Best recruitment strategies to attract top Salesforce Talent


The current Salesforce job market is extremely competitive, which makes recruiting a real challenge for business owners, hiring managers, or recruiters. There are numerous Salesforce job vacancies, but finding the right talent isn’t easy, and it takes a good recruiting strategy to find and hire qualified candidates.

Technology makes it easier than ever to publish your job postings to a broad audience, but to connect with qualified Salesforce talent and drive excitement about the role and your company, you have to stand out in the recruitment process. 

Unfortunately, many growing technology organisations don’t know how to structure their hiring efforts and employee recruitment strategies to attract and retain the right talent. In this article, we are going to cover some of the basic things related to recruitment strategy and we provide the best recruitment strategies that top employers and businesses should consider to improve Salesforce recruitment.

What is a recruitment strategy?

An employee recruitment strategy is defined as a structured action plan to effectively and efficiently identify talent pools, attract candidates and get the best-fit talent onboard.

A recruitment strategy is not just a one-time plan for a specific process or instance. It is a dynamic procedure for every stage and phase of the full recruitment cycle. It involves the understanding of present talent as well as the growth plans for the future. 

Your recruitment strategy must be possible to implement and easy to communicate. While you can tweak your tactics, the strategy must always be clear. Instead of selling processes and services, your recruitment strategy needs to be able to sell the employer brand.

Why is it important to have a hiring strategy?

If your goal is to build a team of new Salesforce talent by reducing the cost and time to hire, having the effective hiring strategy in place is a prerequisite. The innovative recruiting strategies provide the following advantages to your business:

  • A competitive advantage based on studying the market, the upcoming trends and action plans to stay ahead
  • Objective decisions that are business-focused because having a guiding strategy helps you avoid laying off.
  • Lower cost with regard to time and money since you already have the first steps chalked out

5 best recruitment strategies to attract top Salesforce talent

To hire top talent, employers and recruiters need to develop more effective employee recruitment strategies. Consider adding the following five recruitment techniques to your hiring strategies to meet with job searchers’ expectations, drive interest in your opening, and engage potential employees from their first interaction with your company to their first day on the job.

Enhance your business brand 

You don’t need a big budget behind you to market your brand and your culture. What you do need to do is make sure your employer brand is consistent throughout your entire hiring process, from job ads through to how you conduct your interviews, and any onboarding materials you roll-out.

Make your careers page engaging. Include quotes from or even short profiles of your current employees to give candidates a feel for what it’s like to work for you.

Videos are a really good way to summarize your company mission and activities in an interesting way, and can be used across channels, from your website, to social media. You can also use a video to present any workplace or employer awards you’ve won.

Strengthen your job posting process

You probably already have a job posting process by posting your job openings on your company website and major job boards, but that may not be enough. 

Write an Appealing Job Description

Firstly, you should pay more attention to the job descriptions. They aren’t just there to outline the experience or education someone needs to join your team. Your job description makes a massive difference to your Salesforce recruitment process and can even make sure that you’re selling your role to candidates.

Remember, to bridge the Salesforce talent gap, you need to convince talent that you have the best opportunities to offer in the current market. 

You should be able to highlight the technical skills that are crucial to your Salesforce selection process. For instance, does your candidate need a Salesforce Cloud Consultant certification in Sales, Marketing or Service?

More importantly, you should make sure your candidates understand clearly about the development opportunities, so they’re more likely to be drawn to your Salesforce careers. 

You need to get the applicants to visualise the role: What will they be doing each day? Do you expect your candidates to take charge and lead transformational CRM projects? Will your Salesforce recruitment process involve looking for someone who can help your business adapt to new technology?

Invest in recruitment tools 

If you’re not currently utilizing recruitment tools to simplify your recruiting process, consider the investment to help you save time and money. 

Whether it be a video interview platform or a full applicant tracking system, these tools help streamline and automate certain tasks so your team can focus on what really matters. 

Improve your interview process

Interviews are one of the most important aspects of your recruitment process and should get enough attention in your hiring strategy as well. Better interviewing processes can improve the whole candidate experience. This is often the first direct contact a candidate has with the organization – one that is an opportunity for both parties to gain as much information about each other. 

You should be careful with the way you work with applicants as their reviews could affect the perception of other individuals who could be potential candidates in the future. Furthermore, a bad review has a much longer memory than a good one. 

Interviewers need to be adequately trained to avoid inappropriate questions and attitude, to be more open and conversational in their approach and to be able to draw out all that they need to without making the interviewee uncomfortable.

Create an employee referral program

There’s no greater way to sell your brand than having a current employee refer your business. Referrals are often the fastest and most successful way to recruit as the majority of candidates will trust the word of people they know over corporate ad campaigns any day of the week.

The Salesforce ecosystem is engaged and well-connected. Between conferences and events, online forums, and social networks, chances are your employees will be connected to tonnes of candidates who’d be a great fit for your organization. If you have an outstanding employer brand, your employees will be keen to recommend you to other professionals, but having an internal incentive program in place to encourage and reward referrals never hurts.

By building an attractive employer brand and positioning your company as an inventive and exciting place to work, you’ll have the best chance of landing the finest talent in the Salesforce market.

Learn how to retain Salesforce talent

If a person understands that they have a lot of chances to grow within your business, they likely have a growth mentality for their own careers. A lot of companies do this by allowing and investing for their employees to study for certification exams. A broader way to build team skills is to encourage the group to find a book many are interested in and discussing it together. This allows new ideas to enter the company mindset and leverages the entire team to determine how to best fold the concepts into the reality of your business.

What’s more, you need to ensure that the workplace and the culture represent the team’s values. To do this, you should create ways for employees to express their desires around making an impact on the development of the company and themselves. The key is letting the team drive the conversation and advise management on the best use of resources.


You should pay close attention to all aspects of the recruitment process, and make tactical tweaks throughout the year when necessary – while holding firm to your recruitment strategy.

More importantly, you do need to review your overall recruitment strategy annually to make sure it ties in with your wider business objectives. It’s necessary that everyone in the company understands your goals – so be clear and concise about what success looks like and how you will get there.