COMMAND RECOGNITION THROUGH RECRUITING: TAKE CHARGE OF BUILDING A WORLD-CLASS SALES FORCE
[ Free Masterclass ]
With Kathy Hammond, a recognized expert on sales and talent acquisition who helps exemplify the value HR and Talent Acquisition leaders bring to their organizations with her proven and powerful sales recruitment system.
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Imagine being able to take charge of the entire process of hiring high-performing B2B sales professionals.
The potential for that to become a reality is more realistic today than ever before. But it won’t come easy because most HR and Talent Acquisition leaders who recruit sales talent have their hands tied with blindly accepted hiring practices, vague hiring directives, and limited or no authority to actually drive the process.
You have been there many times...
At first you are optimistic when receiving job orders. You then quickly realize you may not have the necessary or correct search parameters, hiring managers’ selection criteria is unclear, compensation is not competitive, and you’re not sure if there’s enough information to sell the opportunity – all of this potentially putting the candidate experience and your company brand in jeopardy – not to mention your reputation.
As a result, your once grand vision of taking charge of talent acquisition for your organization has been thwarted as your actual reality looks more like:
- Incomplete, inaccurate, vague job orders that produces a muddled sales talent pool
- Reliance on costly, ineffective job boards and third-party recruiters that produces more irrelevant sales talent
- Losing candidates to untrained recruiters and hiring managers
- Watching the company lose revenue from unfilled seats
- Senior leaders’ lack of confidence in your talent acquisition abilities
This is what we hear from most HR and Talent Acquisition leaders. On a regular basis, they operate in confusion, frustration, and fear. Their reputation as a talent acquisition leader is on the line when they know that if they only had control, this could all change – for the better. Much better.
Does this hit home for you?
I’ve been there. Working with fragmented, unsure hiring managers, their convoluted interview process, biased hiring, and no clear vision or understanding of what the company actually needs for sales excellence. This had me spinning my wheels, wasting time, chasing the wrong people for the wrong roles, others losing confidence in my abilities and, in some cases, not achieving the objective. Or, just as bad, achieving a mediocre outcome.
I hate to admit it, but…
When I started SalesFit, my sales recruiting agency, this was the recruiting path I took.
And it wasn’t working.
So, I had to take control.
The moment I did, everything changed.
Leveraging everything I learned in graduate school, 30+ years of enterprise sales experience, and years in employee selection science, I built a system that took me from not knowing the first thing about recruiting to delivering highly qualified and vetted candidates in an average of 18.4 days, an 85.7% candidate placement rate – in an industry that nets an average 20% – with candidates who met or exceeded quota during their first year. (According to Havard Business Review, only 69% of tenured sales reps meet quota.)
My 7-step talent acquisition system for hiring sales excellence exemplifies the value HR and Talent Acquisition leaders bring to their organizations.
And puts you in line for a seat at the table.
Here’s the thing…
Because I care so deeply about HR and Talent Acquisition leaders being their company’s hiring hero, I have put together a FREE masterclass to show you some strategies that will change the trajectory of your talent acquisition program and your career.
Specifically, in this masterclass, I’m going to do a deep dive on:
The Job Order
Collecting critical information from hiring managers for pinpoint accuracy in targeting relevant candidates in less time,
Targeting Passive Candidates
Leveraging impactful candidate search tools that cost less than your daily Starbucks.
If you will just take the time to attend this masterclass, then I promise that by the end you will have learned how to:
Be set up for recruiting success at the start
Clarify job and candidate expectations and requirements necessary for success on the job at your company
Discover how to leverage the job order to sell the opportunity to high performing sales professionals
Unlock the power of the massive, untapped passive candidate sales talent pool
Conduct Boolean search techniques like a pro to quickly create highly targeted and relevant candidate lists
If you are tired of not being appreciated and restricted from wielding your full skill set, then you need to participate in this masterclass. In just 90 minutes, you will have the tools to begin developing a sales talent acquisition program that puts you at the helm to take you to the pinnacle of your career.
In the first part of the masterclass, I’m going to focus on sharing with you how to clarify job and hiring manager expectations and needs to set you on the right recruitment path.
Then we’re going to talk about how to find right fit candidates in the least amount of time.
I personally guarantee you that this masterclass will cut 4-6 weeks off your recruiting process and prevent you from making so many common mistakes that other HR and Talent Acquisition professionals make. It will help you get clear on exactly what it takes to get closer to becoming your company’s hiring hero when building a world-class sales team.
And remember this is all completely FREE for you. It’s a part of how I introduce myself to new people and give back to those who are struggling with process confusion just like I once was.
When I first started my recruiting agency journey, I thought I had it down.
I quickly realized I didn’t.
And I didn’t know what to do about it.
But I had to figure it out fast because that was my business.
The last 5 years I’ve spent recruiting for dozens of CEOs and HR and Talent Acquisition leaders who struggled to find the best sales talent for their organization is what led me to why I really developed this proven science-based system.
At the core of every company is its ability to fulfill every stakeholder’s goal, with that dream realized from SALES.
Sales allow companies to gain market share, become profitable, expand, and create more opportunities for people.
However, over the years that I have worked with and recruited for companies, I discovered there exists a deep misunderstanding of sales as a profession.
That is – salespeople, regardless of how good they are selling for one company, do not necessarily transfer the same sales success to another company.
To make it even more challenging, according to dozens of studies conducted by Caliper Corporation, 55% of people in sales shouldn’t be.
However, absent an intimate understanding of the sales profession, it is almost impossible for hiring managers and HR/Talent Acquisition professionals to identify, attract, engage, and vet relevant, skilled sales talent. When that happens, the company likely experiences mediocrity or, worse, extinction, and with that, the dreams of all its stakeholders.
By putting the right people in the right jobs, doing the right things, this builds the foundation for a company to realize its fullest potential by increasing revenue by up to 340%, making sales recruitment one of the most important roles for HR and talent acquisition leaders to master.
And I’m the one to help them do just that.
That’s because I have been in sales my entire career and spent the last 10 years in employee selection science and have thrived in certain environments and failed in others, despite taking the same expertise with me to each company. There’s a reason for this:
The people in charge of recruiting and hiring didn’t have a system for ensuring the right match.
This is essential because sales knowledge, skills, and abilities don’t always transfer to different sales environments.
Employee selection is a science that requires identifying the skills and other needed to be successful on the job at their company and a role-related candidate vetting process to ensure candidates meet the criteria.
The job seeker may really want a job at your company but it’s up to the HR/Talent Acquisition team to ensure the right fit.
Not taking charge can damage your brand and your personal reputation, preventing you from getting that seat at the table.
I want to be able to share with other companies and individuals like YOU the information that has the ability to elevate your reputation and career so you can achieve your personal goals. And it’s possible because, even though it probably isn’t spoken at your company, company leaders want your leadership, they need your leadership, to build a world-class sales team.
And that’s because many company leaders don’t know how.
If they knew how to hire relevant, high performing salespeople, every salesperson at your company would be a high performer. That they aren’t tells you everything.
As a career salesperson myself, it is also critical for you to know that when the company hires underperforming salespeople, team member resentment builds.
High performing sales pros need resources to get the job done. When they watch their employer divert limited resources to someone running out the clock just for a paycheck, motivation dissipates. That’s bad for business. High performers may not be actively looking for a job but I assure you they will happily take a recruiter’s call. It’s how as a recruiter, I was able to lure countless passive candidates.
You see, high performers feed off of other high performers and high performing companies. If you’re only hiring mediocre salespeople, that’s what the company becomes. And high performers will go looking for greener pastures.
Consider, too, that with mediocrity comes less revenue and less revenue means layoffs. And you aren’t immune.
But the problem isn’t you. That took me a while to figure out.The problem is, despite believing there is a system in place, if you don’t have complete control from the moment there is a job to fill, chances are you don’t have a system. At least not one that will predictably produce a solid shortlist of well-qualified, well-vetted, relevant candidates in an average of 18.4 days.
This system is what set me free.
I was in charge of the sales candidate pipeline for my clients. Hiring managers took their cues from me. Fewer hiring manager objections, scarce requests to see “more” candidates, no candidate ghosting, higher recruitment confidence, easily sell job opportunities, increased candidate confidence – in me and my client’s company – and I was in control of my time. No more reactive recruiting.
If any of that resonates with you, I want to openly extend an invitation to you to join me in this free masterclass.
You are the reason we are here. We are relentlessly dedicated to serving HR and Talent Acquisition leaders just like you.
So go ahead and sign up for this FREE masterclass and we’ll see you there!
About Kathy Hammond
Kathy is a recognized expert on sales and talent acquisition, generating $100M+ over her career. She helps exemplify the value HR and Talent Acquisition leaders bring to their organizations by positioning them for significant revenue growth with her proven sales recruitment system, Predictable Profits: A 7 Step Talent Acquisition Process to Supercharge Your Revenue.
About RecruitSolut
RecruitSolut provides HR and Talent Acquisition professionals with a science-based recruitment system to quickly and efficiently identify, attract, engage, and vet high performing sales candidates to increase revenue by up to 340%.
Our mission is to help HR and Talent Acquisition professionals enlarge their careers by delivering the right sales solution.