How To Compete With Google When Hiring Salespeople

Google attracts some of the most brilliant and talented people in the world. In fact, according to ex-Google employees, the worst part about working at Google is “too many outstanding people.” And because over 50% of Google’s employees are in sales, you’re competing with heavyweights like Google when hiring salespeople.

Is there a hiring tactic can you use to help you win the war for sales talent?

Let’s go through the list and find out.  hiring-sales-ideal-candidate 2

Name recognition

According to LinkedIn’s data, Google is North America’s most in demand employer for 2014. Fortune ranks Google is the best company to work for in 2014. Forbes lists Google as the world’s 5th most valuable brand.

Can you compete?

Is your company name used as a noun and a verb? If not, then probably no.

Culture & perks

Google is known for their collaborative culture. From Google’s company culture page: “We strive to maintain the open culture often associated with startups, in which everyone is a hands-on contributor and feels comfortable sharing ideas and opinions.”

Google’s perks are legendary including free gourmet mealsnap pods, and even death benefits.

As for salary, Glassdoor ranks Google #1 when it comes to compensation.

Can you compete?

Are you Facebook or Salesforce.com? If not, then probably no.

A data-based system for hiring

Laszlo Bock, Google’s SVP of People Operations, explains how Google assesses desired candidate traits such as learning ability by using structured behavioral interviews.

In a more recent post on why hiring is broken, Bock argues that, “We all think we are great at assessing candidates. We’re not. We are biased, ask bad interview questions, rarely go back and check if our predictions were correct, and so on.

His solution for a better way of matching people and jobs: “The most efficient way is by looking at large sets of data and inferring relationships, similarities, and predictors of success and failure.”

Can you compete?

Are you using quantitative data to assess the quality of your sales candidates? That is, are you using a psychometric assessment and/or a structured interview to score candidates? If you do, then yes.

The takeaway

The one thing companies can compete with Google on when it comes to hiring salespeople?

Using data intelligently to identify the salespeople who are going to be the best performers at your company.

How has using data improved your sales hiring? Let me know in the comments or tweet @ideal.

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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 recruitment. She writes about trends and research in talent acquisition, HR tech, and people analytics.
Ji-A Min

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