Cut unnecessary verbiage, and share job description details in succinct bullet points. Instead, use a structure that makes it easy for reps to find and digest the most important information. Even if your word count is reasonable, one large block of text could send your message straight to the “delete” folder. You may think a lengthy message illustrates the thought you’ve put into reaching out, but busy sales reps don’t have time to read through hundreds of words from a random recruiter. What experiences will help them excel in your open role? What evidence suggests they align with the company’s values? These small details show a sales rep that you can already see them excelling in the role and aren’t wasting their time. The lesson here is clear: Craft a message that immediately notes what drew you to this specific candidate. According to LinkedIn, 54 percent of all job seekers want a recruiter’s first message to convey why they are a good fit for a role. They expect the same from recruiters.īeing specific is a smart tactic no matter whom you’re trying to attract. They dig in, find the specifics, and establish personalized relationships with customers. Many of the best reps are successful precisely because they steer clear of this one-size-fits-all approach. Talented sales reps know all about mass-messaging templates. Note: A lot of these practices can work regardless of the kind of talent you need!
That’s a lot of pressure to put on one short InMail.īelow, we share some tips to help you craft a LinkedIn message that actually draws top sales talent into your funnel. You must somehow use this message to get busy, satisfied sales reps inspired enough to respond. Your first point of contact could make or break your potential relationship with a top sales candidate. But what that first message says is critical. LinkedIn is an obvious choice for establishing a relationship - sales pros share their work histories, and recruiters can reach out directly without sleuthing for email addresses.
To get top sales candidates to budge, sales recruiters must be particularly strategic about their first communications. When sales reps are satisfied, they’re much less receptive to overtures from other organizations. In fact, 80 percent of the respondents to MedReps’ recent “Best Places to Work” survey said they were happy in their current roles. In fact, sales reps consistently rank in the top 10 for the most in-demand talent.Īt the same time, sales reps - especially those in medical sales - aren’t particularly easy to recruit.
“Account executive,” “new business development manager,” “account growth manager”: No matter what you call your sales representatives, they’re the lifeblood of your company.Īnd they’re in high demand.
0 kommentar(er)
