Dear Stephen,
I’m a VP of Sales for a manufacturer. Actually, I don’t even want to say which industry I’m in—let’s assume it’s lighting, furniture, floor covering… all the areas you guys recruit in, meaning we sell something related to interiors.
We are a great brand with a strong reputation and competitive compensation packages. I’m not afraid to use recruiters, but we’ve been very fortunate that many candidates upload their resumes to our website or respond to our LinkedIn job postings.
My problem is this: I’m just not finding that hunter or rockstar. The people I’m interviewing never seem to ask the right questions about our product or company. What happened to the days when candidates asked for the offer—closing me!
On paper (or LinkedIn), these candidates look great—they seem to drive revenue where they are. Yet, when I meet them in an interview, none of them seem hungry for the position we’re trying to fill. Half of them aren’t even actively looking. I’m just not used to this type of job market, where it feels like candidates are in control, and I’m struggling to pull the trigger on an offer when no one is begging for it.
Because of this, I have positions open for long periods, and we’re losing revenue across various territories in the U.S. Now, my boss is breathing down my neck, asking why I can’t fill our open positions—which is not good for me!
What am I doing wrong? Can you give me some advice?
Signed,
Desperate to Hire a Hunter
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Dear Desperate,
What are you doing wrong? Let’s start with this: “rockstar” and “hunter” should have left your vocabulary the same time your BlackBerry left your pocket. I cringe when I see those words in job postings. Changing the language you use could be a good first step. “Rockstar” and “hunter” can turn candidates off even more than a lousy medical plan or a company that doesn’t reimburse business expenses. People aren’t stupid—they know you want revenue.
Besides, are you really longing for the days when a candidate would “close” you at the end of the interview? Every hiring manager has stories about that perfectly dressed person who had all the right lines, the well-timed smiles, the polished delivery—only to find out two months later they hired a beautiful cardboard cutout with nothing behind it.
Second, why do so many hiring managers expect candidates to beg for a job—especially when they’re currently employed? Do you think you’re the only great company out there?
We’re in the tightest labor market in over 50 years. Like you said, candidates are in control. Get used to it. The idea of a candidate “closing” you is almost laughable—and completely outdated. If you want a quality salesperson (or anyone, for that matter), you need to be selling them on your company—its great culture, why you’re an excellent leader and mentor, and how you’ll help them grow their career. From what you’ve described, your company offers these things, so don’t be too arrogant to showcase them. Meet the candidate halfway—sell them on the opportunity, and they’ll sell themselves back to you.
There’s nothing wrong with being on equal footing with the person you’re interviewing. Make the interview warm and engaging. Do not start with, “Why are you looking for a job?” You already said most of your candidates aren’t actively looking. And even if they’re unemployed, no one is going to beg for a job in 2025.
It’s fair to ask candidates why they’re interested in your company, but why not begin by explaining why your company is a great place to work and asking if they’d like to be part of that culture? Build chemistry.
And don’t forget—prospective employees want to hear about your fabulous medical and dental plan. They want to know about your terrific 401(k). They care about your super-flexible PTO and vacation policy. If you don’t believe me or can’t adapt to this hiring market, you’ll continue struggling to fill roles and facing high turnover. And soon, you’ll be sending me your resume—because your boss will be firing you.
Is that the advice you were looking for?
Signed,
Stephen