February 26, 2015

6 Ways Your Company Culture Can Boost Your Hiring Process

use-company-culture-to-attract-driven-salespeople-1It is difficult to identify the kind of talent needed to keep your sales team on a path to success.

Too often, individuals look great on paper, interview well but lack the necessary Drive to thrive in a sales environment.

Marketing your company’s culture is one way to attract candidates who will be long-term producers for you.

No one enjoys working for an overly competitive and hostile company. Similarly, companies cannot thrive with sales reps that do not fit into the corporate culture.

Unfortunately, sales teams struggle to find success when individual goals do not align with the company’s mission. Frequently, it leads to employee dissatisfaction or costly, unsuccessful hires.

So how do you market your company culture to attract the kind of talent you need and stand out from the competition?

 

1. Work Your Value Proposition into Your Culture

Most job candidates research companies online before applying or heading into an interview. Creating a positive online presence makes your company appear attractive and is vital to publicizing your value.

Of course, online marketing always runs the risk of attracting the wrong types of candidates. Be sure to carefully tailor your brand and personalize your message in the right forums for the best chance of attracting the right sales reps.

dream-sales-jobToday, people value intangible benefits as well as the common financial benefits that most companies offer. Effectively sell the advantages of your compensation package, especially those that show how extraordinary your company is.

Highlight paid vacation time and any other incentives your company offers to employees. Value propositions that seamlessly fit into your company culture are selling points that can easily set your company apart from other companies.

Competition for top sales talent is high and companies often have similar benefits, so providing unique benefits will help you stand out.

Flexible work schedules are highly valued, as are offices that allow team members to be comfortable and work in an environment conducive to productivity.

Exceptional benefits packages often are comprised of a unique culture/benefit combination. Technology giants like Google offer flexible workspaces and offer team lunches on a regular basis.

Many of these benefits have underlying value for the company too. They encourage togetherness and socialization among employees. In a sales environment, this is incredibly valuable.

 

2. Highlight Your Company’s Mission

People do not choose a job based on benefits and compensation alone. An increasing number of Americans now work longer hours and often look for jobs that provide fulfillment in multiple ways.

Show potential employees that your company’s purpose is based on a higher mission or goal. Companies commonly brand themselves as “green” or “family friendly” in an effort to attract individuals who also value those qualities.

The overall mission of an organization can serve as motivation when selling becomes hard or other tasks become mundane. Your company’s values serve as a banner that drives people to work together toward a common goal.

 

3. Make Candidates Feel Exclusive

Exclusivity yields enchantment. Everyone wants to be part of something special, and they will go to great lengths to make it happen. It makes people feel important and necessary. That kind of value gives a candidate the necessary push to choose one company over another.

Candidates who score well on a sales test likely understand their value to your company. Appealing to a top contender’s emotional side can encourage this notion of exclusivity and uniqueness.

Let them know that as a part of your company’s sales team, they will be set apart from the competition. They were already special because their set of skills beat out a pool of applicants who all wanted the job.

 

4. Work with Your Sales Candidates

enhance-salesperson-growthEvery salesperson has a unique set of skills that complement the rest of the team. Create a management structure that works with employees, enhancing their individual strengths and adequately compensating for their weaknesses.

People who feel that their company cares about their individual advancement as well as the company’s goals will develop a stronger connection to the company and gain the full employment experience.

Create an environment that supports employee growth, even if it seems like it does not directly align with company goals.

Many companies have moved away from policies that support educational achievement. Companies that offer tuition reimbursement or other supportive educational packages stand out because they manifest a culture that promotes personal and professional growth. The whole person matters, not just the bottom line. This arrangement directly benefits companies looking for candidates with Drive who will take management roles in the future.

 

5. Encourage Creativity and Innovation

If you already evaluated a candidate with research backed sales testing, then you know whether he or she has the potential to become a top producer for your company.

The innate traits measured in those sales tests include Need for Achievement and excellence in work, Competitiveness and Optimism. Individuals who score high may thrive better when provided with an environment that is open to change and innovation.

Sales is a fluid industry. It requires implementing different strategies in different forums to see results. A sales team that understands the endgame and each other will work efficiently and cohesively to improve the sales process.

Empowered to make impactful decisions, these sales reps require little oversight. These are the sales teams that are highly valuable to companies.

 

6. Consistency

Whatever method your company chooses to sell a great corporate culture, make sure it is authentic. Any inconsistencies or a disingenuous message about corporate culture are red flags for job seekers.

Companies hate to hire individuals who cannot live up to the potential reflected in their interviews and conversely, new hires will not be happy if their perception of the company is proven false shortly after beginning employment.

 

 

Do you have any other company culture strategies that have successfully attracted Driven salespeople? We would love to hear about them! Please feel free to share in the comments below.