State of Sales Hiring Survey Reveals Top Causes of Application Abandonment

Sales is a number game, and the longer you have an open sales position the more difficult it is to make your number. The great resignation and the war for sales talent means getting enough candidates to apply for your open sales jobs is more difficult that ever. Now think about a potential sales candidate finding your job posting, diving into the application process, and then bailing before they even finish or hit submit. But it happens more often than you think. Ouch!

According to a joint survey we recently conducted with SellingPower® to identify challenges and best practices in sales hiring, we found that applicants rate poor communication with an employer and bad experience with an interviewer as the top two reasons that would cause them to abandon an application.

Clearly, this is a red flag for many organizations struggling to get enough candidates to apply.

As a rep, what would cause you to abandon an application?

What’s the solution to this problem?

You can avoid having an applicant abandon an application by having an efficient hiring process that is clearly defined and ensures that interviewers are properly trained, professional, and respectful throughout the interview process. You already invest a lot of time and money into finding good candidates as an organization. Someone such as a recruiter or sales hiring manager having a “bad day” and turning off a suitable candidate can cost you thousands of dollars.

Additionally, your employer brand matters. Websites like Glassdoor and Reddit allow dissatisfied candidates to share their experiences and discourage other qualified candidates from applying. 

Other reasons for abandoning an application include:

  • Too many interview rounds
  • Re-entering duplicate information
  • Requiring proof of income
  • Requiring credit checks
  • Unnecessary cover letters
  • Long multiple-choice personality tests
  • Required drug tests
  • Reviewing of social media accounts
  • Lack of employer diversity  

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?

For B2B sales organizations needing to minimize the risk of bad hires and move fast to land the best applicants, the 

Sciolytix Sales Performance Predictor (S2P2) is a next-generation talent assessment that quickly and accurately predicts quota attainment while delivering an engaging, differentiated experience for candidates.

Traditional hiring assessments are usually better than gut instinct, but like any tests, candidates hate taking them. Furthermore, traditional assessments only predict potential and not performance. S2P2 puts candidates into realistic selling situations with 3D avatar simulations, scores their interactions with virtual prospects, and through AI, predicts their expected quota attainment. 

S2P2 gives your managers insight to avoid bad hiring decisions, improves hiring objectivity and consistency, and shows candidates you are a forward-thinking company that takes their development seriously. 

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. 


Author: Dario Priolo

Dario brings over 20 years of experience in the sales enablement and talent development industry. He has led marketing and strategy as CMO for leading companies like the Hay Group, Miller Heiman and Profiles International and has been part of 4 successful exits, including his own start-up.

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