It’s that time of year once again. Drumroll please…. It’s time to start thinking about hiring summer interns. As students begin to think or (stress) over their upcoming finals and rejoice over the incoming warm weather, you need to be determining how to attract these young budding professionals and bring them in to your company.
What should hiring managers be looking for in the personality of a salesperson? Someone who is outgoing that will talk-it-up with anyone and everyone and not take “No!” for an answer? Maybe, since this type of “extroverted” personality is probably what comes to mind when you think “salesperson”. Extroverts are the best sales performers, right? They have the confidence to pick up the phone, walk up to anyone, start a conversation and just go for it, correct? They speak louder, with loads of animation and enthusiasm. They inspire confidence in prospects and clients. Extroverts can make the smallest amount of small talk interesting. Clearly, extroverts dominate when it comes to sales, and they are the type of people that you should be looking for when hiring a salesperson. Before your head falls off from all of the nodding, you might want to think again about how effective “extroverts” really are at sales. Are you missing something by taking only this into consideration?
You did it! You nailed down the perfect candidate. You have extended the offer and have a verbal acceptance from your newest hire. Go you! But hold on -- just when you thought it was over. There it is- a counteroffer. Gulp.
So many thoughts swirling through the candidate’s mind. Second guessing begins and takes over. Is my current situation actually that bad? Is this change really worth it? They’ll begin reminiscing about all those good times with their boss and colleagues…. The reality of fear of change quickly follows.
It’s not a radical idea, but providing a high quality experience for a candidate is an extremely important part of the recruiting process -- and one that can be easily overlooked. A high quality experience can mean the difference between building rapport and a relationship with a candidate or never hearing from them again.
Poof - gone forever.
Are you ready for an insider recruiter secret that can only be learned through years of experience? Here it is:
Recruiters spend so much time leaving voicemail messages for passive candidates. Every day, every week, every month of the year – and many continuously use the same version of their message. But is the ROI there? Passive Candidates are hard to reach. Most of the time they don’t pick up the phone. So voicemails can serve a purpose, but only if done effectively. Top candidates receive phone calls from recruiters almost daily, so what is it that you can do to at least get on their radar when they aren’t picking up your calls?
Many companies are experiencing difficulty bringing the right Millennials on board and keeping them happy for the long-haul. According to a recent survey from Elance-oDesk and Millennial Branding, more than 50% of surveyed Gen X hiring managers said that they’re struggling to find and retain millennial talent. With the ever growing increase of millennials in the workforce, they will make up about 40% of it within the next 5 years according U.S. Bureau of Labor Statistics.
In our last post we busted some myths about millennials in the workforce. So why is it so important to hire them? Your company’s ability to recruit millennials and understand them is critical as they will develop into leadership positions within the near future. So here’s why else you should hire them NOW!