How to Use LinkedIn to Attract the Best Sales Talent


How to Use LinkedIn to Attract the Best Sales Talent

Sales for Life Admin
Sales for Life Admin

The era of the Great Resignation has arrived. In April of 2021, 2.7 million people resigned from their employment, a record-breaking number for more than twenty years. By July, it was reported that there were 10.9 million job openings, with employers scurrying to fill them.

Recently, however, the job floodgates have opened as a result of more people being inoculated against COVID-19 and the relaxation of pandemic restrictions. Now, employees are feeling more in control than they have in years.

To attract these talents employers have been offering flexible work hours, competitive compensation, and other perks and benefits regardless. However, job seekers are increasingly searching for more. They want to work in environments that share their values and provide them meaning.

In a talent-driven employment market, top candidates will accept offers from companies that share their goals, purpose, and vision. This makes the ongoing talent exodus an issue that affects not just recruiters and human resource specialists, but sales leaders as well.

Things to consider when attracting the best B2B sellers

As a sales leader in a company competing for top talent, there are several factors that you have to consider: your corporate brand, the quality of the work you provide, and the purpose or meaning the position will deliver.

Measuring success begins with determining where a candidate’s journey starts and which touchpoints drive them to you as a potential employer. When it comes to developing relationships with potential prospects, every touchpoint is crucial.

Using LinkedIn to find and recruit the finest people

Your sellers play a crucial role in your B2B company’s expansion and development. They work to build and keep your company’s client base and improve revenue by recognizing and chasing new leads, spotting upsell possibilities, and offering a great customer experience. Sellers must have outstanding communication skills and a thorough understanding of a company’s offers to successfully steer prospects toward the solutions they seek.

This means that when hiring the best talents out there, you will need all the help you can get to be successful. Here are some LinkedIn tools and resources to assist you in hiring the best people available:

Career Pages

Career Pages is a branding tool for employers that highlights your company’s culture and vacant positions.


The Recruiter platform assists you in locating, connecting with, and managing the individuals you want on your team.

Talent Insights

Employment Insights is a workforce planning tool that uses real-time data to help you make intelligent talent decisions.

Using LinkedIn as a hiring platform may assist your company whether you invest in recruitment tools or simply comply with best practices. It is also a good way to nurture your corporate image, make the most of your network of connections, and locate the top active and passive applicants than any other job board.

As a B2B business, attracting talent isn’t always simple, but leveraging LinkedIn’s capabilities may help you battle for top talent on an equal footing with your competition. 

Keeping your sellers on board

Keeping your sellers on board

More than hiring them, keeping sellers continues to be a major difficulty for businesses across all industries. The COVID-19 epidemic has created several obstacles, but it has undoubtedly reached a tipping point for many sellers, prompting employers to reconsider their whole employment model and the importance of keeping their best staff. 

To overcome this, your company should devise ways to aid the Great Retention, allowing it to recruit and retain your sellers.

While the top sellers and other business professionals these days desire better compensation to remain in a company, they also want more flexible work schedules and conditions, a better corporate culture, and more incentives to be interested in their job and inspired to come to work every day. If you don’t want to comply with these expectations, you may soon find yourself in the same situation as many other businesses: a slew of resignations.

Top sellers now seek more from their companies because they want to be fulfilled. It’s critical to build retention programs like these to guarantee that you’re satisfying your talent’s present (and likely future) demands.

Here are some ideas for keeping your greatest sellers:

  • Recognize that recruitment methods are the foundation for long-term retention.
  • Offer a pay and benefits package that is competitive (naturally).
  • Create flexible job possibilities.
  • Provide opportunities for professional growth.
  • Create clear routes to success.
  • Insist on — and cultivate – a pleasant work environment.
  • Keep your employees motivated by engaging them.
  • Ascertain that they have the resources and tools they need to thrive in their jobs.
  • Be a mentor, not a watchdog!

Today’s sellers are involved in their lives as much as their jobs. They don’t want to work for organizations that they see as ‘dead ends’ on several levels. As we have seen again and again throughout the pandemic, time is important and life is all too fleeting. Your company may contribute to Great Retention by devising ways to recruit talents who share your purpose and encourage them to commit their time and skill to your company for the long haul.


Businesses and companies will have to compete for the top talent as the large talent movement is expected to continue over the next year or more. Good thing LinkedIn offers several solutions that can assist your company at every stage of the process of attracting and retaining top talent, from prospect to applicant to a new hire.

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