This is especially true in B2B sales where a mere 20% of sales teams are considered “high-performing” based on the latest study from SalesForce. To hire great reps, companies need to modernize their recruiting efforts.
Millennials might not believe it, but once upon a time you searched for jobs in the print edition of newspapers.
Today, the digital landscape has given job seekers unprecedented avenues to find their dream job. Couple that with only 5% unemployment and job candidates hold all the cards. The war for talent, particularly in sales, is on and the rise of new technology, such as A.I and big data, has fostered a recruiting arms race.
While companies are smart to invest in new technology, the executives that find the right mix of robots, humans and creativity will have a big edge in the years to come.
Based on our work recruiting elite salespeople for some of the world’s most innovative and disruptive companies, here are 3 ways you can modernize your recruiting efforts:
- Create Interactive Videos: This new technique can help bring your company to life and allows candidates to navigate their own experiences based on their interests. Do they want to know about company culture or the history of the company? Deloitte created "Will You Fit Into Deloitte,"a gamified interactive recruitment video that gave candidates an inside look at the company and educated them about the different business units. This not only resulted in greater candidate engagement, but it allowed corporate recruiters to collect user preference data to inform future searches.
- Invite Candidates Behind-the-Scenes for a “Day in the Life”: It is hard to glean what your work day would be like at a new company based on an introductory interview. However, more employers are copying the tactics used in real estate by hosting “open houses”. This gives candidates a real taste of your company, by letting them experience your sights, sounds, work ethic, and culture. This can not only work to deepen ties to your employer brand, but help weed out candidates who are not aren’t the right fit.
- Merge Artificial Intelligence, Big Data and Humans: A.I. and big data are game-changers that can greatly reduce administrative work and maximize ROI. Mya is a widely lauded A.I. created byFirstJob to automate up to 75% of the recruiting process; sales assistants like ‘LISA’ (Learning Intelligent Sales Agent) can contact, engage and follow up with leads using natural conversation; and X.ai can handle all the rescheduling that takes place during the laborious interview scheduling process.
Because machines succeed at repetitive tasks, while humans have irreplaceable skills such as the ability to judge emotion. In short, bots have blind spots, a point perfectly illustrated by Stacey Harris, Vice President at Sierra-Cedar – a company that conducts an annual HR Systems Survey, “AI analyzes and learns from patterns, there is a danger of the software replicating biases in the recruiting or promotion process. If a company’s top performers historically have been white males between 30 and 40 years old, that bias can inadvertently become built into algorithms.”