Recruiting sales talent can be expensive, especially if you end up with a bad sales hire. We define a bad sales hire as - a salesperson who consistently ranks in the bottom 20% for three months after the ramp-up period. It’s not only that the company has wasted the invested salary in a salesperson who didn’t work out, but there are other expenses created — replacement recruitment and hiring costs, replacement training costs, lost productivity, lost business, and more. So, how much did that bad hire really cost you? Current estimates are 50% to 75% of the annual compensation. That means a salesperson who makes $50,000 annually costs between $25,000 and $37,500 to replace. Lowering the cost of sales talent recruitment will save the company substantial time and money. Increasing the accuracy of sales hires will save the company substantial time and money.

Establish the Minimum Requirements

The first step in designing a cost-effective sales talent recruitment strategy is identifying the minimum requirements in education and experience. Here is an example: Qualified sales candidates need to have: 1) Bachelor's degree in business, marketing, communications or related field. 2) Three years previous work experience in sales. 3) Demonstrated knowledge of the sales process and 4) Excellent written and verbal communication skills.

Develop an Attractive Job Description

The next step is creating a job description that summarizes the essential responsibilities, activities, and skills needed for the position. A job description can also include important company details like the company’s mission and vision statement and any benefits or perks that it provides for sales staff. An attractive job description needs to provide enough detail so candidates can easily determine if they are qualified for the position. Your job description is an introduction to your company and your employer brand.

Create an Attractive Job Posting

Your job posting can provide a link to the complete job description you have developed. The job posting needs to begin with a strong, attention-grabbing hook. Hook the reader with some of the details about what makes your company a great place to work. Provide an exact job location to optimize your job postings. Outline the core responsibilities of the position. Identify some of the day-to-day activities. Clarify how the sales position fits into the organization. Indicate which manager the person will report to. The job posting should clearly state the minimum requirements in education and experience. You also may want to include desired soft skills as well as some of the personality traits you are looking for.

Use Social Media Platforms Like Linked-In and Facebook

Create informal job posts that will attract qualified candidates. Offer different ways to interact with candidates who may have additional questions before they will apply for the sales job. Website blogs can allow for interactive discussions or comments about the job. People who are already in the position can describe what they enjoy most about the job. Offer an informational webinar for those people who want to learn more about the company and the sales job.

Use Zip Recruiter

ZipRecruiter is an online job board that allows employers to post jobs to hundreds of job boards simultaneously. ZipRecruiter offers a number of different pricing plans that can work well even for small businesses. The campaign costs depend on the number of jobs you want to post and how long you want to post them.

Developing a lower cost Recruitment and Staffing Solution USA for sales talent can be outsourced to HireSmart. Contact us today for further discussion.


  1. Taylor Hicken says

    You made a good point when you shared that it is great to list down the minimum requirements to search for the right candidate for a sales position. It is also good to rely on a recruiting firm that can help find the potential applicant who matches the job requirements. I would like to think if a company is thinking of employing new sales representatives, it should hire a reliable recruiting firm that can help it find the right candidate.

  2. Admin says

    The minimum requirements is just the beginning. Also, recruiters and hiring managers should know what qualities the high performing sales people of the company have in common, so they can hire more people with those same qualities. As you indicated, a reliable recruiting firm that specializes in sales talent is often a good choice for many businesses, as they may not have the right expertise for this project in-house.

  3. talent recruiting solutions says

    This post was very well written, and it also contains a lot of useful facts. I enjoyed your distinguished way of writing the post. Thanks, you have made it easy for me to understand.

  4. Admin says

    Thank you for kind comments. I will send you an email requesting to learn more about what you and your company do.

  5. Avish Rawal says

    Once the recruiter understands, and not just knows the KRAs of a sales rep. It helps in coming up with the minimum requirement strategy during the hire of the person that fits the role best. Very well explained and structured content.

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