In sales, you don’t stop prospecting when you land a big client. The same should be true when it comes to recruiting. It’s wise to continually nurture your talent pipeline and stay current on trends in the job market. This way, you don’t have to scramble when you’re ready to bring on your next sales rep.

Kelly George, a certified talent analyst at The Center for Sales Strategy, recommends treating recruiting like prospecting. Set aside time each week to build a pipeline for your current and future roles. This ensures you’re always on the lookout for the best talent and allows you to build a robust talent bank.

Want to have a bench of quality candidates ready to get in the game when you need them? Read on. In this issue of PromoPro Daily, we share George’s thoughts on how you can always have qualified candidates at your fingertips.

  1. Know the specific talents you need. Maybe you’re looking for a sales rep with strong networking skills or someone who’s a great negotiator. Keep these needs in mind when creating your talent bank. This can help you save time down the road.

  2. Don’t just make a list. It’s important to build a talent pipeline instead of just listing out potential candidates. Get in touch with these sales reps, even if you don’t have an immediate opening. Then, just as you would follow up with leads, George recommends following up with these candidates and keeping them updated on industry news or future opportunities.

  3. Tap into the data. In sales, you track client preferences, purchasing trends and behaviors to tailor your approach, George says. Recruiting should follow a similar path. She advises leveraging data analytics and AI tools to help identify talent trends the promo industry.

  4. Leverage your current team’s networks. Your current staff members are a great source of referrals for new talent. They probably know other sales reps or have previously worked with people who would excel at your company. George says you could incentivize referrals with recognition programs or bonuses. 

  5. Position your company as a desirable place to work. In sales, you’re not just selling promo — you’re selling the value and experience of working with your company. The same is true with recruiting. To attract the best, George says you must ensure that your company’s brand is viewed as a desirable workplace.

  6. Get creative. Promo pros are naturally creative. Use that skill to stand out and appeal to top talent. Instead of waiting for people to apply to your job postings, George recommends going where your ideal candidates are. Attend promo industry events and network on social media.

Don’t wait until you need to fill a job to start the recruiting process. Build a steady bank of top-tier talent and nurture those relationships. Check in regularly and show how your promo company is the place to be.

Compiled by Audrey Sellers
Source: Kelly George is a certified talent analyst at The Center for Sales Strategy and an engagement specialist at Up Your Culture. She is passionate about guiding employees and leaders to better understand their unique strengths and turn their talent into performance.