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How to Recruit the Best Salesforce Talent

As the technology skills gap continues to prompt issues for companies across the UK, businesses of all sizes have started to turn to specialist teams like Resource on Demand to improve their Salesforce recruitment process.

CRM candidates are in high demand in the age of customer experience. Today’s customers expect more from brands than ever before, and the power of the Salesforce system allows companies to track and enhance their service solutions. As the Salesforce ecosystem evolves, new opportunities continue to emerge for businesses that can find innovative additions to their team.

Unfortunately, many growing technology organisations don’t know how to structure their hiring efforts to attract and retain the right talent. Here, we’ll cover some of the steps that businesses must take to improve Salesforce recruitment in the UK.


Step 1: Strengthen Your Employer Brand



Convincing people to say yes to your Salesforce job offer isn’t always easy. We’re living in a time where candidates have more control over their opportunities than ever, and they don’t just want an excellent salary. Modern employees need to feel as though they’ll fit within the company they’re applying to work for. A good employer brand is how you attract top talent to you and streamline the Salesforce selection process.

Successful employer branding begins with deciding how you want people to perceive your organisation. For instance, are you proud that your Salesforce consultants are on the cutting edge of the industry with the latest tools and training? If so, show potential candidates that your Salesforce careers come with development opportunities, access to new technology, and a company culture that thrives on growth.

On your job description, website, and social media pages develop your employer brand by:

  • Sharing case studies of your latest products
  • Posting stories about employees visiting a recent Salesforce conference or “Ohana” session.
  • Providing links to your favourite Trailhead courses


Step 2: Write an Appealing Job Description

Job descriptions aren’t just there to outline the experience or education someone needs to join your team. Your job description makes a massive difference to your Salesforce recruitment process and can even make sure that you’re selling your role to candidates.

Remember, to bridge the Salesforce talent gap; you need to convince talent that you have the best opportunities to offer in the current market. In your job descriptions:

  • Highlight the technical skills that are crucial to your Salesforce selection process. For instance, does your candidate need a Salesforce Cloud Consultant certification in Sales, Marketing or Service?
  • Let applicants visualise the role: What will they be doing each day? Do you expect your candidates to take charge and lead transformational CRM projects? Will your Salesforce recruitment process involve looking for someone who can help your business adapt to new technology?
  • Showcase development opportunities: Make sure your candidates know what’s in it for them, so they’re more likely to be drawn to your Salesforce careers. Can you give them access to Trailhead courses and certification opportunities?
  • Show off your company culture: Show candidates whether they’ll fit into your team by describing your company culture. Are you a fast-paced business that likes to embrace the latest technology? Do you invest in team-building exercises to improve camaraderie in the office?



Step 3: Improve Hiring Manager Interview Skills

Salesforce interview timelines and selection strategies are expected to be quick and streamlined. Unfortunately, most hiring managers rarely have a chance to improve and refine their interviewing skills. Make sure that your team has the support required to find and choose the right talent for your Salesforce careers, without wasting any crucial time.

For instance:

  • Provide a list of scripted competency-based interview questions that guide hiring managers towards the adept leaders in Salesforce consultancy. Questions may include: “Tell us about a time when you noticed a problem in business performance and used Salesforce to fix it.”
  • Use preliminary phone screening interviews to narrow down options: Salesforce interview timelines are often much faster when you refine the number of candidates your hiring manager must speak to. Screening interviews can ensure that you’re only considering the candidates with the right skills and background for the role.
  • Provide a Scoring system: Make the Salesforce selection process more accessible by giving your hiring manager scores to assign to each candidate based on their knowledge of things like the CRM landscape, predictive analysis, artificial intelligence and data management.


Step 4: Make Sure You’re Asking the Right Questions



While you’re working on your hiring manager’s interview skills, make sure that you’re asking the right questions. Often, you may find yourself wishing that you had a Salesforce recruiting software solution or Salesforce recruitment CRM to help at this stage. For the most part, your best bet will be to focus on competency-based interviews that show you how your people have interacted with Salesforce in the past. Questions may include:

  • How do you keep your Salesforce knowledge up to date: Find candidates that are invested in their Salesforce careers by asking them what they do to continue developing their knowledge and skills. They may collaborate with experts in the Ohana community or sign up for frequent Trailhead courses.
  • Why are you right for this job? This question will show you whether your candidate has read the details of the job description and learned as much as they can about your business. The best applicants will be those who can connect their Salesforce skills to the goals of your company and show genuine enthusiasm for the role.
  • Tell us about a time you’ve been tempted to leave an old job? This question will narrow your Salesforce selection process by ensuring that you’re looking at people who fit with your company culture. If the candidate hated things about their old role that will be crucial to your Salesforce position, then they’re not right for you.
  • Do you have any questions for us? Here, you can improve your chances of your candidate saying yes to your Salesforce job offer, by fielding any concerns they might have about the role.

Remember, after you’re finished asking your interview questions, give your candidates an insight into how long the Salesforce selection process takes for your business. Let them know when they can expect to hear back from you, and as always, don’t be afraid to ask your specialist recruitment team like Resource on Demand for support managing the hiring process.


About Resource On Demand

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company, now also focusing on growth Cloud markets.  

We assist innovative and disruptive organisations to grow their technology teams. Supporting companies to fill Cloud roles that span across Digital Marketing, Marketing Automation, Human Capital Management and the growing Salesforce.com suite of skills. 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 Cloud professionals each year.  

To find out how we can support you call us on 01322 272 53

2022-08-16T08:59:31+00:00 Recruitment, salesforce.com|