{"id":1534,"date":"2016-11-08T10:00:28","date_gmt":"2016-11-08T15:00:28","guid":{"rendered":"https:\/\/www.peaksalesrecruiting.comblog\/sales-hiring-strategies\/"},"modified":"2023-03-08T19:40:01","modified_gmt":"2023-03-08T19:40:01","slug":"sales-hiring-strategies","status":"publish","type":"post","link":"https:\/\/www.peaksalesrecruiting.com\/blog\/sales-hiring-strategies\/","title":{"rendered":"14 Sales Recruiting Strategies You Need to Build a Top Performing Team"},"content":{"rendered":"<p><span style=\"font-size: 14pt; color: #000000;\"><b><i>To execute your hiring strategy and achieve your sales targets, you need the right sales talent. Here are 14 strategies you can use to ensure you hire the right salespeople for your company.<\/i><\/b><\/span><\/p>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">There is a robust business need for objective sales hiring. Creating strategies to hire salespeople who will hit quota and deliver revenue is critical. Simply put, you need to build a team that will help you reach your<\/span> <span style=\"font-weight: 400;\">sales goals.<\/span><\/span><\/p>\n<h2><strong><b>Here are 14 sales recruiting strategies to make your hiring process more effective:<\/b><\/strong><\/h2>\n<h4><b style=\"font-size: 12pt;\">1. Build Ideal Candidate Profiles to Match the Requirements of Your Sales Strategy<\/b><\/h4>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">One of the biggest issues in the hiring process arises when leaders haven\u2019t defined what they need from their salespeople<\/span><b>.<\/b><span style=\"font-weight: 400;\"> Do you need a hunter who can penetrate the market and close net-new business? Or a lead nurturer who can close warm leads? Or how about someone to overtake and farm existing accounts?<\/span><\/span><\/p>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">Create a clear outline of the ideal<\/span> candidate\u2019s skills<span style=\"font-weight: 400;\">, experience, and DNA<\/span><span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\">Your job description and recruitment efforts can<\/span><span style=\"font-weight: 400;\"> be built <\/span><span style=\"font-weight: 400;\">around this outline.<\/span><\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Key traits of your ideal candidate can include:<\/span><\/p>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Behaviors required to sell to your client<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Attitudes required for best fit for role and best cultural fit<\/span><\/li>\n<\/ul>\n<ul>\n<li><span style=\"font-weight: 400; font-size: 12pt;\">Skill set necessary to excel in your selling environment<\/span><\/li>\n<\/ul>\n<ul>\n<li><span style=\"font-weight: 400; font-size: 12pt;\">Personality characteristics like competitiveness, resilience, conscientiousness, persistence, or drive<\/span><\/li>\n<\/ul>\n<h4><b style=\"font-size: 12pt; line-height: 1.5;\">2. Showcase Your Company as an Employer of Choice<\/b><\/h4>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Top performing sales professionals are picky when it comes to choosing who they work for. And they should be: they have the luxury of working for the best because they are the best at what they do.<\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Some tactics for attracting the right candidates to your company include:<\/span><\/p>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Online \u2013 this is likely the first place that potential candidates will look, so make sure your website is professional and the content is up to date.<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Offices \u2013 make sure your offices look like a place where success is celebrated and sales results are expected. If your company is remote, make sure your virtual presence is equally as professional.\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Interactions \u2013 when speaking with candidates, discuss marquee customers you\u2019ve done business with. This demonstrates the value of your customer relationships which top sellers want to see.\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Reputation \u2013 Hire the best and your company will become known for attracting high performers.<\/span><\/li>\n<\/ul>\n<h4><b style=\"font-size: 12pt; line-height: 1.5;\">3. Stop Relying on Job Boards<\/b><\/h4>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Top performing salespeople are too busy closing deals to browse job boards. Active candidates on job boards are ones who are out of work or at risk of being laid off for poor performance.<\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Using a job board can increase your time-to-hire and average annual turnover. Instead, leverage your employee\u2019s existing networks.<\/span><\/p>\n<h4><b style=\"font-size: 12pt; line-height: 1.5;\">4. Use Cash to Attract Top Candidates<\/b><\/h4>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">A secret in talent acquisition is that great salespeople know other great salespeople. <\/span><span style=\"font-weight: 400;\">It is because networking and relationship building are critical for success in sales. <\/span><span style=\"font-weight: 400;\">Existing reps with the right expertise will likely know other strong candidates.\u00a0<\/span><\/span><\/p>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">To leverage your sales force\u2019s personal network, create an internal referral program. Make this program lucrative. <\/span><span style=\"font-weight: 400;\">Offer crash rewards when an employee\u2019s referral is hired and hits their sales quota.<\/span><\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Salespeople are motivated by money. Incentivize them to bring the talented people they know to you. This is a great way to foster top performance and a thriving team environment.<\/span><\/p>\n<h4><b>5. Build a Strong\u00a0Employer Brand\u00a0<\/b><\/h4>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Potential employees assess the brand of a company before applying for or accepting a job. They will research you as much as you\u2019re researching them. Ensure they are wowed while they are researching your company online.<\/span><\/p>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">To attract top performing salespeople, there are<\/span><a href=\"https:\/\/www.peaksalesrecruiting.com\/attract-top-sales-talent\/\"> <span style=\"font-weight: 400;\">several things you can do<\/span><\/a><span style=\"font-weight: 400;\">. When it comes to your online employer brand, be sure to position your company as a market leader. Top salespeople are always interested in working for industry leaders or high-growth companies. Feature key client logos in the recruiting process to show your legitimacy. By emphasizing your reputation and resources, you gain the attention of top talent.<\/span><\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Understanding employee branding and sales culture is where employee engagement begins. Engage talent on your website from the first point of contact. Do this by showcasing:<\/span><\/p>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Core company values<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Testimonials of how your all-star sales team is living your values<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Success stories of personal growth, promotion, or role expansion<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Stories of your current team\u2019s capabilities\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Employee awards and recognition<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Blogs written by employees about their professional engagement<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Make potential candidates feel like they know you by personalizing your company brand. This is a crucial first step to creating a connection with your target candidate pool.<\/span><\/p>\n<h4><b style=\"font-size: 12pt; line-height: 1.5;\">6. Attract Top Performers With Your Company<\/b><\/h4>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">If you must publish an online job ad, be strategic about what it is you\u2019re actually selling. Many job descriptions are identical, yet some companies receive hundreds of resumes while others get none.<\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">If you focus on what a candidate has to gain by working at your company, not what they will do, you won\u2019t have to rely on the job description for candidate flow. The best job descriptions include compelling stories about client relationships and key accounts. Or, include personal stories about the beginnings of your sales force and how it has grown and evolved the company. The best salespeople seek challenging and innovative sales environments. Showcase how your company creates this in your job descriptions.<\/span><\/p>\n<h4><b style=\"font-size: 12pt; line-height: 1.5;\">7. Interview for Sales DNA<\/b><\/h4>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">Don\u2019t interview based on generic hiring criteria. Instead, include the Sales DNA of candidates from the first point of contact. Peak\u2019s research has found that knowing<\/span><a href=\"https:\/\/www.peaksalesrecruiting.com\/identifying-sales-hunter-dna-5-interviewing-secrets\/\"> <span style=\"font-weight: 400;\">how to interview for sales DNA<\/span><\/a><span style=\"font-weight: 400;\"> is one of the keys to successful sales hiring.<\/span><\/span><\/p>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">Sales DNA refers to the traits a candidate possesses that will make them successful. Sales DNA is different from <\/span><b>sales skills. <\/b><span style=\"font-weight: 400;\">You can test candidates during the interview process by asking <\/span><a href=\"https:\/\/www.peaksalesrecruiting.com\/sales-recruiting-resources\/sales-interview-questions-template\/\"><span style=\"font-weight: 400;\">specific questions<\/span><\/a><span style=\"font-weight: 400;\"> once this DNA is identified.<\/span><\/span><\/p>\n<p><img alt=\"14-sales-hiring-strategies1\" class=\"aligncenter size-full wp-image-14485\" decoding=\"async\" fetchpriority=\"high\" height=\"328\" sizes=\"(max-width: 600px) 100vw, 600px\" src=\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/14-Sales-Hiring-Strategies1.png?strip=all\" srcset=\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/14-Sales-Hiring-Strategies1.png?strip=all 600w, https:\/\/www.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/1_14-Sales-Hiring-Strategies1-300x164.png 300w\" width=\"600\"\/><\/p>\n<h4><span style=\"font-size: 12pt;\"><b>8. Introduce Science To Your Recruitment Process<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Effective hiring leverages the power of science. One way to introduce science into your sales hiring process is by using psychometric testing to assess sales candidates. This tool helps you objectively assess candidates\u2019 communication and behavioral style. Its purpose is to predict the behavior, performance, and motivating factors of an individual in a specific context.<\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Typically, psychometric assessments measure:<\/span><\/p>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Aptitude<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Mental cognition capabilities<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Behavioral skill sets<\/span><\/li>\n<\/ul>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Motivating factors<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">The results will help you decide which candidate will fit into your team culture best. It will also give insight into how they will respond to customer needs.<\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Psychometric testing is key to understanding if someone has the persistence to sell. It\u2019s an objective tool that can be an important part of hiring the right people.<\/span><\/p>\n<h4><span style=\"font-size: 12pt;\"><b>9. Don\u2019t Overvalue the Resume<\/b><\/span><\/h4>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">Resumes are<\/span><a href=\"https:\/\/www.peaksalesrecruiting.com\/right-sales-dna-vs-right-resume\/\"> <span style=\"font-weight: 400;\">not the best source of information<\/span><\/a><span style=\"font-weight: 400;\"> about how a candidate might perform in a given role. They should not play a large part in any hiring decision. Resumes can confirm factual information but fail to provide more insight. <\/span><span style=\"font-weight: 400;\">Resume contents do not directly correlate with strong performance<\/span><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\"> Hiring managers should review other sources of information, in addition to a resume, when making a hiring decision.<\/span><\/span><\/p>\n<h4><b>10. Assess for Criteria Other Than Experience<\/b><\/h4>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">Many managers will prioritize experience within the industry as a key criteria when hiring. However, according to a Harvard Business Review study there is \u201czero evidence that applicants with more industry experience will be better employees\u201d (HBR, Alison Beard, 2019).<\/span> Particular industry<span style=\"font-weight: 400;\"> experience can be important, but evaluating only on experience is a mistake. In the context of selling, experience is a multidimensional attribute. It may refer to:\u00a0<\/span><\/span><\/p>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Customer group<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Technology<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Territory<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Division of the selling organization<\/span><\/li>\n<\/ul>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">Your selling model, sales environment, and company culture aren\u2019t transferable from a previous role. Experience selling a similar product also doesn\u2019t guarantee success. Don\u2019t simply rely on experience in your assessment process \u2013 have a process for<\/span><a href=\"https:\/\/www.peaksalesrecruiting.com\/how-to-hire-the-best-sales-people-7-advanced-secrets\/\"> <span style=\"font-weight: 400;\">how to hire the best salespeople<\/span><\/a><span style=\"font-weight: 400;\">. There are other important factors that shouldn\u2019t be overlooked.\u00a0<\/span><\/span><\/p>\n<h4><span style=\"font-size: 12pt;\"><b>11. Start Conducting Exit Interviews \u00a0<\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Creating effective exit interviews can help create lifelong advocates for an organization. They provide invaluable information about your sales leadership\u2019s effectiveness. Exit interviews can help you:<\/span><\/p>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Lower turnover rates<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Understand leadership gaps<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Reduce the cost of sales turnover<\/span><\/li>\n<\/ul>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">Creating ambassadors can come from effective exit interviews to understand employee experiences.<\/span> <span style=\"font-weight: 400;\">Employees regularly leave company reviews on sites like<\/span><a href=\"https:\/\/www.glassdoor.ca\/index.htm?countryRedirect=true\" rel=\"noopener\" target=\"_blank\"> <span style=\"font-weight: 400;\">Glassdoor.com<\/span><\/a><span style=\"font-weight: 400;\"> after their tenure at a company. When they feel heard and understood, they are more likely to give approving reviews. When past employees leave positive reviews of your company, you end up with a channel of organic online content about your company.<\/span><\/span><\/p>\n<h4><b style=\"font-size: 12pt; line-height: 1.5;\">12. Get HR the Sales Tools They Need<\/b><\/h4>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">HR Should be a key player in executing your hiring strategy. But for HR to help you find your new salesperson, it\u2019s up to the VP of Sales to communicate their needs. What type of seller do they need (hunter\/farmer)? What type of selling experience is necessary for the role? The cultural fit required for success in the selling organization?<\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">You can provide further guidance for recruiters about how the sales organization functions. Especially in the areas of:<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400; font-size: 12pt;\">Team performance<\/span><\/li>\n<li><span style=\"font-weight: 400; font-size: 12pt;\">Culture<\/span><\/li>\n<li><span style=\"font-weight: 400; font-size: 12pt;\">Hiring timelines and ideal profiles<\/span><\/li>\n<li><span style=\"font-weight: 400; font-size: 12pt;\">Compensation plans<\/span><\/li>\n<li><span style=\"font-weight: 400; font-size: 12pt;\">Individual development plans<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Foster your relationship with HR and help them understand your needs to grow a strong team. This way HR can more effectively do their job.<\/span><\/p>\n<h4><span style=\"font-size: 12pt;\"><b>13. Make Your Compensation Plan the Best in the Industry <\/b><\/span><\/h4>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">Salespeople generally have a larger appetite for risk than other workers. A pay plan that offers rewards based on risk appeals to most salespeople. Make the rewards you give for sales performance a clear part of your sales hiring strategy.<\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">The best compensation plans are simple. They provide above market pay and reward the high achievers. They align with sales cycle predictability. The less predictable the sales cycle, the lower commission is and higher base. To attract high-quality candidates, you need to provide a high quality compensation package. As well, new reps should be aware of the potential for internal promotions to become future leaders.<\/span><\/p>\n<blockquote>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">\u201cSales reps work harder for the chance to earn a reward than they do after receiving one.\u201d<\/span><\/p>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">\u2013\u00a0<a href=\"https:\/\/hbr.org\/search?term=doug+j.+chung\" rel=\"noopener\" target=\"_blank\">Doug J. Chung<\/a><\/span><span style=\"font-weight: 400;\">, professor of marketing at Harvard Business School<\/span><\/span><\/p>\n<\/blockquote>\n<h4><b style=\"font-size: 12pt; line-height: 1.5;\">14. Make Retention Efforts Proactive<\/b><\/h4>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">World-class sales organizations don\u2019t think of retention efforts in \u201cone size fits all\u201d terms. Instead, they make retention strategies personal. It\u2019s as simple as asking, \u201cwhat motivates you?\u201d to your new sellers.<\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">It is a given that your reps are motivated by money. However, understanding how to motivate them in other ways can be a huge differentiator in your employee value proposition. Additional motivational factors include:\u00a0<\/span><\/p>\n<ul>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Challenging accounts<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Larger\/less developed territories<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Personal and professional growth opportunities<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">More vacation time<\/span><\/li>\n<li aria-level=\"1\" style=\"font-weight: 400;\"><span style=\"font-weight: 400; font-size: 12pt;\">Workplace flexibility<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">The first step in retaining your top performers is knowing exactly what will keep them working for you.<\/span><\/p>\n<h3><span style=\"font-size: 14pt;\"><b>Building a Top Performing Sales Team Starts with Your Sales Hiring Strategy<\/b><\/span><\/h3>\n<p><span style=\"font-size: 12pt;\"><span style=\"font-weight: 400;\">Your sales hiring strategy is the key to building a better sales team. However, poor implementation can<\/span><a href=\"https:\/\/www.peaksalesrecruiting.com\/10-reasons-your-sales-hiring-sucks\/\"> <span style=\"font-weight: 400;\">result in failure<\/span><\/a><span style=\"font-weight: 400;\">. <\/span><span style=\"font-weight: 400;\">You can have an excellent strategy, but you need the right people to execute that strategy. If you lack these people then you have a failing business model.\u00a0<\/span><\/span><\/p>\n<p><span style=\"font-weight: 400; font-size: 12pt;\">The battle for perfect candidates isn\u2019t ending anytime soon. Increase your odds of winning by using our tips above. With the right hiring strategies, you have all the tools you need to build a top performing sales force.<\/span><\/p>\n<picture class=\"aligncenter wp-image-210418 size-large\" decoding=\"async\">\n<\/picture>\n<picture class=\"aligncenter wp-image-210418 size-large\" decoding=\"async\">\n<p><img alt=\"\" decoding=\"async\" height=\"536\" sizes=\"(min-width: 0px) and (max-width: 480px) 480px, (min-width: 481px) and (max-width: 980px) 980px, (min-width: 981px) 1024px, 100vw\" src=\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/sales-team-meeting-1024x536.jpg?strip=all\" srcset=\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/sales-team-meeting-1024x536.jpg?strip=all 1024w, https:\/\/www.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/sales-team-meeting-980x513.jpg 980w, https:\/\/www.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/sales-team-meeting-480x251.jpg 480w\" width=\"1024\"\/>\n<\/picture><\/p>\n<p> relpost-thumb-wrapper <\/p>\n<div class=\"relpost-thumb-wrapper\"><!-- filter-class --><\/p>\n<div class=\"relpost-thumb-container\">\n<h3>Related posts<\/h3>\n<div style=\"clear: both\"><\/div>\n<div style=\"clear: both\"><\/div>\n<p><!-- relpost-block-container --><\/p>\n<div class=\"relpost-block-container\"><a class=\"relpost-block-single\" href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/10-recruiter-skills-you-can-leverage-in-your-job-search\/\"><\/p>\n<div class=\"relpost-custom-block-single\" style=\"width: 150px; 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December 21, 2023<\/span> <\/li>\n<li> <a href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/7-success-characteristics-that-define-top-performers\/\">7 Success Characteristics That Define Top Performers<\/a><span> &#8211; December 19, 2023<\/span> <\/li>\n<li> <a href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/5-reasons-your-top-employees-quit-stop-doing-this-to-stop-them-leaving\/\">5 Reasons Your Top Employees Quit (Stop Doing This to Stop Them Leaving)<\/a><span> &#8211; December 14, 2023<\/span> <\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/section>\n<\/div><\/div>\n<p><span class=\"et_social_bottom_trigger\"><\/span> <\/p>\n","protected":false},"excerpt":{"rendered":"<p>To execute your hiring strategy and achieve your sales targets, you need the right sales talent. Here are 14 strategies you can use to ensure you hire the right salespeople for your company. There is a robust business need for objective sales hiring. Creating strategies to hire salespeople who will hit quota and deliver revenue<\/p>\n<div><a class=\"text-primary mt-2\" href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/sales-hiring-strategies\/\">&#8230;continue reading <span class=\"sr-only\">&#8220;14 Sales Recruiting Strategies You Need to Build a Top Performing Team&#8221;<\/span><\/a><\/div>\n","protected":false},"author":10,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"limit_modified_date":"","last_modified_date":"","cybocfi_hide_featured_image":"","footnotes":""},"categories":[14],"tags":[],"class_list":["post-1534","post","type-post","status-publish","format-standard","hentry","category-sales-hiring-recruiting"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/posts\/1534"}],"collection":[{"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/users\/10"}],"replies":[{"embeddable":true,"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/comments?post=1534"}],"version-history":[{"count":0,"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/posts\/1534\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/media?parent=1534"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/categories?post=1534"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.peaksalesrecruiting.com\/wp-json\/\/wp\/v2\/tags?post=1534"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}