Sales Hiring Research Reveals Nearly 1/3 of Sales Mangers Spending Over 6 Hours per Week on Hiring Activities

Sciolytix recently partnered with SellingPower® on a survey to identify challenges and best practices in sales hiring. To gain the most comprehensive insight possible, we surveyed sales leaders, recruiters, and sales reps to better understand their unique — and at times opposing — perceptions, expectations, and preferences.

We’ve shared the survey results in various blog posts on our website and suggest you read those to gain further insight. Today, we’re asking sales hiring managers a very important question as it relates to recruiting top talent:

How much time per week do you personally spend on recruitment activities?

Recruiting is an important but time-consuming activity, so much so that sales hiring managers are already stretched thin taking on this duty while at the same time managing their teams to “hit their numbers.” As you can see from the survey, recruiting can amount to one-quarter of a sales manager’s job duties.

The majority of respondents personally spend less than five hours per week on recruiting efforts. Another chunk of respondents says they spend anywhere from 6-10 hours per week. Very few spend more than 10 hours per week or more.

Additionally, we learned that many recruiting activities such as resume screening and interviewing occur in the evening. 

So what’s the answer?

Tools, technology, and process efficiency must be employed to lighten the load on sales hiring managers. Simply put, in an age where sales managers are tasked with hiring well and fast so that they constantly have the best sales candidates possible, it is difficult to make the best decisions when exhausted or under duress.  

Please check back with us as we share more about this insightful survey. Download the full survey report here!

What are you doing to improve your sales hiring process?

Sciolytix Sales Performance Predictor (S2P2) is an award-winning candidate assessment tool that utilizes 3D avatar-based simulations to measure and predict a candidate’s performance in an unbiased manner. Think of it as a video game — sales candidates play a video game that reflects the real-world selling situations they will face in their new sales role and, through artificial intelligence, predict their effectiveness. This groundbreaking technology helps sales leaders:

1. Hire top-performing reps quickly
2. Minimize the risk of bad hires
3. Position themselves as an employer of choice with applicants 

Bottom line, we are revolutionizing the way organizations hire, onboard, develop talent, and create a fair hiring process for all. Predictive simulations are the latest enhancement we’re adding to that arsenal of products.