Tag Archives: recruitment

Intangible Characteristics of Top Sales Reps

When hiring a salesperson, it’s easy to define the qualities you are looking for in a potential candidate; professional, hardworking, and talented to name a few. What’s not so easy, is deciphering if they are going to perform in the future from the short interactions you have with them during the hiring process.

Naivga CEO, Kathleen Steffey, has compiled key characteristics of top sales reps that will indicate their future behavior. Watch this video to learn about the key intangible characteristics of top sales reps.

What characteristics are a must-have for top sales reps? 

Intangibles of Sales

Want Top Talent? Rethink Benefits!

This post is Part 5 in a Salesjournal Series on “Making Your Business Attractive to Top Talent.”  Part 1 asked “Is Your Business Attractive to Top Talent?”, Part 2 described how to “Market Your Company and Positions to Attract Top Talent”, Part 3 outlined ways to “Cultivate Your Network to Attract Top Talent“, and Part 4 detailed “3 Steps to Attract Top Talent Through Culture”.

benefitsThe word ‘benefits’ often conjures up the image of 401K plans and insurance coverage. While these benefits are certainly important, often these items are minimum requirements for prospective employees and are not the real decision factors when choosing a new employer. Talented professionals are often attracted to companies that match their personal goals and interests.

As a starting point, what do your current employees find attractive about your company? Is it your company’s values, mission, or work environment? How is your company different from other firms in this respect?  If possible, clearly identify unique reasons why people would want to work for you versus another company across town.  Write it down.  Share it in your job descriptions, in your candidate screening, and in your interviews – make it concrete and real to your applicants.

As President of Naviga, a North American Sales Recruitment agency, I am exposed to many unique companies that want to upgrade the talent in their organizations.  When asking the question “Why should someone come to work for your company?”, the response is often about salary or the benefits package.  Most candidates make decisions on lots of other factors. A few of the factors that we see affecting employer choice for top performers includes having a shared mission, providing opportunities for growth, and encouraging work-life balance.

Continue reading Want Top Talent? Rethink Benefits!

3 Steps To Sourcing Top Talent Using Facebook’s Graph Search Tool |

Social media can be a great place to search and seek out potential top talent, but it will only be useful if you know how to use it correctly. Facebook’s graph search tool is a great feature to help you refine your search for candidates by city and company. Read here for more tips on utilizing this this tool.

3 Steps To Sourcing Top Talent Using Facebook’s Graph Search Tool |.


Market Your Company and Positions to Attract Top Talent


This post is Part 2 in a Salesjournal Series on “Making Your Business Attractive to Top Talent.”  Part 1 asked “Is Your Business Attractive to Top Talent?

Attracting top talent is a struggle for almost every company. An essential element to combating this problem is being able to market your company and your positions effectively. Appealing job descriptions, marketing your open positions broadly, and making your website current and accessible are critical to your success in attracting top talent.

1. Make Your Job Description Appealing to Top Talent

Although the job description has been around for years and there have been many advancements in hiring in that time, it is still important in the talent attraction puzzle. At a minimum, it helps the hiring manager and the rest of the team get on the same page with the basic requirements and skills needed, and will lay out some of the selection criteria that will be used to assess the candidate. Continue reading Market Your Company and Positions to Attract Top Talent

Is Your Business Attractive to Top Talent?

How do I attract top sales talent? I find this question being asked repeatedly when speaking with business and sales leaders. It is nearly unanimous that they all struggle with finding and keeping good sales professionals. attracting-top-talent

Solving this tough challenge involves selling your company as much to prospective employees as to prospective customers.  Too many businesses set up all of their marketing and communications towards clients.  Companies that want to win the war for top sales talent should consider expanding efforts in four key areas.

1.  Marketing Your Company and Positions

Your company website is a critical piece of the recruitment puzzle.  It affects your visibility on search engines like Google or job boards like Indeed and SimplyHired.  Is there a well-defined section of your website for careers with updated positions and information about what it’s like to work in your company? For many companies there are significant discrepancies between the needs they have and the positions listed on their site.  Either all of the positions are not listed, or the job descriptions are not clear or attractive to the type of people you want.  Unfortunately, your website may be your only chance at making a good first impression or even being found online.

2.  Cultivate Your Network

As you encourage your sales reps to network for new business, coach your employees and your team to network for prospective employees.  Keep your current employees informed of new openings or ongoing hiring needs and ask them to spread the word to their networks on LinkedIn or other communities.  Ensure all of your front line employees who answer the phone or receive emails are aware of how to handle career inquiries in a positive and inviting manner.  As you build a pool of interested, qualified candidates, keep in touch with them.

3.  Convey Your Culture

A description of your company culture will help attract the types of professionals that best fit in with your company. One of the biggest hurdles in getting top talent to leave their current employer is a mismatch of culture expectations.  Top performers want to work in a culture that allows them to thrive.  By having a clear definition of the environment you offer and the types of people that thrive in your business, you will improve candidates’ ability to self-select. It will also help the team members interviewing the candidates to clarify the requirements.

If you use external recruiters to find top talent, make sure that they are consistently conveying your message and supporting your employment brand.  A good strategy is to retain a sales recruiting firm that is invested in professionally delivering a consistent message to prospective candidates.

4.  Clearly explain the benefits of working for your company

To help explain the benefits of working for your company, start by asking yourself and current employees, “What makes my company better to work for than other firms in the area?”  Try to find what makes your company different and what makes your employees happy and use these as selling points for potential employees. Many employers try to compete on pay, but pay is only one of many benefits that prospective candidates consider (and typically is NOT the deciding factor).  If you can provide uniqueness in your employer brand, you will likely stand out as a well sought after company to work for!

Top talent drives top results for your company.  If you want to be the best, you need to hire the best.  To start attracting the best, you need to be attractive!  Ensure you are selling yourself to prospective employees.

What actions have you taken to ensure your company is attracting top candidates?

This post is the first in a multi-part series about making your business attractive to top sales talent.  In the next part of this series we will delve further into Marketing Your Company and Positions. Find out why you may not be getting potential employees to apply for your jobs. 

Weirdest job interview questions…

What interview question has thrown you for a loop? SJ Daily Blog Pix

Suzanne Lucas of CBS Money Watch shares research from Glassdoor about interview questions companies ask.  It certainly makes for some interesting reading.  Glad I am not on the end of some of these questions!  Here is what the firm identified as the 25 strangest interview questions of 2012.

Top 10 U.S. cities for job growth


If you are a sales or marketing executive or professional looking for your next career option Naviga Recruiting & Executive Search recruiters can help. Our recruiters work on sales jobs and marketing jobs nationwide, including but not limited to Tampa, New York, Boston, Los Angeles, Atlanta, Dallas, Houston, Chicago, Washington DC, Charlotte and Philadelphia. Visit ALL of the Cities with Job Opportunities. Naviga and our recruiters are looking forward to hearing from you!

By Jason Henry McCormick, CBS Money Watch, CBSNEWS.com

Which American cities have the highest job-creation rates? The W. P. Carey School of Business at Arizona State University, analyzing data from the U.S. Bureau of Labor Statistics, ranked major metropolitan areas, each with a workforce of at least 1 million, from July 2011 to July 2012. Check out which job-creating cities make up the top 10.