Good hiring practices begin with proper screening and reviewing resumes and cover letters. After all, it’s the first step to finding the ideal sales candidates who possess the experience to make a real impact on your organization.
As experienced hiring managers know, finding quality applicants requires consistent effort and well-executed strategies. With that in mind, here are seven top techniques for screening resumes and cover letters to help you find those standout candidates faster than ever before.
Why Is It Important To Screen Resumes And Cover Letters?
Screening resumes and cover letters help employers identify the best candidates for a position. Not only can it help narrow down the list of applicants, but it can also provide insight into each candidate’s relevant experience, skill set, and qualifications. This helps build a much stronger understanding of each potential hire before inviting them in for an interview.
The average cost of hiring an employee is around $4,000, so it’s important to ensure that employers are filtering out any unqualified applicants and pursuing only the best candidates for their business. So while it might take some time to go through this process, it can pay dividends in the long run.
Identify The Skills And Experience Required For The Role
When it comes to identifying the skills and experience required for a specific role, it’s important to take a holistic approach. While certain technical skills may be necessary for the job, equally important are soft skills such as communication, teamwork, and problem-solving abilities.
Experience in the specific industry or field is also highly valued, as it allows for a deeper understanding of the nuances and challenges that may be present. However, don’t discount the value of transferable skills such as project management or leadership, as they can often be applied across industries and are highly desirable to many employers.
While the requirements you need for your sales candidate will vary depending on the specific role, here are a few sample skills and experience that employers typically look for:
Sales experience in a similar industry
Technical sales training or certifications
Outstanding communication, negotiation, and persuasion abilities
Proven track record of meeting and exceeding targets
Ability to quickly build rapport with clients
Knowledge of CRM systems and analytics
Craft A Job Description That Is Clear And Specific
A well-crafted, clear job description is the key to attracting quality candidates. After all, you want to make sure potential applicants understand what the position entails and are only applying if they meet the requirements.
Your job description should include details such as expected responsibilities, qualifications, required experience, and preferred skills. Additionally, don’t forget to include company information such as the company culture, mission statement, and values. This will help applicants get a better understanding of who you are and what they can expect if they join your team.
Here’s a sample thorough job description:
Job Title: Sales Representative
Job Summary:
Our company is seeking a motivated and results-driven Sales Representative to join our team. The successful candidate will be responsible for driving sales revenue by building relationships with clients, identifying new business opportunities, and closing deals. This is a fantastic opportunity for a driven sales professional looking to work in a dynamic and fast-paced environment.
Responsibilities:
Develop and execute sales strategies to achieve and exceed sales targets
Identify and pursue new business opportunities through cold calling, prospecting, and networking
Build and maintain strong relationships with clients and key stakeholders
Present and sell products and services to potential clients
Negotiate contracts and close deals to achieve sales targets
Keep up-to-date with industry trends, competitors, and market conditions
Provide exceptional customer service to ensure client satisfaction
Collaborate with cross-functional teams to ensure effective communication and coordination of activities
Requirements:
Proven track record of achieving sales targets and driving revenue growth
Excellent communication, negotiation, and interpersonal skills
Self-motivated with the ability to work independently and as part of a team
Strong problem-solving skills and attention to detail
Ability to work in a fast-paced and dynamic environment
Proficient in using CRM software and Microsoft Office Suite
Bachelor’s degree in Business Administration, Marketing, or related field preferred
2+ years of relevant sales experience required
If you are a highly motivated sales professional looking for an exciting opportunity to build your career, we encourage you to apply for this position. We offer competitive compensation packages, ongoing training and development, and a supportive work environment.
Evaluate Resumes Using An ATS (Applicant Tracking System) Software Program
In today’s competitive job market, it is important for employers to be efficient in the hiring process. One tool that many companies are utilizing is the Applicant Tracking System (ATS) software program. This program allows employers to quickly and accurately evaluate resumes based on criteria that they have set.
The ATS uses specific algorithms that search for keywords and phrases, as well as other factors such as job experience and education. The process is streamlined, making it easier for recruiters and hiring managers to find the most qualified candidates. By using an ATS, companies are able to save time and resources while also improving the accuracy of their hiring decisions.
However, there are some downsides to using an ATS system, including:
This may result in filtering out qualified candidates based on minor resume discrepancies or formatting issues.
The system may be too rigid to accommodate unique job requirements, resulting in missed opportunities for hiring the right candidate.
Candidates who do not use specific keywords or phrases that match the job posting may not be included in the pool of potential applicants.
The system may not be able to recognize industry-specific jargon or abbreviations, which could eliminate qualified candidates from consideration.
So, while it’s a great tool for streamlining the hiring process, employers should use caution when screening resumes using an ATS system.
Identify Red Flags And Follow Up Immediately
It’s important to pay attention to red flags on resumes and cover letters. These could include anything from inconsistent dates of employment or gaps in employment history to misspellings and grammar mistakes. While some of these issues may be minor, they could potentially indicate a lack of attention to detail or dedication in the candidate.
Some of the most common red flags to look for include excessive job hopping, lack of career progression, and incomplete or overly generic resumes. If you come across any of these warning signs while screening resumes or cover letters, consider following up with the candidate to get more information or moving on to the next applicant.
Research The Applicant’s References And Online Presence
If you’ve narrowed it down to a shorter list of qualified applicants, you may be wondering what you can do to further vet potential hires before inviting them in for an interview. One effective strategy is to conduct a background check and reach out to their professional and personal references. This can help you gain a better understanding of each candidate’s work history, qualifications, and character.
Talking to former employers can provide insight into the applicant’s work ethic, strengths, and areas for improvement. In addition to references, it is also important to check out their online presence. Social media profiles can give a glimpse into an individual’s personal life and character, which can be helpful in making hiring decisions. A quick internet search can also reveal any red flags, such as inappropriate behavior or negative reviews from past coworkers.
Taking the time to thoroughly research a candidate’s references and online presence can help to ensure that you are making an informed decision when it comes to hiring.
Read Through Cover Letters Thoroughly
When it comes to hiring new candidates, cover letters can reveal more than just a list of qualifications and experiences. Taking the time to thoroughly read through a candidate’s cover letter can provide valuable insight into their personality, work ethic, and how they might fit into the company culture.
Look for clues such as their passion for the industry or company, their communication style, and how they work well with others. Paying attention to these aspects can help you identify the right candidate who not only has the necessary skills but also has the potential to be a great addition to the team.
For example, if a cover letter shows a candidate’s enthusiasm for the role and explains how they will bring value to the company, then it could be a sign that the applicant is truly invested in their work and will be dedicated to helping the business reach its goals. However, if the cover letter seems overly genetic or lacks enthusiasm, then it could be a sign that the candidate is not as committed to the job.
Use A Two-Stage Screening Process
When screening resumes and cover letters, it can be helpful to use a two-stage process. The first stage involves a general review of each applicant’s background, experience, and qualifications. This step helps employers determine if the candidate meets all of the necessary requirements for the position.
During the second stage, employers can conduct a more in-depth review of each applicant’s resume and cover letter. This process can involve taking a closer look at their skills and experience, as well as any red flags or inconsistencies. By using this two-stage approach, companies can save time and resources while also making sure that they are only considering the most qualified candidates for the job.
Wrapping It Up
Overall, the key to finding the perfect sales candidate is knowing how to do a thorough review process. None of these steps should be rushed or left incomplete, as they are all important in ensuring that you find someone who will be not only a great asset to your team but also an individual who has true potential and motivation. By following the tips outlined above, you can be sure that you are taking all of the necessary steps when screening resumes and cover letters in order to find the right candidate for your team.
If you’re looking to hire new salespeople to create your dream sales team, you’ll want to become a client with Sales Recruiters Dallas. You can also contact us today to learn more about how we can help you find the top sales talent in Dallas. Our sales recruiters specialize in sales jobs in Dallas to provide the perfect fit for your team and organization.