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Finding the best Salesforce talent isn’t just about looking at a candidate’s experience. Assessing these three Trailblazing characteristics is key.
I’ve hired numerous new Salesforce Administrators across multiple roles throughout my career, and I can tell you firsthand that you should throw out your “candidate needs 3-5 years of Salesforce experience” requirement. Instead, focus on these three Trailblazing characteristics.
When I see a candidate who spends their free time learning and earning badges on Trailhead, Salesforce’s free online learning platform, I can tell immediately they have the drive and motivation to succeed (with that they’re already more technically skilled than I was when I started my Salesforce career!).
Trailhead helps you skill up for the future and learn the most in-demand skills that will help you land a top job in the Salesforce ecosystem. The learning is interactive, gamified, and, best of all, free!
Learn in-demand skills, earn resume-worthy credentials, and connect with a community of Trailblazers for mentorship and employment opportunities.
If you’re considering a candidate who doesn’t have any experience working in a Salesforce role, check to see if they’ve earned any superbadges. Superbadges present learners with real-world business problems that must be solved without step-by-step instructions. They’re a good test of how the candidate will perform in a real-world business scenario.
Superbadges are not easy to earn!
A candidate who’s earned a superbadge is more likely to have the dedication, focus, and resilience you’re looking for. Asking them about how they earned a specific superbadge is a great way to go deeper in an interview and understand how they solve problems. If they are a Trailhead Ranger, ask them about their learning experience to earn that recognition.
Prove your hands-on experience with Salesforce and get a competitive edge that leads to new opportunities.
Has the candidate built any apps on their own time? I’ve interviewed Trailblazers who have designed and built their own dedicated job-hunting apps in the Trailhead Playground to track applications, interviews, and job offers. If you find a candidate who can proactively identify a problem, design, and build the solution to that problem, then you know they can apply the concepts and lessons of Trailhead to real-world scenarios.
Ask your candidate:
How a candidate responds to setbacks while learning is a great indicator of how they will perform when they face real-world challenges in a Salesforce role.
Join the conversation in the Trailblazer Community.
Since they’ve put in that networking time, they’ve also developed a built-in support system — people who can help them brainstorm and troubleshoot problems, while giving them advice along their career journey. With so many of us now meeting online, there’s no physical limit to the groups that candidates can join, from their own backyard to the other side of the globe!
While we’re talking about it, are you staying active in the Trailblazer Community?
If you are, you probably have a shortlist of passionate, talented, and motivated Trailblazers you’d love to have in your team.The potential candidates will probably be more interested in working with you if they know you’re as passionate as they are about the Salesforce ecosystem and their career potential.
Try getting involved with programs like Trailblazer Connect, the places that brand new Trailblazers go for business and Salesforce training — and where you can build even better community connections.
You’ll find participants who focus their time and energy on skilling up through learning case studies and solving problems. As they do this, they also develop strong networks and gain mentors who will help them find success in their careers.
If you look at the #TrailblazerStory hashtag on social, you’ll see the diverse experience that people bring to their jobs as Salesforce Administrators. Many people (including me) landed in admin roles by chance, without much (or any) previous technical experience.
Some of us even managed this before Trailhead existed!
Regardless of the details of a candidate’s work history, it’s likely they will have some past skills that will help them on their Salesforce career path. For example, those who’ve worked in customer-facing jobs, like bartenders, flight attendants, retail sales associates, and baristas:
These skills translate perfectly to what’s needed to thrive in Salesforce roles.
As you interview candidates, focus on behavioral questions that will help you determine if they are customer-focused, proactive problem-solvers. For those candidates without specific Salesforce experience, find out more about their soft skills, learn about their motivation and drive, and let them show you how their experiences can be applied to the role they’re interviewing for. If they’ve the right attitude and core customer service mindset, Trailhead can help them do the rest.
Not everyone is a great test-taker. We know that Salesforce Certifications are a fantastic way to prove platform knowledge, and gaining one or more shows a candidate’s level of commitment and willingness to take risks. That said, I know a few full-time Salesforce Administrators who still struggle with passing certification examinations.
There’s no reason that Trailblazers should let the fear of failing stop them from trying for certification. Embracing the fear and taking the exams show that a candidate is willing to take risks. And that effort should be encouraged, even if it means several retakes.
In interviews, it’s always great to see someone with certifications on their resume, but I also get excited to talk to candidates who didn’t pass their Admin examination until attempt 2, 3 or 4 (or they’re still working on that goal). That proves they’re not only persistent but also resilient in the face of setbacks.
When we push through challenges and keep trying, incorporating the feedback we’ve received, we learn even more. A tenacious candidate with perseverance and a growth mindset is exactly the kind of person I want to work with.
Prove your hands-on experience with Salesforce and gain a competitive edge that leads to new opportunities.
By 2026, there will be an estimated 9.3 million new jobs created in the Salesforce ecosystem.
With this type of exponential growth, waiting around for the candidate who has the traditional “3-5 years of experience” means you’ll miss out on highly motivated and talented Trailblazers who are just entering the Salesforce ecosystem.
And if you’re a Trailblazer with multiple years of experience, it’s time to start thinking how you can give back – be a mentor, volunteer, and a Multiplier. Contribute to the Trailblazer Community, serve as a leader, and make a place for the excited newbies who will join us in the next few years.
New Trailblazers — and the entire ecosystem in general — can benefit from your support, experience, and guidance during this time of massive Salesforce growth. (Not to mention the boost your career will get from growing your own network and showing your leadership skills!)
Trailblazer Mentorship matches experienced Trailblazers with mentees looking to skill up and find Salesforce opportunities in the ecosystem.
When seeking new talent, don’t get stuck in a “3-5 years of Salesforce experience” mindset. Focus instead on these three valuable Trailblazing characteristics, and you’ll be able to find and work with the best, most well-rounded, motivated, and determined candidates (you can thank me later!).
This post originally appeared on the U.S.-version of the Salesforce blog.
