Your hiring process is either winning top talent or losing them.

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That candidate who just crushed the interview?

You're excited about them, they're a perfect fit, and they'd thrive in the role.

They’re likely someone else’s top choice, too.

Not to mention, they’re crushing quota at their current role. Their current employer is going to do everything they can to keep them, too.

That's what we mean when we say winning top talent.

Because when it comes to sales hiring, it’s less of a selection process and more of a sales process.

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Hiring as a sales process

You're selling them the role & they're selling themselves to you.

Whether you’re actively hiring or will be in the future, you need a solid process that attracts top talent because they don't stay on the market long (if their resume ever even hits the market).

We've seen companies get their “perfect” candidate deep into the process only to lose them along the way. Not because it wasn't the right fit. Because the process wasn't buttoned up enough to win them to their team.

Here's what winning looks like:

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• Momentum - A slow process is a silent no. If things drag, they'll drop or take another offer.
• Clarity - Be specific about what success looks like in the role. Vague expectations communicate a disordered company.
• Vision - Show them how this role connects to the bigger company picture. Top performers want to know the impact they're making.
• Efficiency - Take enough time to vet what you need to know, but don’t make them jump through hoops just for the sake of jumping.
• Expect a counteroffer - Your top candidate is winning where they are and isn’t running from anything. Give them something to run toward.
• Initial strategy - Outline a winning hiring process prior to setting up the first interview. Top talent won’t stick around for an unpolished process.

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If your process isn't dialed in, they'll notice. And they'll wonder: "Do they even know what they're looking for? Are they this disorganized internally?"

The hiring process is a preview of your culture. Make it look like a team worth joining.

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💡 TL;DR

Top performers don't stay on the market long, and a slow, unclear hiring process will cost you the best ones. Treat hiring like a sales process, and build it before you need it.