How to Hire for Junior Sales Roles in 2025: Biggest Recruitment Challenges [And Strategies to Overcome Them]

Many companies are experiencing difficulties when it comes to attracting top entry-level sales talent. The competition for the best candidates between companies is fierce, and this has forced companies to rethink how they approach talent acquisition. From lengthy hiring processes to small talent pools and vaguely formulated job descriptions, there are various areas in which companies often fall short and negatively impact their ability to acquire quality candidates.

As an experienced sales company that has hired, trained, and outsourced many different Business Development Representatives (BDRs) over the years, we know exactly what challenges companies are dealing with and to work around them.

Here are the biggest challenges in sales recruitment in 2025 and strategies to overcome them:

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Increased Competition for Top Entry-Level Talent

In a competitive recruitment landscape, setting your company apart can be quite challenging. Companies are upping the ante, offering competitive salaries, comprehensive benefits, and attractive perks to attract and retain top sales talent.

Last year, Forbes surveyed over 5.000 tech professionals, and 87% of their respondents said they’re actively considering switching jobs this year. Many are thinking about leaving their current positions “in search of roles that offer better work-life balance and that are more aligned with their values.” Forbes

So, not only is the competition high in acquiring talented professionals, but employers also have to step up their game to keep their most valuable employees in their company.

On top of that, “the war for talent” also extends to the younger generation that is just about to enter the job market. During an interview, Scott Dobroski, Vice President of Indeed.com, said, “Employers across industries are fighting for the same pool of talented entry-level professionals.” Topping the list of the highest in-demand entry-level positions are sales representatives, transportation coordinators, and accounting coordinators.

Primary reasons for considering switching include a lack of work-life balance and a lack of career advancement opportunities with existing employers.
Forbes

Young professionals are looking for an employer that offers them career opportunities and advancements, strong leadership, an environment that allows them to learn and grow, pay transparency, and fair pay, says Dobroski.

To meet their demands and differentiate your company, you need to understand what your ideal candidates value and tailor your offerings accordingly.

Strategies to consider when attracting top sales candidates:

Build a detailed profile of your ideal sales hire:

If you know exactly who you are looking for and specify this in the job description, you will attract the best-fitting people AND safe time in the screening and hiring process.

Offer work-life integration:

Again, work-life balance is a big motivator for the younger generations. Rather than following a rigid 9-5 schedule, employees want to go for a walk, pick up their kids from school or take and appointment. While getting their work done. They want flexible hours that fit their needs.

Use excitement in your job postings:

When you read through your job posting, how does it sound from a candidate’s perspective? Does it tell a good story about why your company is such a great place to work at? Empty promises like “we do purpose-driven work” or copy-pasting your mission/vision statements won’t get you far. Describe your company’s unique company culture. In meaningful language. Talk about the things that will make someone WANT to be part of your team (beyond the salary.)

Integrate employees in your candidate marketing:

“Don’t just take my word for it” Telling a good story that comes from a company is one thing, but hearing it from the employees themselves carries even more weight. You can start including first-hand testimonials of your team in your recruitment marketing strategy or use incentives to motivate employees to rate and review your company on websites like Indeed or Glassdoor.

Attracting the Best of Genz and Millennial Sales Talent

41% of companies say that entry-level positions are the hardest to fill. Especially with quality talent.

Why it's challenging to find fitting entry-level candidates:

1. Entry-level salaries start low
2. Candidates lack the ideal skill set and sales experience recruiters are searching for and
3. Young talent often craves authentic, purpose-driven work and is attracted to companies that offer a supportive culture

GenZ and Millennials aren’t looking for “just a job”; they want to be part of something bigger. They want to believe in what they’re selling and need a work culture that aligns with their values. Traditional methods of recruitment often fall short of portraying these elements, leading to a disconnect with younger demographics.

If budgets are tight here are some workarounds you can consider:

Offer plenty of room for growth:

One of the most important aspects young professionals are looking for in an employer are growth opportunities. In fact, 89% of GenZ and Millennials say that they are extremely motivated to improve their skills.

Flexible work schedules and remote working opportunities:

especially now, after the pandemic, many want to work remotely instead of coming to the office every single day. 60% of Millennials also say that they feel more productive when working from home.

Company culture isn’t just a “nice to have”:

77% of the younger workforce indicated that an open, welcoming, and inclusive company culture that gives them a sense of belonging is one of the most important things they look for in a company.

Ineffective and time-consuming recruitment processes decrease hiring success

The empty desk is more than just a visual reminder of an unfilled role; it’s a constant drain on your sales targets.

Companies often underestimate the ripple effects of a slow hiring process. On the surface, it’s an operational issue—prolonging the time-to-hire, causing bottlenecks, and hampering productivity. But if you dig a bit deeper, you will see that a slow recruitment process can be damaging in several ways.

1. Extended hiring timelines risk losing top sales talent: In a market where the best candidates are often off the market within three to four weeks, a slow recruitment process can be your downfall. A study by Robert Half discovered that 57% of job seekers lose interest in a job if the hiring process is lengthy. They’re likely juggling multiple offers and won’t wait around for slow-moving companies.

2. The longer a sales position remains vacant, the more revenue you’re missing out on: The empty desk is more than just a visual reminder of an unfilled role; it’s a constant drain on your sales targets.

3. A protracted hiring process can potentially harm your reputation: Glassdoor found that 60% of job seekers have had a bad candidate experience, and 72% of them shared that experience online or with someone directly. This can damage your employer’s brand and deter other potential candidates.

Searching in the wrong places can limit your talent pool

Another challenge that HR departments are facing is identifying the talent they need. Companies are on the hunt for young sales professionals who are adept to digital tools, comfortable with data, and have the soft skills to build meaningful customer relationships. However, finding people who have the right competencies is getting tougher.

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Here are 4 ways to tackle this challenge:

Use social media to reach younger demographics:

Evaluate the effectiveness of the places you search for candidates, and consider increasing your sourcing areas. Especially when it comes to attracting GenZ and Millennials -social media is your best friend: Advertise where your ideal candidates are active.

Hire interns or introduce a graduate program:

Offering internships to students or recent graduates is an effective way to attract young talent and give them a taste of a sales career. They get hands-on experience, and you get a pipeline of potential hires who are already familiar with your company and culture.

Sales leaders should stop disqualifying candidates who lack sales experience.
Gartner

Revisit your job description:

Many entry-level job descriptions are putting too much focus on prior experience rather than critical key competencies. Gartner found that, reducing the emphasis on previous industry experience increased the hiring success rate from 50% to 75-80%. Especially candidates who have strong soft skills like good communication, problem solving, teamwork, and empathy can excel in sales positions.

Consider staffing agencies or outsourcing services:

Outsoucring partners, like our team of experienced recruiters, have the right expertise and access to resources that allow them to find the right candidates for you. This way, you can save time and money when looking for your next entry-level sales talent.

How Our Expert Recuiters Can Help You Find Your Next Top Sales Talent

With our BDR Outsourcing Services, we quickly and cost-effectively find and train top sales talent tailored to your needs. With an extensive network and expertise, we identify high-potential candidates, vet them thoroughly, and introduce only the best to your team.

But we don't just stop at hiring. Through our expert-led training program, we equip your new BDRs with essential sales techniques and industry knowledge, ensuring they’re ready to contribute to your sales goals from day one.

Here's how our team finds your next junior sales talent:

1. We find the right talent that fits your specific sales environment

2. Access to an extensive talent pool through our sourcing partners

3. Add a fully-trained BDR to your sales team

4. Give candidates a realistic job preview with customized

Final Thoughts

Recruiters are sitting at the intersection of potential candidates and employers. In this position, it can become difficult to find the right balance and walk the fine line of appeasing both sides.

On top of that, talent shortage, limited talent pools, and intense competition between companies is adding to these obstacles. Partnering with an outsourcing company will help you cut the hiring process short and find your new, fully-trained BDR for your sales team.