If you want to take recruiting to another level, you need two things: consistent visibility and access to new people.
Two powerful places provide both—LinkedIn and college campuses.
LinkedIn: Your Daily Recruiting Tool
Many sales leaders have LinkedIn accounts, but few consistently use them to recruit.
Think of LinkedIn as your daily recruiting pipeline builder. You don’t need hours. Start with 15 minutes a day.
1. Grow Your Network
Connect consistently with:
- People in your community
- People currently working in sales
- Second-degree connections
- Other promising professionals
A few new connections each day can compound into a substantial recruiting network.
2. Start Conversations
Don’t immediately try to sell someone on a career opportunity.
Start by connecting.
A simple message such as, “I came across your profile and was impressed. I’d enjoy connecting,” opens the door without creating pressure.
3. Stay Visible
Post several times each week about your team, career opportunities, professional growth, and success.
Remember, potential candidates may be watching even when they aren’t commenting or responding.
The best candidates aren’t always publicly looking for another job. But when the timing is right, they may respond privately.
Colleges: An Overlooked Source of Talent
Colleges and universities give you access to future salespeople and leaders who are still deciding what they want from their careers.
Start by developing a relationship with the school’s career services department.
Then look for opportunities to speak to classes, student organizations, or other groups.
But don’t simply show up and recruit.
Lead with value.
Offer a presentation such as:
“5 Secrets to Finding the Career of Your Dreams.”
At the end, offer students a free personality assessment to help them better understand their potential career fit.
Now you’re providing value, generating interest, and identifying potential candidates simultaneously.
Don’t Overlook Internships
Internships can also become powerful recruiting tools.
Don’t simply use interns to fill temporary positions. Train them, evaluate them, and identify individuals with the potential to become successful long-term team members.
The Bottom Line
Great sales leaders don’t wait until they desperately need someone to start recruiting.
They build networks, remain visible, develop relationships, and continuously create opportunities to meet talented people.
Spend 15 minutes on LinkedIn today and add 10 connections—or contact one local college.
Because the sales leaders who build great teams are the ones who never stop recruiting.