There is more of a need than ever before for qualified candidates to fill vacant Salesforce jobs in the US. It’s estimated that roughly three million roles will need to be filled over the next five years, so it will be even more difficult to attract and hire the best candidates. Although this is great news for certified job seekers, it means that employers will need to spend serious time choosing the best Salesforce staffing agency to find the perfect candidate who fits their needs and their culture.
Fortunately, there are Salesforce recruiters like VALiNTRY360 that specialize in filling these technical roles with knowledgeable candidates, and who also work closely with employers to dive deep into what type of individual is perfect for the culture of each organization.
To help you find the best recruiter to fill your Salesforce job openings, follow these five steps.
Step 1: Find the Right Fit
Making the decision on which Salesforce staffing agency is the best fit for you will involve some research and conversations. You’ll want to select one that has an excellent track record of client satisfaction, who is knowledgeable, and has access to the best Salesforce candidates.
Start by checking out the players in the Salesforce recruiting space and then setting up an initial conversation with recruiters you feel can deliver. Those phone calls or meetings will give you a lot of insight into what you can expect from the recruiter, as well as answer your questions about the process.
Did You Know?
VALiNTRY360 has a Net Promoter Score that has averaged at least 3.5 times the U.S. staffing industry average for recruiter satisfaction for 2 years running and we have an overall score of 4.8 (out of 5) on Glassdoor. Our exclusive database of technology talent is over 3.2 million strong and we add over 6000 new resumes per day so our clients always have access to the best talent. Plus, VALiNTRY360 is one of only a few recruiting firms in the U.S. that are also Salesforce Registered Consulting Partners.
Step 2: Communicate, Communicate, Communicate
Once you’ve determined the right Salesforce staffing agency for your needs, it’s time to dive deep into the details. A good Salesforce recruiter will ask you lots of questions and present different scenarios to help you determine the best way to fill your staffing need.
Take the time to weigh all of your different options. Answer questions like:
- Is this a full-time or part-time role?
- Do you want a permanent or contract employee?
- Does this make sense as a consulting engagement or managed services arrangement?
- What type of individual would best fit the culture of your Salesforce team and your company overall?
Jory Dean, a Salesforce recruiter at VALiNTRY360, suggests you dive deep into “what you’re looking for both technically, functionally, and culturally.”
“Some organizations are searching for someone who is certified and experienced, while others are willing to consider a Salesforce candidate who has the aptitude to learn and come up to speed on their technologies, methodologies, culture, and other components.”
Jory also suggests “As a hiring manager, you should determine if you need someone who is 100% perfect match from day one or if future growth matters in your hiring decision?”
The answers to these questions will help your recruiter uncover candidates who not only fit your needs but who have the same values and objectives and are a good match for your organization.
Step 3: Develop a Crystal-Clear Vision
Once you work with your recruiter to answer all of the pertinent questions, it’s time to create and post your vacancy. Spend time creating a role that has a well-defined job description that clearly outlines the responsibilities and scope of the position.
Include any mandatory skills and certifications, as well as preferred qualifications to help weed out applicants who don’t have what it takes to make the cut.
Step 4: Ask Questions
Your Salesforce recruiter will reach out to you as candidates who match your criteria apply. This is an excellent time to ask questions about their credentials and experience, and also find out why the recruiter feels they might be a good match.
If you agree with their recommendation, then it’s time to set up an interview to meet your potential employee face to face.
Use your recruiter as a resource to develop your interview questions that will allow the candidate to showcase their skills, expertise, Salesforce knowledge and personality so that you can determine if they match the needs and culture of your organization.
Step 5: Give Feedback
Excellent communication is the key to a successful relationship with your Salesforce recruiter, and you’ll want to touch base with them following the interview with your thoughts and impressions.
Ideally, the candidate is the perfect fit, so you can discuss the next steps in the hiring process.
When the person isn’t the right match, help your recruiter understand why they aren’t a good fit. Remember, the more specific examples and details you send their way, the easier it will be for them to weed out future candidates who have similar issues. The feedback loop is one of the most critical steps in the process that will give your recruiter the tools they need to home in on the best applicant for the role.
Although there are both a plethora of Salesforce certified candidates and open Salesforce jobs available, matching the right candidate to the right position can be complex and time-consuming.
That’s one of many reasons why employers should consider partnering with a reputable Salesforce staffing agency like VALiNTRY360 who not only understands the Salesforce recruiting landscape but is also a subject matter expert with access to the best talent.
If you do it right, you’ll secure a great mutual fit between skills, expertise, and personality.
Ready to get started? Contact us to learn more about our Salesforce staffing services today.