Ricardo Barriga

The balance of power has once again shifted; no longer are we in a candidate-driven market; rather, we are quickly moving towards an employer’s market. Nowadays, a company can place a single job vacancy on a job board, and receive hundreds of applications by the end of the week. Not a bad return on profit.

However, this is not the time for employers to be lazy and forget how to recruit a superstar for your team. One that will not only meet the requirements and fit into your company’s culture but will also see a future with your business. Even when times change and we are back in a candidate-driven market.

Employing your friend just because you heard they were decent at their current job or someone you know, without due diligence, is a recipe for disaster.  The employer begins with an unhealthy emotional attachment to a candidate and, weeks or months down the track, wonders what went wrong.

Recently, through job advertisements, as well as my network on LinkedIn and other social media, I have found some fantastic candidates with experience selling to various sectors, including IT, mining, oil and gas, telecommunications, finance, and energy. Both passive and active candidates are keen on finding their next big challenge. Even though the number of applicants has increased, we still make all our candidates go through a stringent process of sales assessments and various interviews before we put them in front of our clients. It is not a time to cut corners and employ someone who might have a good CV or a story to tell.  Their sales approach, track record, interpersonal skills, motivation, and so on still need to be addressed. Additionally, discover how they fit into your business before hiring.

If you are considering employing your next sales superstar, then consider what I mentioned above. It might be a buyer’s market, but that is still no excuse to forgo professional expertise and advice before making your next hire.