{"id":1325,"date":"2011-02-15T13:20:45","date_gmt":"2011-02-15T20:20:45","guid":{"rendered":"https:\/\/www.peaksalesrecruiting.comblog\/hiring-value-proposition\/"},"modified":"2019-10-01T19:44:38","modified_gmt":"2019-10-01T19:44:38","slug":"hiring-value-proposition","status":"publish","type":"post","link":"https:\/\/www.peaksalesrecruiting.com\/blog\/hiring-value-proposition\/","title":{"rendered":"Where is the Sizzle in Your Hiring Value Proposition?"},"content":{"rendered":"

\"HiringCompanies make huge investments in creating value propositions that will attract customers, but reading the typical job ad shows far less effort is put into attracting the top class sales talent that will actually secure those customers. Boring checklists of required credentials and bland mentions of the company\u2019s mission statement will attract lots of candidates in this economy, but few if any of them will be the highly desirable types because these ads don\u2019t speak their language. Forget about \u201ccompetitive\u201d compensation, benefits and management \u201cthat cares about its staff\u201d \u2013 these are all important, but every company promises these things. Where is the sizzle??<\/p>\n

If you want to hire top performing sales people, you need a hiring value proposition that compels someone to leave a job that is probably paying them well. The pitch needs to speak to the DNA of the top performer and must encompass the key reasons why they might choose a new employer such as the chance to join a passionate team of experts, sell an exceptional product, enjoy ecstatic customers, or be part of a fantastic voyage of success.<\/p>\n

People with the \u201cright stuff\u201d are excited by challenges and are more likely to respond to your job marketing if it stands out and speaks to them.<\/p>\n

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