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Insights & Perspectives

 

We share our observations and perspectives on talent management, recruitment strategies, and industry dynamics.

 

At Sakura Consultancy, we aim not only to find the right candidates but also to strengthen organizations' talent strategies. In this section, we share insights and consulting experiences gained from the field.

Why Are Technical Sales Roles Becoming Increasingly Hard to Find?

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In Turkey, finding the right candidates for sales roles, especially in construction chemicals, industrial products, and those requiring technical knowledge, is becoming more difficult than ever.

However, this difficulty cannot be explained solely by the issue of "not enough candidates."

The situation we face today is the result of the intersection of several fundamental dynamics.

1. Role Definitions Are Changing

Technical sales positions no longer require only product knowledge and field experience.

Candidates are simultaneously expected to have:

• technical depth

• commercial perspective

• relationship management

• problem-solving skills.

This naturally narrows the candidate pool.
2. Candidate Expectations Have Transformed

Experienced candidates no longer make decisions based solely on salary and title. The following factors have become much more decisive:

• The speed of the organization's decision-making

• Clarity of the organizational structure

• Management approach

• Career development area

If these factors are not clear, strong candidates are not included in the process.

3. Companies Cannot Position the Role Correctly

In many organizations, the problem is not finding candidates, but failing to define the role correctly.

• Expectations are unclear

• Success criteria are not clear

• Internal structure is not supportive

In this case, even if the right candidate is found, sustainable success cannot be achieved.
4. Market Dynamics Are More Competitive

The same candidate pool is constantly changing hands within the same sector. This both increases salary expectations and causes candidates to be more selective.

Conclusion

The challenge in technical sales roles is much more than a visible shortage of candidates. This field requires a combination of organizational structure, role design, and market realities. For a sustainable recruitment process, it is necessary to create not only the right candidate but also a well-structured role and framework.
 

 

What is the True Cost of Wrong Hiring?

​Filling a position quickly doesn't always mean filling it correctly. Wrong hires, especially for critical roles, are not just a short-term mistake, but a strategic problem affecting the overall performance of the organization. Often, this cost is assessed solely through salary and hiring process expenses. However, the true cost is much deeper.
1. Time Loss and Operational Disruption

A wrong hire is not just a wrong start; it's also having to start over.

• The position is reopened

• The process is run from scratch

• The workload on the team increases

This directly affects business continuity.

2. Disruption of Team Dynamics

An incompatible candidate creates an invisible but felt impact within the team.

• Motivation decreases

• Work sharing becomes unbalanced

• Internal communication weakens

This situation is often immeasurable, but its effect is clear.

3. Impact on Customer and Business Results

Especially in sales and customer contact roles, wrong hiring directly reflects externally.

• Customer relationships can be damaged.

• Opportunities can be missed.

• Brand perception can be harmed.

These effects are the most difficult to reverse.

4. Hidden Financial Cost

The cost of wrong hiring is often higher than it appears.

• Salary + benefits

• Training and onboarding process

• Management time

• Missed opportunities

When all these are added up, the cost of a single wrong decision can be much greater than expected.

 

Conclusion

Right hiring is not just about filling a position, but an investment in the future of the organization. Therefore, the process should be:

• not speed-oriented

• focused on accuracy and compatibility.

Sustainable success is possible when the right candidate, the right role, and the right structure come together.

 

 

Why Isn't the Right Candidate Enough on Its Own?

​One of the most common misconceptions in recruitment processes is thinking that the process is successful once the right candidate is found. However, true success is measured by the candidate's ability to demonstrate sustainable performance within the organization.

The right candidate cannot create the expected impact in the wrong structure.

1. Role Description and Expectations Must Be Clear

No matter how strong a candidate is, it is difficult for them to perform in an ambiguous role.

• If the success criteria are not clear

• If priorities are variable

• If the boundaries of the role are not defined,

the candidate will lose their way over time.

2. Organizational Structure Must Be Supportive

A candidate's performance does not depend solely on their individual competencies.

• If decision-making processes are slow

• If internal communication is weak

• If a balance of authority and responsibility is not established,

even the best candidate cannot realize their potential.

3. Management Approach Plays a Critical Role

The candidate's relationship with their manager is one of the most decisive factors in success.

• Clear guidance

• Regular feedback

• Without a climate of trust, performance is not sustainable.

4. The Fit Factor Should Not Be Ignored

Technical competence alone is not enough.

• Cultural fit

• Working style

• Values

When these do not align with the organization, even the right candidate can become the wrong choice.

 

Conclusion

A successful recruitment process is not completed simply by finding the right candidate. The right candidate must meet the right role and the right organizational structure.

When these three come together:

👉 performance

👉 commitment

👉 sustainable success is possible.

 

 

Contact us to discuss recruitment and talent strategies tailored to your organization.