Strategies to Hire Sales Candidates After a Summer Slump

Many companies experience a dip in productivity during the summer, which can affect a business’s sales and overall performance. The work distraction during this seasonal slump usually results in a slow hiring period for most industries, as it is a popular time for employee vacation.

When autumn approaches, there is typically a substantial uptick in new hires after the summer slump as managers and human resource personnel are likely to speed up the recruitment process in September to fill vacant positions. If your company is looking to fill sales roles in your business after a summer slump, it can be helpful to implement a few strategies to streamline the process.

Create a Bond with Candidates

When creating job descriptions for ads or positions, try to personalize your messages to allow candidates to feel more connected to your company. Illustrate that you understand the unique motivations and circumstances that summer talent faces, and after you’ve established that you acknowledge the situation, it can be helpful to communicate that you have the right opportunity for them. This may help you reach a broader range of applications for your sales position vacancy.

Work with a Sales Recruiter

Finding the right candidate for your sales team after a summer slump can be challenging, especially if you don’t have applicants for the role. An experienced sales recruiter can assist you in hiring at any time of the year, as they have an extensive database of sales candidates to help employers fill vacant roles.

When looking for NY sales recruiters, consult a fast-growing firm that focuses on recruiting top B2B sales professionals. Highly experienced recruitment firms are typically uniquely positioned to provide expert advice throughout the hiring process: from planning and interviewing to the selection, compensation, and onboarding. This will make it easier for you to find a suitable sales candidate following a summer slump.

Highlight Your Company Culture

Displaying your company culture to your potential employees will allow the public to humanize your company and feel more connected to it. This can attract the attention of more candidates, enabling you to choose from a larger pool of applicants.

Highlighting your company’s culture can also help you find candidates whose values align with yours. This will help you hire the right people and improve employee retention. According to a Glassdoor survey, over 77 percent of job seekers across four countries (the United States, UK, France, and Germany) would consider a company’s culture before applying there, indicating the value of company culture for employees.

Eliminate Application Process Redundancies

Many candidates may become disengaged with the hiring process if they must take redundant actions. For example, if a job form requires an applicant to attach their resume and cover letter while entering the same information into a form, some candidates may feel frustrated and quit the process. Society for Human Resources Management (SHRM) cites data which mentions that “60 percent of job seekers quit in the middle of filling out online job applications because of their length or complexity.”

Take some to remove unnecessary steps to streamline the application process wherever possible. This will encourage more candidates to apply and complete the application, improving your number of applicants.

Hiring new sales employees after a summer slump can be challenging, but the right strategies can simplify the process and help you build a successful team.