Learn how to create successful recruitment and hiring postings with this comprehensive guide. Get tips on job postings and more for your sales jobs!
The best candidates are only on the job market for an average of 10 days, and 39% of candidates who decline a job offer do so because they accepted another one. So you need an efficient recruitment process to ensure you don't miss out on the top candidates.
Additionally, managing recruitment postings, screening applications, interviewing candidates, and everything else involved in hiring is a time-intensive process. It can suck hundreds of hours away from other things that you, the business owner, or your administrative staff could be doing. So let's review some job-hiring best practices to save you time.
A job posting advertises an open role at your company. Your human resources or administrative staff will typically write job postings.
Below is an abbreviated job posting sample that we would recommend to a company seeking an account representative who would be working with a sales team. You can find more examples on a free job posting sites that you can use to post jobs on job sites. To flesh it out further, we would include one to two sentences about the company’s culture, four to five more bullet points about job responsibilities, a specific salary, benefits, and KPIs we would expect the person in this role to meet.
Title: Account Representative
Description: We seek an account representative to help our clients via phone, text, DM, and email. You’ll be helping our clients with administrative issues they run into, building relationships with new clients, upselling clients when appropriate, and sustaining long-term relationships with our clients.
Location: Remote. Must be available weekdays 8:30 am — 5:30 pm US Eastern Time and willing to get on frequent video calls.
About Us: We build, manage, and optimize remote sales teams. We convert our clients’ inbound leads into customers, clients, and profits. Our focus is clients selling B2B and B2C in the financial, education, coaching, consulting, expert space, and emerging markets.
Job postings, also known as job ads, are the primary way companies find new candidates for open positions. Recruiters used to post job openings in newspapers' classified sections, but today recruiters post vacancies online. Organizations use recruiting software, headhunters, and vacancy-listing websites to create and distribute job postings.
When looking for a new hire, you can post two types of job ads: internal or external.
An internal job posting goes out to your current employees and gives them first access to the job. This helps employees advance their careers by allowing them to change departments or take on a new position within their existing team.
Many companies favor internal over external job postings because there's less training, saving time and money. Additionally, as The Wall Street Journal reports, a study from the Wharton School found that “external hires get paid 18% to 20% more,” costing companies more money.
External job postings are available to the public, allowing outside candidates to apply. For external job listings, companies usually use the career sections of their websites, online job boards, staffing agency availability lists, industry-specific listservs, Craigslist, or LinkedIn.
When creating a hiring posting, ask yourself the following questions:
Once you have the answers to most of these questions, writing the job hiring posting will become much easier.
When you’re posting hiring information, include the seven items below:
These are the components of effective job advertisements.
A well crafted job posting is an ad for your open position, and it's often the first contact a candidate will have with your company. So it's worth putting time into getting it right. To make a job posting clear, avoid wordiness and corporate jargon.
The goal of a job post is to attract qualified candidates. You want an effective job posting to be concise because job seekers skim hundreds of job postings during their search.
By contrast, the goal of a detailed job description is to let a new hire know everything their job entails. For example, a job description includes details on the role's responsibilities, working conditions, processes, decision-making authority, and who the position reports to. In addition, many companies use job descriptions as compliance documents and internal references for employees.
Below are the steps to advertise for recruitment when you’re doing it yourself:
Be prepared to invest a full workweek (about 46 business hours) per person you hire. Below is a rough estimate of the time it takes to recruit and hire someone:
Knowing what to look for can be challenging if you're hiring a sales team, but your business focus isn't sales training. Even worse, you may miss red flags during the interview process, hire someone who seems perfect on the surface, and only realize it’s not a fit after wasting time and money onboarding and training them.
It can also be difficult if you are experienced in sales but run a solo sales operation or have one or two sales reps. You may have developed a unique way of selling that works perfectly for you but doesn’t translate to scaling a larger sales organization — especially remotely.
That’s where The Sales Connection comes in. We build, train, manage, and optimize sales teams, so business owners can focus on their clients while their business grows. We convert your leads into sales and profits. Our leadership has over 20 years of sales and operations experience ranging from pharmaceuticals and healthcare to financial services, eCommerce, and self-transformation programs.
We can be your recruiting platform and do all your sales training and management.
Read more about how The Sales Connection can help you scale your sales here.
Kayvon has over two decades of experience working with high-level closers and perfecting his sales methodologies. He has earned the title of Canada’s #1 pharmaceutical sales representative and continues to share his expertise as a keynote speaker and through his multi-million-dollar coaching program.
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