According to LinkedIn’s 2015 talent acquisition survey, 56% of talent leaders said in order to attract the best talent, their top priority is focusing on their talent brand. Why is a strong talent brand so important?


The ROI of an amazing talent brand

There are so many benefits of having an amazing talent brand.

  1. Reduced cost per hire. On average, companies with an amazing talent brand spend 43% less on cost per hire. Who wouldn’t want to be viewed as a recruiting superstar and brag about those kind of impressive numbers?


  1. Increased quantity of applicants. Companies with an amazing talent brand have 2.5x more applicants to their open roles.


  1. Increased hiring rate for candidates. On average, hiring rates are 3.3X higher among candidates that interact with your company’s content before applying for an open role.

The numbers demonstrating the importance of a strong talent brand when hiring speak for themselves.

Are you looking for salespeople that are a perfect fit for your sales role, team, and company culture? Use Ideal to automate candidate sourcing and duplicate your top sales performers. Learn more here

So here are 2 steps to creating an amazing talent brand to attract the best salespeople to your company.

Step 1: Create an amazing talent brand through content that shows candidates whether they’ll be a good fit

LinkedIn’s 2015 Job Seeker Trends Report found that the #1 obstacle for changing jobs is: not knowing what it’s really like to work at the company.

talent brand effect in sales hiringWhat are you doing as an talent to show candidates what it’s like to work at your company?

Salespeople want to know whether they’ll be a good fit for the job based on:

  1. Role fit in the sales job
  2. Personality fit in the sales job
  3. Culture fit in the sales job

What kind of content are you creating to show salespeople about role, personality, and culture fit?

Building out your company career page and social media accounts are a great start but you shouldn’t stop there. LinkedIn found that job seekers like Millennials are more likely to use third party websites and online job boards when looking for a new job.

Millennials are more likely to use online career channels - talent brand matters

Create a sales-specific company page on third-party websites

Creating a sales-specific company page to attract salespeople is a smart way to show the job seekers you want to attract exactly why they should join your sales team using the format that they prefer using in the first place.

Top Hat sales team culture - talent brandAn example of a top-notch sales-specific employee portal

Don’t forget to pay attention to salary and compensation

Survey after survey of salespeople show that the most important factor when they consider a new job offer is compensation. If you want to attract the best salespeople, you have to reward them financially. You pay them a lot of money, they make you a lot of money. Win-win.

Step 2: Create an amazing talent brand by improving your candidate experience for salespeople

Talent brand and candidate experience are two sides of the same coin: improving your candidate experience is one of the most effective ways to improve your talent brand.

How To Write A Sales Job Posting - talent brand

The best way to improve your application process is by using technology that helps streamline the parts of the hiring process that used to be manual, time-consuming, and error-prone. Win-win for the candidate and for you as the hiring manager.

What does improving your application process result in?

See what Andrew, Director of Account Development, has to say about his experience with using Ideal‘s technology to streamline his sales hiring process and the benefits he enjoyed – including hiring four salespeople within 6 weeks who have hit or exceeded their sales quotas! – in the video below:

The takeaways

Following these 2 steps to creating an amazing talent brand will pay off for you by:

  • attracting the best salespeople
  • saving you money
  • making your life a whole lot easier when it comes to hiring

Are you looking for salespeople that are a perfect fit for your sales role, team, and company culture? Use Ideal to automate candidate sourcing and duplicate your top sales performers. Learn more here

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Ji-A Min

Ji-A Min

Head Data Scientist at Ideal
Ji-A Min is the Head Data Scientist at Ideal. With a Master’s in Industrial-Organizational Psychology, Ji-A promotes best practices and data-based HR. She writes about trends and research in talent acquisition, people analytics, and workplace diversity.
Ji-A Min