18 strategies for employers hiring candidates who are early in their sales careers

There are important short- and long-term benefits for employers to hire students, recent graduates, and others early in their careers for sales roles. We reached out to 18 hiring experts to get their thoughts:

• Transform Recruiting into Sales Challenge Competitions
• Use Personality Questionnaires for Effective Screening
• Partner with Specialized Recruitment Agencies
• Create Paid Referral Programs at Trade Schools
• Leverage Social Media Presence of Sales Leaders
• Form Partnerships with Educational Institutions
• Develop Scalable Onboarding and Training Funnel
• Organize Group Hiring Days for Efficient Recruitment
• Implement Short-Term Project-Based Hiring Programs
• Offer Structured Internships with University Partnerships
• Streamline Hiring Process with Campus Engagement
• Focus on Aptitude and Attitude Over Experience
• Prioritize Coachability and Strong Onboarding Programs
• Create Engaging Recruitment Videos for Social Media
• Adopt AI-Powered Job-Matching Platforms
• Assess Learning Speed and Self-Starting Abilities
• Replace Resumes with Real-World Task Simulations
• Build Strong University Partnerships for Talent

Transform Recruiting into Sales Challenge Competitions

For employers looking to hire large numbers of early-career sales candidates, I recommend creating “Sales Challenge Competitions” in partnership with local businesses and community organizations. Transform the recruiting process into a city-wide or regional competition where participants compete in real sales scenarios — such as selling local business services to other participants, pitching hypothetical products to panels of actual customers, or competing in teams to develop and present marketing campaigns for local nonprofits.

Structure it like a reality TV show with multiple rounds, eliminations, and prizes, while livestreaming the finals to create buzz and attract even more participants. Partner with local restaurants, gyms, tech companies, and service businesses to provide prizes and sponsor challenges, which also gives participants real networking opportunities.

The competition itself becomes the interview process — you can observe natural sales ability, resilience under pressure, creativity in problem-solving, and teamwork skills in action rather than trying to assess these qualities through traditional interviews.

Market it heavily on social media, college campuses, and through local influencers as both an exciting competition and a pathway to employment. The winners get job offers, but you’ll also identify strong runners-up who demonstrate potential.

This approach attracts competitive, ambitious personalities who thrive in sales environments, generates significant local publicity that enhances your employer brand, creates a talent pipeline for future hiring, and gives candidates a realistic preview of what sales work actually entails, leading to better job fit and retention.

Brittney Simpson, HR Consultant, Savvy HR Partner

Use Personality Questionnaires for Effective Screening

By far, the most useful tool for screening early career sales candidates is personality questionnaires.

The bulk of the research on personality questionnaires in recruitment focuses on sales because performance is uniquely easy to measure. Consequently, we know more about sales performance and personality than any other role.

Ultimately, there are three personality traits which underpin success in sales: extraversion, resilience, and industriousness.

Sales professionals need interpersonal skills, a thick skin, and they need to be driven. This isn’t a surprise to anybody; it completely aligns with what we already know.

But what people don’t know is that personality questionnaires are substantially more effective at measuring these traits than interviews.

Realistically, extraversion is the only trait which shines through during interviews, as charisma enables candidates to convince people of anything. However, this has no bearing on their actual character, as resilience and industriousness can’t be communicated verbally.

Ultimately, the case for using personality questionnaires in recruitment is especially strong for sales roles, and because you can’t rely on prior experience for early career hires, it represents the best way to ensure person-role fit.

Ben Schwencke, Business Psychologist, Test Partnership

Partner with Specialized Recruitment Agencies

We reached a point where we needed to bring on dozens of early-career sales hires in a short time. We were growing rapidly and didn’t have the time or bandwidth to handle everything in-house.

Our internal team was already stretched, and we knew that rushing the process would only lead to poor hires and high turnover.

What helped us was bringing in a recruitment agency that specialized in entry-level sales roles. They understood what we were looking for. They brought in people who were quick learners, comfortable with rejection, and eager to grow into sales careers.

They already had pre-screening systems and a candidate pipeline. They also had experience placing people in similar roles.

So instead of sifting through hundreds of cold applications, we were getting shortlists of qualified, pre-vetted candidates ready to interview. Our onboarding and training process takes time and resources, so getting it right the first time changed everything.

If you’re hiring at scale, I’d say don’t try to do it all yourself. A strong hiring partner can help you move faster without compromising quality.

Arjun Narayan, Founder & CEO, SalesDuo

Create Paid Referral Programs at Trade Schools

Do not go overboard with job boards or university job fairs. Instead, create a paid referral pipeline at trade schools, community colleges, and two-year institutions. Most employers do not realize how good the sales talent is coming from these environments. In many cases, these students come in hungry, disciplined, and with a much better work ethic than many traditional business school graduates. Look to the realness of the situation, not the superficial gloss.

We implemented a referral program to recruit people, in which we paid out $100 to any enrolled student who referred someone who passed a phone screen. We received more than 300 candidates within a span of six months from only four local campuses. The majority of the referrals were students who were not even studying sales-related courses. This demonstrated that true hiring momentum begins with immersing yourself within networks where early career prospects still trust their fellow networkers more than corporate recruiters. It is time-saving to have traditional recruiters replaced by students who know their co-students, and this brings in more down-to-earth recruits.

Rami Sneineh, Vice President / Licensed Insurance Producer, Insurance Navy

Leverage Social Media Presence of Sales Leaders

It’s not just about what the company does; it’s also about what the sales leader does. If you want to attract candidates, the sales leaders need to have an active presence on social platforms like LinkedIn, Instagram, and TikTok.

You have to fish where the fish swim. Additionally, it’s a different kind of bait. A sales leader with a presence on social media that shares sales strategies and tactics sends the message that today’s candidates want in a leader. New hires want mentoring, not just feedback. The candidate is “recruiting” their leader as much as the company is recruiting the candidate.

Richard Harris, Founder, The Harris Consulting Group

Form Partnerships with Educational Institutions

An extremely effective way to hire early-career sales talent at a large scale is to collaborate with universities, boot camps, and further education institutions to form long-lasting partnerships. To do this, you can connect with their career programs by giving guest lectures, hosting branded workshops, or offering internships that lead to full-time roles. This approach helps position your company as a top choice for graduates when they’re ready to start their careers. It also builds brand trust with young talent and gives you the chance to define candidates’ expected first steps or sales readiness before they even apply, which leads to better retention and faster ramp-up periods when hired.

Matan K., Vice President of Sales, Ecoline Windows

Develop Scalable Onboarding and Training Funnel

One recruiting strategy that has worked well for hiring large numbers of early-career sales candidates is building a scalable onboarding and training funnel before scaling hiring itself. Many companies rush to hire without a repeatable process to ramp people up. We flipped that approach — we developed a structured sales enablement program using our own Learning Management System (LMS), where new hires could hit the ground running with bite-sized, scenario-based learning. Once we knew we could take someone with no experience and get them productive in weeks, hiring at scale became much less risky.

The other key strategy is to partner with universities and bootcamps. They’re full of candidates who are hungry, coachable, and open to different sales methodologies — as long as you can clearly show a growth path and give them room to fail forward.

Andrew Byzov, CMO & HOS, AcademyOcean

Organize Group Hiring Days for Efficient Recruitment

Group hiring days have worked better than any other method when scaling up early career sales positions. We set up blocks of time where candidates can interview, shadow active reps, and hear directly from team leads. These sessions let us meet twenty to thirty candidates in one day without losing the personal touch. People get a real feel for the work, and we get to see who shows up ready. Conversion from application to hire jumps to around 60 percent when we use this format.

One bonus is how fast the right energy builds during those group sessions. Candidates ask better questions, learn from each other, and you can spot who’s actually paying attention. Managers leave with real feedback, and the team feels involved in bringing on new people. You save weeks of back-and-forth emails and speed up onboarding with more confidence. It’s fast, real, and keeps momentum high from day one.

Craig Focht, Cofounder & CEO, All Pro Door Repair

Implement Short-Term Project-Based Hiring Programs

One recruiting strategy that has worked well for us when hiring early-career candidates into sales roles is running short-term, project-based hiring programs instead of jumping straight to full-time offers.

We set up a structured 4-6 week paid engagement. Candidates work on real sales support tasks — lead research, email writing, and basic outreach under the guidance of our senior team. This gives them hands-on exposure and lets us see how they handle deadlines, communication, and follow-through. We usually run this remotely, which also widens our reach beyond major cities and universities.

This approach solves three problems at once:

1. It filters out candidates who look good on paper but aren’t suited for day-to-day sales work.

2. It gives early-career talent a fair shot, even without polished resumes or strong networks.

3. It creates a pipeline of people already familiar with our tools and way of working.

We typically convert 30-40% of participants into full-time hires. The rest leave with real-world experience and clarity about whether sales fits their strengths. Since there’s no long-term commitment up front, it lowers the pressure on both sides.

Instead of chasing hundreds of resumes, we focus on building a pool of talent that’s been tested in real conditions. It’s a more practical and people-first way to scale sales teams, and it’s helped us hire smarter, not just faster.

Vikrant Bhalodia, Head of Marketing & People Ops, WeblineIndia

Offer Structured Internships with University Partnerships

One effective recruiting strategy for employers looking to hire dozens or even hundreds of early career candidates into sales roles is to build strong partnerships with local universities and colleges.

Engage in employer branding activities on and around campus to build awareness and credibility among students. Work directly with these institutions to create a structured pipeline by offering internships to students in their final year.

Offer these interns competitive compensation and structure the internship as a 6-month contract. Sales roles require a specific skill set and mindset, and not every candidate will be the right fit. This internship period allows both the employer and the intern to evaluate fit and performance in a real-world setting.

At the end of the internship, convert top performers into full-time Business Development Representatives (BDRs). These individuals will already be trained, onboarded, and integrated into the company culture, enabling a smooth and effective transition into their full-time roles.

Ralph Van Katwijk, Co-founder, Hirelab

Streamline Hiring Process with Campus Engagement

When an employer needs to hire a large volume of early-career salespeople, I recommend they move beyond typical online job boards and focus on building direct relationships. The most effective strategy I’ve seen is creating a targeted partnership program with university career centers and student organizations. By actively engaging with these institutions, you can establish your company as a preferred employer long before students even start their job search. Hosting on-campus events, participating in career fairs, and sponsoring relevant student clubs gives you a direct line to top talent, and it allows you to showcase your company culture and career growth opportunities firsthand. This creates a powerful and consistent pipeline of qualified candidates.

Another crucial part of this strategy is to streamline your hiring process. When you’re dealing with hundreds of applicants, you simply can’t afford to have a drawn-out, multi-stage interview process. Instead, use group interviews and assessments to evaluate a larger number of candidates at once. Focus on identifying key soft skills like communication, resilience, and a positive attitude, as these are often more indicative of success in an entry-level sales role than specific experience. A swift and efficient process not only saves time and resources for the company, but it also provides a better candidate experience, which is essential for attracting and retaining top talent.

Brandon Batchelor, Head of North American Sales and Strategic Partnerships, ReadyCloud

Focus on Aptitude and Attitude Over Experience

Strong collaboration with universities and colleges is one recruiting approach I would recommend the company pursue to provide dozens, if not hundreds, of early-career applicants with sales jobs. You can attend career fairs, participate in informational sessions, or even join an internship program, where you will have access to a pool of motivated, young individuals ready to start their careers. This practice will enable you to access a talent pool early and demonstrate your firm as a desirable workplace among recent graduates.

Additionally, new employees can be trained and mentored through a well-organized program to ensure their success within your team. To support new employees, it is beneficial to offer straightforward onboarding, coaching afterwards, and a path for growth, as sales can be a challenging position. Not only would this strategy fill your sales jobs, but it would also make sure that you can get your new hires ready to work and remain engaged for the long run. The key insight is to pay attention to details, as concerns extend to both recruitment and retention.

Joe Reale, CEO, Surplus Solutions

Prioritize Coachability and Strong Onboarding Programs

One recruiting strategy I recommend is focusing on aptitude and attitude over experience when hiring early-career sales candidates. We’ve found that those who are curious, willing to learn, and persistent often outperform those with prior experience but less drive.

To scale effectively, it’s helpful to create a structured hiring process that includes short role-play exercises or real-time sales scenarios. This gives a clear sense of how candidates communicate and handle pressure, which are key traits in any sales role.

Equally important is a strong onboarding and mentorship program. At Tecknotrove, pairing new sales hires with experienced team members has helped accelerate learning and build confidence. It’s not just about hiring in numbers but building a team that can grow and succeed together.

Sohail Sayed, Sales Executive, Tecknotrove

Create Engaging Recruitment Videos for Social Media

Stop looking for “proven closers” and start looking for fast learners. Coachability beats experience every time at this scale.

The real bottleneck isn’t hiring; it’s ramping. Most new representatives don’t fail from lack of potential; they fail from unclear expectations and weak onboarding. Build a tight playbook, give them a feedback loop they can trust, and treat training like product development: test, iterate, and double down on what works.

Lawrence Lugtu Lugtu, Sales Manager & Google Ads, Digital Darts

Adopt AI-Powered Job-Matching Platforms

As an explainer video agency owner, one recruiting strategy I highly recommend is using short, engaging recruitment videos tailored for early career candidates and distributing them across platforms like LinkedIn, TikTok, and Instagram.

These videos should highlight not just the role, but also the growth opportunities, team culture, and real success stories from current employees.

Visual storytelling connects with younger talent far more effectively than traditional job posts, and we’ve seen clients significantly increase applicant volume and quality by making their hiring message both clear and compelling through video.

Andre Oentoro, CEO Founder, Breadnbeyond

Assess Learning Speed and Self-Starting Abilities

The best recruiting strategy for employers seeking to hire many early-career sales candidates is to adopt a technology-driven job-matching platform powered by AI. This automates and simplifies sourcing, screening, and onboarding, allowing efficient management of large applicant pools without reducing quality. AI tools assess candidate profiles against job criteria to quickly highlight the most suitable applicants, which cuts down time-to-hire and improves selection precision. Coupled with focused digital marketing and continuous candidate communication, this method attracts eager talent and supports expansive hiring while aligning candidate abilities with employer expectations.

Richard Dalder, Business Development Manager, Tradervue

Replace Resumes with Real-World Task Simulations

Hire for slope, not x-intercept. Experience doesn’t matter — learning speed does. The best reps don’t start clean. They ramp up fast.

We look for signs of trajectory: fast follow-up, real questions, sharp feedback loops. If they can’t self-start, they can’t sell.

At scale, your recruiting flow should run like a sales funnel. Clear stages, fast calls, no bottlenecks. Speed is part of the brand.

Santiago Nestares, CoFounder, DualEntry

Build Strong University Partnerships for Talent

If you’re hiring early-career sales talent at scale, one effective strategy is replacing the resume-first approach with a simulation-first funnel.

Most entry-level candidates don’t have a long track record, so resumes won’t reveal much. What’s actually going to work is giving them a short, real-world task right at the start, such as drafting a cold outreach message or recording a quick mock pitch. This method filters for mindset, communication, and curiosity immediately.

We’ve used this kind of challenge-led hiring internally and recommended it to clients. It accelerates decision-making, reduces drop-offs, and makes the process more engaging for candidates. Moreover, it helps identify high-potential talent that might have been overlooked in a traditional screening process.

When you’re hiring at volume, the key isn’t more candidates. It’s obtaining better signals, and this approach provides that quickly.

Nitesh Gupta, Founding Member, Concurate