How Critical Is Salesforce in the Recruiting Process?

By Marianne Chrisos - Published on June 10, 2019
Salesforce in the Recruiting Process?

Companies are always looking for ways to stay competitive in hiring the best talent. Finding the best hiring process for your business depends on several things, but it’s always a good practice to evaluate your policies and ensure that they’re working to bring in the best talent and make your team successful.

While Salesforce is known for its powerful business CRM platform, they’re also consistently ranked as the best place to work.

How to use the Salesforce for Recruiting.

Here’s what sets them apart and how you can utilize Salesforce for recruiting methods and culture to inspire your recruitment.

1. Transparency

Just from visiting their website, you can understand what their hiring process is like. They give applicants and potential candidates a window into their world and give insight into exactly how they approach hiring, from application all the way through onboarding. While you don’t have to follow their process, it’s comforting for candidates to know that there is an established path in place that helps get people into positions. They even have a section dedicated to compensation, demystifying the offer and raise process. You can ensure better interviews for both your employees and your applicants when the hiring and recruitment process isn’t a secretive thing. You can also ensure that you hire better applicants by fostering a culture of transparency, honesty, and preparation from the onset of the relationship.

2. Offer help

Salesforce calls out applicants in their hiring process landing page and lets them know “if you have questions about what your interview might be like, let us know. We’re here to help.” By offering recruiters as resources to potential employees, you can make sure you’re getting your candidate’s most-engaged and prepared effort every time. Recruiters have also been known to offer feedback to candidates if they weren’t moved on to the next round to help keep a connection and provide help.

3. Keep your eyes open

Another thing that Salesforce talks only about doing is reviewing resumes by “talent segments”. According to their website, “Applications are read by real humans who are both experts in interpreting resumes and are familiar with our jobs within a talent segment—not just the one you applied for. This allows recruiters to route candidates across organizations. If our recruiters find a potential match, they’ll schedule a call to learn more about your skills and experience…In addition to recruiter review of resumes, our applicant tracking system also allows your profile to be discovered for any number of current and future job openings that might be a fit based on keywords, so even if the role you applied for isn’t the right match today – we may contact you regarding another role right away or as new opportunities open up.” This enables them to find and source the best candidates by matching up strengths and weaknesses across the board and not just per position. This keeps the focus on hiring the best people without getting hung up on the source of the applicant, and is another way that think about Salesforce for recruiting can grow your talent pool.

4. Practice Pareto’s Principle

Pareto was a 19th century Italian who came up with the mantra that “20% of your effort is responsible for 80% of your success.” Salesforce uses this in their recruitment philosophy. By engaging in more conversational style interviews rather than riddles and brainteasers, Salesforce has more a narrative approach to their interviews that enables candidates to do more of the talking and helps the recruiters to better understand if someone would be a good fit. By asking the right questions, you can find out much faster if someone is the best fit, or as one firm puts it, “There are certain interview questions that cut through the noise and illuminate whether a candidate will actually be a good fit for your company (the 20%), and there are others that we ask simply because we’ve always asked them. If we focused more on the high impact questions, we could save time for everyone involved in the process from start to finish.” When using the methods of Salesforce for recruiting, it’s important to make sure that every assessment has some high impact questions worked in to truly understand your candidates’ chances of success.

5. Remember retention

One of the things that Salesforce prides itself upon is investing in people early on and then promoting from within. By nurturing a clear growth mentality in the business, employees are more likely to stay on them for the long term and invest themselves in your company the way you’ve invested in them. Salesforce also has an excellent work culture that offers benefits, collaboration, and, obviously, room for advancement. When you establish a good corporate culture and make people your priority, your people are more likely to work hard and stay on board.

Salesforce might not be known for a hiring software solution that can help your recruitment efforts, but their own recruitment process is something to be admired and using techniques used by Salesforce for recruiting might benefit your business. By adopting some of their principles, like transparency and cultural fit, into your recruitment policies, you might find yourself recruiting and retaining better talent.

Marianne Chrisos | Born in Salem, Massachusetts, growing up outside of Chicago, Illinois, and currently living near Dallas, Texas, Marianne is a content writer at a company near Dallas and contributing writer around the internet. She earned her master's degree in Writing and Publishing from DePaul University in Chicago and has worked in publishing, advertising, digital marketing, and content strategy.

Marianne Chrisos | Born in Salem, Massachusetts, growing up outside of Chicago, Illinois, and currently living near Dallas, Texas, Marianne is a content writer at a c...

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