TOP SALES RECRUITMENT TIPS

By Venetia Butler 

“What are the most effective ways to hire top sales people?” remains the number one question we  are asked at SALESGURU Careers, followed closely by “once we have secured top salespeople, how are we able to retain them?”. These are not easy questions to answer and questions without a magic answer, but certainly worth understanding in as much detail as possible. 

Specialising in the recruitment and representation of top sales people has enabled us to outline and understand the comprehensive detail involved in successful recruitment, and in so doing we have compiled an list of the crucial often missed steps in the recruitment process, that can be very rewarding and profitable when implemented successfully.

Each month we will be discussing one of the steps identified in the process, in the hope that this will assist your company in securing TOP SALES PROFESSIONALS.  This month we kick off with perhaps the most obvious and overlooked step in the recruitment process:

WHY IS THERE A VACANCY? 

Is seems so simplistic to start with this, but I firmly believe that an understanding of why the vacancy is available will offer much insight into your strategy, planning and the recruitment process. 

There can be many possible reasons for a staff resignation, highlighted below are the top reasons why there are sales resignation and new vacancies:

1.    NEW POSITION DUE TO COMPANY GROWTH - RESIGNATION DUE TO LACK OF COMPANY GROWTH

Company growth is always an easy position to advertise as it falls in line with what most employee’s seek and want to hear about potential companies.  What is often missed is that as much as this is a great reason to advertise and talk about growth for employees it also speaks about the organisations successful sales record, this is a huge factor for sales people. This is also an indication that the company has a product or service offering that is desirable in the market place, that they have an efficient sales team who are selling the product or service and ultimately can be one of the main reasons why sales people choose to stay and work at that company.

No company growth is a major factor for candidates resigning, more so with the Y generation who expect to advance and grow far quicker than most and sometimes with an un-realistic expectation of career progression.  Realistic targets, timelines and expectations need to be discussed in the first interview in order to confirm the organisations expectation of the candidate you are hiring, the candidates expectations also need to be discussed in detail in order to understand there expected personal growth requirements.

2.   TOP SALES PERSON – HEADHUNTED OR POACHED FROM OPPOSTION

It can be very rewarding and flattering to be headhunted or poached from a competitor and it often comes with a big increase.  Whilst the statistics still show that this remains common practice, we have seen a decline in headhunting in the Sales Industry as often these candidates have un-realistic salary expectation, furthermore it creates insecurity (if not managed properly) in a sales team as you never know how long will it be before competitors poach them or use salary as an incentive for them to move again.  

3.     STAFF RESIGNATION DUE TO SALARY:

Salary, the remaining motivating factor for sales people, (more on this contested topic next month) also offers valuable insight in that it’s an opportunity to analyse whether or not your remuneration package is indeed market related and in line with what competitors are offering. Organisations should be paying realistic salaries in terms of what is market related for the skills and acumen required and when there is a commission structure included, the structure needs to be agreed between both parties and should be provided as motivational factor for the employee to close more sales.

Salary surveys conducted by various organisations are a great way of keeping up to date with industry salary standards.

4.   BETTER PROSPECTS:

Believe it or not this outdated description is one we still see most.  As generalised as this term has become it encompasses many aspects of an un-happy working environment including; job security, company culture, internal staff conflicts and management issues.  All of which contribute to the motivation for sales staff to stay at a company. These factors need to be analysed and understood clearly in the exit interview (an invaluable tool) for companies.  

When receiving applications from three or four candidates from the same company, we often find that there was no exit interview, and they were never allowed to voice their concerns and expectations or felt that they had no value and were just another number. 

Each of the possible reasons mentioned carry strong merit for analysis and need to be investigated.  Companies that are positioned as an employer of choice reduce many of the unnecessary resignations and recruitment costs involved and as such reap the benefits of strong staff retention.   

Push it up with SALESGURU!

Issued by: SALESGURU

More than 1 500 sales professionals attended our recent roadshows in Cape Town and Johannesburg between 1-3 June. We enjoyed meeting all of you who came to see our speakers and interact with SALESGURU people over those three days and we're excited to have shared this great experience with you once again.

If you were one of the attendees, congratulations for taking the time and making the investment in a session that will give you some new perspectives on sales. We can all benefit from having our skills refreshed. 

Rob "Waldo" Waldman's motivational talk emphasised that Winners never fly solo! In today's highly competitive business world, sales people that foster trust and work in high performance teams will dodge the missiles of adversity and increase their sales results. 

Here are a few Wingtips that can turn you into an ACE and help you avoid getting shot down on your next mission: 

A: Attitude + Action. Attitude does not determine altitude. Attitude plus Action does. Being positive and enthusiastic is a critical component of success, but your customer ultimately rewards your actions, not your positive attitude! An attitude that breeds confidence is a by-product of disciplined preparation and mission rehearsal. When dealing with a price objection, last minute competitor, or late product shipment, it's the commitment, focus and sense of urgency you have to fix the problem, provide value, and deliver results that counts.

C: Customer: Success in business is not about you, your company, or your product. It's about your customer. Prior to each meeting, gather the latest, up to date intelligence (from multiple sources) and commit yourself to meeting the needs of your customer. Be original. Come prepared with questions. Learn about the person you're meeting. If you're not focused 100% on your customer - your target - you shouldn't strap on your jet to fly. (By the way, it can't hurt to learn about your competition too ...but only after learning about your customer.

E Environment: Every mission is unique. What works with one client or industry, may not work with another. The environment in which you and your customer operate will ultimately determine your tactics. Was there a recent merger or perhaps some lay-offs at the company you're meeting? How's their stock price? What's the nature of the industry you're operating in? Who are you meeting? Who is the decision maker? What resources (wingmen) do you have that can help you prepare for your meeting? Never sell by the seat of your pants! 

Take it from somebody who's been shot at in real combat, the winning ACE's in business and lifeprepare for the worst, but then expect the best. They acknowledge adversity and develop the confidence to overcome it by hard work and focus. But being an ACE is not easy. You can either "push it up" on your throttle and defeat the missile, or pull it back and risk getting shot down. It's your choice. 

I hope you'll push it up! 

If you missed out on this round of events, the next one is coming up in September so keep an eye out for the dates and venues in the next issue of SALESGURU. We will also be announcing it on our website -www.salesguru.co.za. 

For more information on Rob visit www.yourwingman.com.