Data shows that the average Salesforce developer salary is about $112,000. The average Salesforce admin salary is about $90,000.When you add in the time and cost of posting across various job boards, plus benefits and more, the obvious becomes even clearer:
Salesforce recruiting is a major expense.
Of course, it’s also a critical expense. Reducing cost and finding better talent are goals for every organization seeking Salesforce developers and admins.Here at Tech2, we partner with organizations across the country to help them hire top Salesforce talent. In many instances, these organizations have been struggling to find the right talent for their roles, and they are beyond frustrated.
When your recruiting methods aren’t working, it is stressful and expensive for your organization. To make matters worse, it can be difficult to look objectively at your business to recognize there are issues with your recruiting efforts and to identify WHY your recruiting methods aren’t getting the best results. Watch out for these warning signs your Salesforce recruiting isn’t working Here are some of the most common warning signs your current Salesforce recruiting methods aren’t working:
1. Your job postings aren’t getting as many resumes. Although we may be in a candidate’s market, talented Salesforce developers and admins are absolutely looking for new career opportunities. If you’re not getting as many resumes submitted to your job postings as you did previously, it may be easy to chalk it up to the candidate’s market. In fact, fewer submitted resumes can be attributed to a few factors:– Your job postings are ineffective. Today’s Salesforce talent is more discerning than ever. Your job postings need to be clear, concise and well-written in order to generate response. Check out this post for more tips to create better job postings.– You’re posting job openings in the wrong places. If your Salesforce job postings are well written, but published on the wrong sites, it’s like cutting down a tree in the middle of the forest. In order to attract the right Salesforce talent, you should be sure to post your jobs where Salesforce talent are looking for them.– Your company suffers from poor word of mouth. This is a more difficult problem to navigate, but it is critical not only for your Salesforce recruiting, but all of your recruiting efforts. Commit to candidate engagement and a positive experience for all talent to prevent negative word of mouth from stifling your Salesforce recruiting efforts.
2. Your job postings get too many resumes. Conversely, if your job posts are generating too many resumes, it could be indicative of a problem. Of course, if the problem is that you have too many qualified candidates to interview, that isn’t a terrible problem! In most cases, though, the overflow of resumes is comprised of underqualified or poor-fit candidates. As a result, you are spending a majority of your time sifting through resumes that aren’t a fit for your organization. The aforementioned post on job postings can help you combat this issue as well. Poorly written job descriptions may invite underqualified (or unqualified altogether) candidates to apply, cluttering your inbox and keeping you from finding or contacting the best qualified candidates.
3. Your preferred candidates are turning down your offers. There are a litany of reasons candidates turn down offers. Sometimes, they have little to do with your organization. When you have a rash of turned job offers, it usually means there’s a problem. The number one reason candidates turn down job offers is likely the most obvious: The salary doesn’t meet their expectations. In any job market, salary is critical. In a candidate’s market, it’s essential. Top Salesforce talent expect competitive salaries.
4. Your hiring cycle takes more than a few weeks. If it’s taking you consistently longer than three to four weeks to find, interview and hire talent for your Salesforce openings, it’s time to revisit your hiring cycle. Over time, hiring cycles can become bloated, leading to any number of delays. In many cases, you’re simply so busy working on mission-critical tasks that you can’t make recruiting Salesforce talent your top priority (HINT: We can help with that). Perhaps you added another round of interviews to your process. Or maybe you wanted to bring someone else in to give their take on some resumes and help you whittle them down. Every additional person or step adds days or even weeks to your hiring process. This is a major turnoff for candidates. It bears repeating, but right now candidates are in the driver’s seat. Salesforce developers and admins are in demand. If your hiring process is drawn out, you may lose out on your top choices to more efficient competitors. The best way to battle this is to work with a firm that specializes in recruiting Salesforce talent (like Tech2!). When you work with our team, we’ll handle the sourcing, vetting and initial interviewing — as much or as little of the process as you prefer. We’ll present you with top candidates so that you can get top Salesforce talent into your organization more quickly and with reduced cost.
Is it time to jump-start your Salesforce recruiting efforts? Give us a call.
