Welcome to the jungle: why recruiting is a combat sport

Recruiting is a combat sport and distributors need to arm themselves with the right tools to be successful, said recruiting specialist John Salvadore.

Salvadore was a keynote speaker at the PTDA Industry Summit last month in Atlanta. Salvadore explained how the recruiting landscape has changed due to the COVID-19 pandemic and remote working. It also defined the right fit for employee candidates and distributors’ employers.

” There is no doubt. There is a war on top talent, ”said Salvadore, Managing Partner at Global Recruiters Network-Coastal (GRN Coastal).

In addition to the pandemic leading to virtual work, employees are also “aging” as they retire en masse. Finding good employees has been hampered by government grants that have dissuaded people from applying for new jobs, but most of those grants are coming to an end, according to speakers on a panel that Salvadore moderated at the conference.

Recruiting is now a two-way street, as applicants have become picky about who they work for, whether they are allowed to work from home, and whether they will receive signing bonuses or other incentives.

“In the past, it was always the company that looked at the candidate and tried to determine if the candidate was the right fit for them,” he said. “Today the table has changed. It’s a real candidate-driven market. Candidates and top talent really have a choice. So just like you look at the candidate, candidates also see your organization as a potential solution for them.

Salvadore’s employer clients are looking for:

  • Personality
  • A match in style
  • Skill set
  • The way candidates present themselves
  • If they have too much ego
  • Get a good feeling from the interviews
  • Qualifications
  • Rating Notes

“Your culture is on display, and the minute the candidate walks in the door, they check you out,” Salvadore said. “They look at what kind of reputation you have in the market. “

Salvadore said sellers want to know if their potential employers will be able to provide them with sufficient support and if they will have any products to sell in the face of ongoing supply chain issues.

“People, especially commissioned salespeople, want to know that their product can be shipped in maybe a day,” he said. “That’s what it comes down to.”

On the flip side, applicants are looking for the following:

  • Good culture
  • Reputation; ease of doing business with a company
  • Community involvement
  • Hybrid working model
  • Work-life balance
  • Inventory
  • Customer service
  • Their potential bosses
  • Their potential teammates

“Today, it is really imperative that leadership be visible in the recruiting process,” Salvadore said. “That human touch is really a big deal.”

When it comes to a company’s culture and brand, potential candidates want to know how employees were treated during the pandemic, a company’s financial situation, whether there has been any time off and whether they will be. allowed to work from home for a better job. life balance, according to Salvadore.

“This work-life balance is really something you have to consider,” Salvadore said. “And almost every candidate wants a coach. Whether it’s a high-level person or a low-level person in your organization, they want coaching from top management. They want to have a chance to grow in your business. They want to see this upward mobility available to them. They want to see the career path. It’s really important, especially when you’re dealing with millennials.

Before entering the workforce, distributors should first seek to promote from within. If they find a candidate who shines, they should immediately pull the trigger to make an offer before that person is approached by other companies, he said.

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