Sell the job. “A job description should sell the job. If you can’t capture attention and interest, the fine print is irrelevant. This is sales content. You’ll be selling the sizzle, while every other hiring manager will be documenting the chemical makeup of the steak. Job descriptions should leave candidates with just one impression: this is the place to advance my career.”
Instagram. Great young talent lives on Instagram. “When it comes to attracting recent college grads (and early career talent), Instagram is target rich.” The best recruiting is still done at university specific recruiting events, but a 60 second video on Instagram can be very powerful.
The landing page. Don’t hit candidates with a wall of text job description. Incorporate pictures of your work place, highlight some of the great employees that will mentor them, and other employees that are currently very successful in the same role. Get quotes from your team members talking about the company’s opportunity, career path, and work environment.
Five steps. Your hiring process should have only the following steps: application + survey, phone screen, phone interview, on-site interview, shadow/mock presentation.
Phone interview. This is where you come in. For many sales roles, this is critical because most sales roles live on the phone.
Shadow. For candidates you know you want, have them shadow one of your current employees for an hour.
Two weeks from application to offer. The entire process must take no longer than 2 weeks. The best candidates get snapped up too fast for the process to take longer. “If you want A-players to choose you, you need to move quickly. I prefer the offer to come from either the CEO or the VP of Sales — as high as you can go. This is a final opportunity to make the candidate feel special. Just like with job descriptions, add some personality and sizzle to the offer letter. It is a sales tool, and until the candidate signs on the dotted line, you are still in selling mode.”
Recycle candidates. If a candidate took another offer or decided not to leave their job, don’t be jilted. Keep them in the funnel for future hiring and circle back. “If a candidate took another offer and find they regret it, most won’t come crawling back. But if you’ve stayed in touch and (refrained from salting the earth), you can pick right back up where your hiring process left off.”
Forced referrals. “When a new rep has been in the role for roughly three months, I tell them that tomorrow we are going to sit together for twenty minutes. And that tonight, I’m going to go through all their LinkedIn connections and find people that are early on in their careers at good
Rely on alumni. “A real bottleneck is getting the right people. Our Alumni, because of the way
The full report is well worth the read and has charts and graphs for every metric. Again visit bridgegroupinc.com to get it.
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