Every third Thursday of the month, we answer questions submitted to us from Kansas City area job seekers and employers. This week, Senior Recruiter in our Sales, Marketing & Advertising Division Dan Hilboldt answers questions from two anonymous job seekers.
When should you expect to hear back from a recruiter after they have sent you to an interview?
It varies depending on the employer. Some companies prefer to move quickly during the interview process, while others take more time to make hiring decisions. We try to get immediate feedback from the employer as soon as the interview is over, but that’s not always possible. Ideally, the recruiter will stay in touch with you as we get new information from the employer. Always feel free to follow up with your recruiter to see if there are any new developments.
What are some ways a smaller company can attract inside sales candidates? Large companies get floods of candidates, while smaller companies don’t seem to get as much. How does a smaller company get more job applicants?!
Smaller companies have to get creative to attract more candidates. While they may not be able to compete with everything a larger company has to offer, there are many low- and no-cost perks a small company could provide, like flexible hours, a better work/life balance and the ability to work from home. While you may not be able to offer the base salary a large company can, you can compete by offering an uncapped commission structure, rewarding those who are bringing revenue through the door.
It also has a lot to do with the company culture a job seeker prefers. Some candidates want the family atmosphere a smaller company can provide, while others like a workplace with a more corporate vibe. The challenge is being able to effectively communicate your culture and finding those candidates who fit.
One of the best ways a small company can attract sales candidates is to work with a recruiting firm. Recruiters can help sell your company and the benefits of working at a smaller organization to potential employees. They also have the network and capabilities to reach out to passive candidates who are employed and may not be looking for a job but are willing to hear about new opportunities.
So, to summarize, promote your culture to potential employees. Make sure your job descriptions communicate your culture effectively to persuade those who prefer a smaller company to apply. Get creative with your benefits. See what you could offer that others don’t. Finally, utilize the expertise of a recruiter. They can help sell your company to the candidates you’re looking for.