Recruiting top talent - Only a matter of time ?
Gerald Byrne
Vice President, Channel Sales – EMEA @ Coupa | Former CRO @ Ciphr | Board Member & Advisor | Growth & Transformation Leader | Driving Success Across Sales, Partnerships, Operations & Marketing
As a Sales Leader, I always seem to be on the merry-go-round of recruitment, whether that’s recruiting for sales roles, business development roles or language specific roles. Recruitment is such a broad topic and fortunately I have had experience in many different environments, from start-up’s to adding new teams, specialist roles to graduate programs, future planning to filling a vacated role, the goal is always to hire well, to hire the next “superstar” or successful team. In all cases I ask myself, will this person or people enhance our culture, drive success on many levels and will they help me to become a better Leader! But how do we recognise these traits…through interviews, call screening, psychometric testing etc. sometimes your gut instinct is a great indicator. The reality is that it’s not simple or easy it’s just really important!
From experience, I believe I can recognise what a “good” candidate looks like and what a “great” candidate looks like and as such I try to focus on the process and the time required to source the right candidate. I remind myself that recruitment is essential to any sales business, a positive hire can change the dynamics of a team, drive performance in others and create a togetherness that can transform a team or business. But even armed with this knowledge, how many times over our careers have we allowed other important issues to push recruitment down the priority list and shortened the hiring time. What were the knock on effects, did our pipeline of candidates turn out to be good or great or did we relent to the pressure of having “bums on seats”, as a previous manager referred to it as.
I recently had a conversation with someone who shed some light on the importance they place on hiring and how they spend months searching and sourcing a candidate with the goal of hiring top talent whilst appreciating how difficult it is. It is too simple to say that time spent recruiting generally reaps the rewards, there are some many intangibles, but spending the right amount of time planning and sourcing will improve your chances of making the right hire. The question I have is ….How much time is adequate…………..?
https://www.dhirubhai.net/pulse/article/where-do-sales-people-go-die-gerald-byrne/edit
https://www.dhirubhai.net/pulse/article/benefits-promoting-your-best-sales-person-gerald-byrne/edit
Account Manager @ Vanta | Professional Digital Selling
8 年For me the only thing you can really look for when recruitment is attitude. You need someone who is willing to succeed, someone who can adapt themselves . Like we hear all the time we can teach skills but we cannot teach attitude.