Finding the right salesperson is anything but easy. Majority of real estate companies struggle to find the right candidate for a sales job, and then, they have to be content with whatever candidates they have in the pool. What’s wrong with real estate companies not being able to find the right sales guys? Where is the problem lies exactly? Let’s find out in this post.
There are five reasons why so many real estate companies struggle to find good candidates to fill their sales positions.
1. The recruiter uses bad selection criteria
Companies tend to select candidates based on criteria that are not related to sales performance. They do not evaluate the skills that really matter to be a good seller.
In addition, their criteria are often too restrictive. Candidates must “enter a small box” otherwise, they are not considered. The seller’s experience in your own industry and with your type of customer should not be an exclusion criterion.
Do not look for someone who comes from the industry, but rather who is compatible with the criteria of the environment. In some cases, it can be very beneficial to recruit salespeople from outside the industry.
Another common mistake is to require a bachelor’s degree or higher-level studies. These two factors don’t assure successful sales.
2. The recruiter is looking for an ultra-versatile salesman
Trying to recruit a salesperson to take on all the roles for sale is a mistake. A good hunter, farmer, account manager or product expert are the types of vendors that perform different functions within the sales team and require specific skills and abilities.
It is extremely rare that a single person can perform in all these roles. The vast majority of the time, she will develop expertise in one of the functions to the detriment of the others.
3. The recruitment process used is not specific to the sale
A traditional recruitment process does not identify the salespersons who have the prerequisites to grow and succeed in sales. A good representative does not identify himself in the same way as an administrative officer or accountant. Neither the interview nor the reference check is effective because a candidate may have evolved in a completely different environment.
4. The advertised position is not attractive to candidates
Too many recruiters underestimate the positive impact that a well-written job offer can have. When I say well written, I mean that they must reach the best-performing players and leave all others.
However, organizations often succumb to the temptation to write a conventional job description. Avoid bulleted lists! Forget conformity! If you want a candidate who stands out, then make sure that your job offer should be the same.
5. The compensation offered is too low
The salary offered greatly influences the level of applications received. A successful salesman should be paid for what he or she is worth. The best companies understand this and do not hesitate to review their sales model, if necessary.
False promises and the fear of offering an attractive salary must be overcome. The compensation of a high-level representative may even exceed that of the head of the company for which he works!
In addition, in the case of commission pay, it is important to pay the salesperson a salary for the duration of his integration, while he builds his clientele.
Recruitment problems are often caused by a recruitment process, which is too traditional. To get different results, you have to do it differently.