For many leaders, the process of scaling a sales team (or multiple teams) can be daunting. There are so many variables to consider: establishing comp plans; quota; GTM (Go to Market) strategy; training; ramp time; and, of course, hiring. And there is never enough time in the day!
Hiring may be the most difficult and time consuming process a manager encounters. It can also be the most important. Managers who are under pressure to hire quickly may feel their only option is to use an outsourced third-party recruiter. At 20% – 25% commission, that can be a very expensive proposition. For example, if you use a recruiter to hire five reps who each make a base salary of $75,000, you will pay between $75,000 and $100,000 in commissions. That’s a lot of money that could be going toward sales tools, training tools, or incentives for your team.
Here are five ways to scale your sales teams without using a third-party recruiter:
1. Your Professional Network
Sidestep third-party recruiters by maintaining and utilizing your professional network. Whether they realize it or not, most leaders have a network they can leverage. Reach out to former co-workers and let them know you are hiring. Ask for direct referrals, introductions or candidate suggestions. You also may want to consider a referral bonus for people outside the company.
2. Your Company’s Referral Program
Your current team, no matter how big or small, is a great source for referrals. If you don’t have a referral program already, create one. and manage it tightly. Create posts for LinkedIn and other social media outlets and incentivize your team to share and like the posts. Regularly send reminders to your team about the program and the rewards they could earn. Your reach will be significantly magnified by incorporating your team.
3. Freemium and Paid Career Platforms
There is no shortage of free and paid career platforms. LinkedIn, Glassdoor, Indeed, Ziprecruiter and TheLadders are among the most popular. However, remember that when it comes to free career sites, you get what you pay for. Most paid platforms will charge you for job placements by the day, and your spend will add up quickly – especially if you are hiring for multiple roles. Monitor the traffic to your ads and the quality of the candidates closely. If you see diminishing returns and consistently poor candidate fit, pull the plug and try something new.
4. Your Company Website and Social Media
It’s very important to consistently update your company’s website and make sure that all open roles are posted and look professional. On your company’s career page, you may also want to add current rep testimonials; and remember, video is always more engaging than text. Be sure to update the company’s social profiles and highlight that you’re hiring and in growth mode. Every public facing site your company uses – whether it’s your website, website, LinkedIn, or Facebook page – should have the same hiring message.
If you are hiring tech sales professionals, consider using TitanHouse. It’s the only career platform focused exclusively on tech sales roles such as Account Executives, Sales Development Reps, Account Managers, Client Success, Sales Engineers, and more. TitanHouse uses your ideal candidate persona to stack and rank potential employees based on fit. The subscription model is also disruptive and scalable because there are never any placement or success fees. Over 35,000 sales reps have signed up in the last year!
Other avenues you can consider include career fairs, local university career centers, and online ads. There are plenty of alternatives to using third-party recruiters, and the economics make it worth your time to explore all options.
Ready to make your hiring process simpler, more transparent, and more affordable? Ready to sidestep third-party recruiters? Get the most in-depth candidate intel and hire exceptional sales talent by signing up to TitanHouse