Some interesting points for employers hoping to find top performers via job boards.
The downfall of this mass marketing approach is the complete lack of focus and specialization. Of course they get tens of thousands of visitors a day but do you care? When you are looking for a sales person it doesn’t matter how many nurses, waitresses, truck drivers, retail clerks and other job seekers are visiting the website. No, the only thing that counts is how many qualified job seekers are finding your ad for a sales person.
The next problem is how quickly does your job posting getting lost in the clutter of competitive ads on these mega job boards. Take a few minutes to review all the ads that are posted and then use the website search function to search for sales jobs. Does your job appear on the first page or are you lost in the clutter of retail sales clerks, insurance agents, real-estate agents & financial planners, door knockers and MLM’s who are all looking for people.
My experience in trying to use job boards like Monster or Workopolis when building my own companies and sales teams is that you get a frustratingly high number of unqualified resumes in response to your ads and there are seldom any worth interviewing. The shotgun approach doesn’t work well in recruiting top sales talent. right candidates for your roles usually have very specific traits and the chance that they happen to see your ad and respond are so low that it is hardly worth the effort.
Eliot received his B. Comm. from Carleton University and has been honored as a Top 40 Under 40 Award winner.
He co-authored Sales Recruiting 2.0, How to Find Top Performing Sales People, Fast and provides regular insights on sales team management and hiring on the Peak Sales Recruiting Blog.
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