subject: Using Social Media to Find and Hire Superstar Salespeople [print this page] Using Social Media to Find and Hire Superstar Salespeople
I'll admit it: I'm one of the last holdouts when it comes to social media. It's not that I don't have accounts, friends, fans, and connections - I do - but that I'm not really convinced of their value as sales tools. For all the stories I've heard of big accounts opened through Facebook, LinkedIn, and others, what I usually see in day-to-day life is middle of the road salespeople replacing their morning newspaper with time spent following college buddies and old flames, and calling it "work" the whole time.
But there is one area where I think social media really stands out: in helping you to find and recruit all-star salespeople.
Smart sales managers know that there are always positions to be filled, even when they aren't ready to be filled quite yet. Salespeople move, retire, and get out of the industry altogether; sometimes, that bright young person you hire to open new accounts just doesn't work out. Where are you then?
If you've been following the advice in my books and seminars, you've been constantly building a list of people - both within and outside of sales - who might do really well with your department. Social networking is the perfect way to find out more, stay in touch with them, and see what's been going on with their lives.
Here are four rules for using social networking as an effective recruiting tool for your sales department:
Start with who you know.
It goes without saying that, if possible, you should be connected with your best sales people online. Not only will this strengthen your relationship with them, but it will also help you to gain introductions to their friends and contacts - many of whom might be successful salespeople themselves. There are few things as great as stealing the competition's top producer; you gain a top producer, while taking one away from the other guys.
Keep tabs on candidates.
Maybe you met a young person working at a restaurant, or came across a salesperson who impressed you at a time when you weren't able offer them a position. Regardless of the situation, linking with them online is a great way to keep in touch. That way, all when the moment comes, you have a stack of great candidates right at your fingertips.
Find out more about applicants.
They say a picture is worth 1000 words, and considering the costs associated with a bad hiring decision, that price might be more than a little bit low. Chances are, you already Google prospective salespeople and check them out online before you interview them. Why not extend that research to Facebook, LinkedIn, and the other major social media sites? What you find out - good or bad - can be invaluable.
Put out a positive message about your company or department.
I shouldn't have to point this out, but if you're constantly slamming the company you work for through your blog or social media profiles, then how surprised can you really be when no one wants to work for you? Never forget that candidates - or at least the good ones - are always evaluating you in the same way you are evaluating them. Don't stretch the truth, but don't give them the impression that working for you is terrible, either.
Carl Henry is a management consultant. He specializes in helping companies in the selection of top sales and customer service talent. Carl is also a Certified Speaking Professional and the author of several books and articles related to sales, sales management, and customer service. He conducts semi
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