. Reach a wider audience
- Engage and Respond: Respond to your audience and create two-way communication
3. Referrals and Recommendations
Make connections with other recruiters and sales managers in your industry as well as other industries. As you build these relationships, these people will become trusted sources to reach out to and ask if they know anyone who matches your ideal salesperson. When seeking a referral or recommendation, give as much criteria as possible for the ideal candidate. Consider creating a referral program within your company to encourage employee involvement and help maintain the culture.
Here is why referrals work to hire new sales representatives:
- Referral prospects are coming in warmer since they know and trust the referrer (current employee).
- The referrer is providing a vote of confidence by making the recommendation, which is a powerful piece of social proof.
4. Join a networking group
Actively join and participate in some networking groups as well as get to know the leaders of the groups. The more leaders you know and connect with, the more referrals you will likely receive. Through these groups, you will gain professional connections, establish trust, increase your knowledge and participate in “word-of-mouth recruiting,” the ability to talk freely about your opportunity with others as a way to increase referrals and reciprocate with the same based on other members’ needs.
Here are 3 to consider joining:
- Business Networking International (BNI) – Over 211,000 members across 7,800 worldwide chapters that meet weekly to help build a strong network.
- MasterMind Groups – Offer group brainstorming, education, accountability and support. It’s a place to meet new people and develop relationships. To find these in your area, Google MasterMind groups, subject, and location, for example: “Mastermind groups door to door Dallas, Texas.”
- eWomen – Specifically for women, this group has approximately 118 chapters spread across North America that meet locally. This would be a great avenue for female recruiters and sales managers who recruit their sales team members.
Staffer matches and introduces you directly to qualified talent. We will increase revenue, maximize profitability, and boost sales productivity.
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