Sales Candidates - How to Get the Ones You Want

Posted by Dave Kurlan on Fri, Jul 13, 2007 @ 23:07 PM

There isn't a day that goes by where I don't get an email or a call from someone, attempting to hire salespeople, where they are complaining about either the lack of candidates or the lack of hirable candidates. This week, rather than advising clients, I conducted a turn-key recruiting project myself.  Here are the results for the first 4 days:

173 Resumes
 90 Local Candidates
 55 Took 
Objective Management Group's Candidate Assessment
 34 Hirable Candidates
 20 Hirable Candidates Screened by Phone
   6 Great Candidates Scheduled for Interviews

So what's up?  Why did I get a ton of resumes?  Why were so many of them hirable? Why do I have such good candidates to interview?

It all starts with knowing the challenges your candidates will face, along with knowing what it will take for them to succeed. 

From this list of criteria, you can write the killer ad that describes your candidate and the desired experiences.  In my experience, 95% of the companies screw up the killer ad and end up posting a very typical ad. 

Then, you must know where to post the ad as well as the way the site's search engines work.  With, you must know how to use each field and drop down list so that your ad comes up with the appropriate search key words.  If they don't see it, they can't respond to it.

Next, your candidates must be
assessed.  This not only weeds out those who won't succeed, it identifies more hirable candidates than you would ever identify for yourself because you're probably looking at their resumes instead.

Then, hirable candidates must be screened by phone.  In under 5 minutes you can make sure your candidates have the experience that meets the criteria included in your ad, and sound the way you would want someone representing your company to sound.

The top scoring candidates are invited in for the first interview.  It's then, for the first time, that the resume comes out.

This process works but you must be able to nail the ad, work the job site, and use the
OMG Assessment.

(c) Copyright 2007 Objective Management Group, Inc.

Topics: recruiting

Subscribe via Email

View All 1,850 Articles

About Dave

Best-Selling Author, Keynote Speaker and Sales Thought Leader,  Dave Kurlan's Understanding the Sales Force Blog has earned medals for the Top Sales & Marketing Blog award for nine consecutive years. This article earned a Bronze Medal for Top Sales Blog post in 2016, this one earned a Silver medal for 2017, and this article earned Silver for 2018. Read more about Dave

Email Dave

View Dave Kurlan's LinkedIn profile View Dave Kurlan's profile


Receive new articles via email
 to the Blog on your Kindle 



Most Recent Articles


Top 50 Sales & Marketing Blogs 2021

Sales & Marketing Hall of Fame Inductee





Top 50 most innovative sales bloggers


Hubspot Top 25 Blogs





Free Tools

Sales Process Grader

Sales Candidate Assessment Free Trial

Sales Ghost Calculator

Sales Force Grader

Sales Hiring Mistake Calculator

FREE Recruiting Process Grader