Sales Recruiting Program
Attract top talent through digital marketing and active recruiting.
A highly effective sales team is the backbone of any B2B manufacturing company. From strategic and motivational sales leadership to hungry sellers in the field, each team member plays and important role.
But creating your sales dream team is easier said than done.
Problems Worth Solving
The in-house hiring process is painfully flawed. Writing job position descriptions, collecting and reviewing résumés, screening candidates, phone and in-person interviews and testing take up valuable time and resources. What’s worse is one misstep could lead to a bad hire, and that could cost your company in more ways than one, including:
- Thousands of dollars in lost sales revenue and onboarding costs (up to 30% of employee’s first-year earnings – Forbes
- Faster burnout for your good employees who must pick up the slack
- Negative impact on your clients due to poor service – Career Builder
- Costs associated with severance, rehiring for the position, possible legal issues.
While making a bad hire is preventable, many companies lack the resources to prevent it completely. In this transitional time for sales as technology, generational gaps and other factors are make it increasingly diﬃcult to build a successful sales team that can drive consistent growth over time, why take a chance on ineffective hiring practices?
The Vx Group Solution
The Vx Group Sales Recruiting Program deploys a mix of inbound and outbound tactics to deliver a higher percentage of ideal candidates. Our talent acquisition team has decades of leadership experience hiring, managing and growing the speciﬁc roles you need.
From professionally written job descriptions to targeted digital ads on key social channels, we cover the important details that optimize the response rate for your position.
Frequently Answered Questions
Both questions could be answered with, “yes,” but that depends on your long-term business goals, corporate culture, ideal customer base and more important factors. Your search for the right salesperson begins with developing an Ideal Candidate Profile. Get Started.
If you’re asking this question, the answer is probably “no.” In our experience, sales leaders start asking this question when they get a gut feeling that something is wrong – stagnant sales, missed opportunities, lost long-term clients are all signs. Now that you know the answer, what are you going to do about it? Let’s talk.
In most cases, yes. Oh, sorry, that was an ‘or’ question. No, you don’t need business development salespeople or account managers, you need business development salespeople AND account managers. More importantly, your sales staff should not double as your account managers. We’ve worked with companies to define roles, compensation packages and strategies for both. Let’s talk.
Compensation should be determined by a number of factors including salesperson performance, position expectations, skills required, travel and more. For most people, pay is a motivation. If you have a well defined sales strategy, rewarding sales and new customer acquisition, your sales staff should be motivated to meet or exceed your goals. Unfortunately, many companies haven’t established a realistic strategy, meaning their sales staff is either over motivated to underperform, or they aren’t motivated enough to perform at all. Is your compensation strategy optimized for performance? Let’s talk.
If you have a panic button, now would be a good time to think about pressing it. You could have the best sales staff in the world, but without great leadership your team could be severely underperforming. If you’re interested in growth, you need great sales leadership, and we can help. Let’s talk.
Trick question! Your company’s individual sales and growth goals should determine the metrics you should be evaluating your team with. There isn’t a one-size-fits-all answer to this question, but there is an answer. Let’s talk.
Looking to Establish a U.S.-Based Sales Team?
If you are part of an international company looking to grow in North America, there are ways you can spur growth today. Learn more »
What Vx Does Different
More is better, except when it comes to talent acquisition. A bigger pool of applicants means more time screening, more time interviewing and a greater possibility the right candidate either won’t apply or will fall through the cracks. We’ve refined the search process to:
- Developing Ideal Candidate Profile for each position
- Attract only the right candidates through professionally written job descriptions
- Pre-screening candidates so you are left with an easily manageable list of applicants
Our proven testing process ensures candidates would be the right fit for the position and the company.
Depending on your needs, the Vx Group can hand off candidates to your HR team, or, with optional phone screening, interview services, proactive candidate search, hiring and onboarding services available, we can pilot the entire process from beginning to end.
Instead of charging based on a percentage of the hiring salary, we offer a tiered fee schedule. You only pay for what you need.
Recruiting Program Levels
|What’s Included||Economy Class||Business Class||First Class|
|Develop Ideal Employee Profile||X||X||X|
|Job Description Development/Optimization||X||X||X|
|Inbound Candidate Generation||X||X||X|
|Outbound Candidate Generation||X|
|Candidate Short List||X||X||X|