Sales talent is always in demand. There is a worldwide shortage of employee talent, and that increases the needs of Sales Managers. At the same time, today’s sales talent is generally better educated, more tech savvy, and driven to succeed. But, finding the talent, bringing it on board, and retaining it remains the Sales Manager’s biggest challenge. Learning the best approaches to sales recruiting makes the sales team better and you a better sales management leader.

5 best approaches to sales recruiting

  • Pay sales what they want. The Sales Manager has to structure a package of compensation and benefits that satisfies and sustains interest and engagement. When the sales are in the hands of one employee, there is no problem with the rep who is it in just for the money. But, when there is a team or department, you want to frame a package that rewards individual effort that, at the same time, facilitates group success.
  • Train them right. There is information training to build depth in product knowledge and application. But, there is also training that alters and improves behaviors. The same self-interest that dominates the sales persons’ personal drive motivates them to get as much out of you as they can. They value training as a means to their ends and are likely to accept as much as you have to offer. You can adjust compensation to encourage and reward education and training as well as competitive willingness to mentor and share.
  • Look for leadership: Sales people consider themselves as self-possessed. Independent-minded and self-driven, they expect some freedom in return. They do not like being micro-managed, but they lack the risk confidence to be on their own. They expect and respond to clear accountability andbest approaches to sales recruiting the playbook that will lead to their career development.
  • Reward performance. Sales personalities prize your recognition. Some like it private, and others like it public. Some like big awards, and others accept frequent small rewards. Some want trophies, but others really want big prizes. In any case, you need to know what applicants value and whether your organization can meet their expectations.
  • Offer them pride: Top talent wants to work in environments, meet goals, and sell what they can believe in. Top performers want to play for the most promising team. They know intuitively that it is easier and more personally satisfying to work for industry leader and best brand.

Fill the pipeline – best approaches to sales recruiting

Sales Managers have to embrace the fact that recruiting is a continuous process. Once you grasp the best approaches to sales recruiting, you have to be recruiting at all times. Obviously, you have to look at what you can do to reduce that workload.

  • Identify your target. You must know what you are looking for. You have to define an ideal sales rep in terms of knowledge, skills, abilities, and behaviors.
  • Trust Human Resources. When you establish a working relationship with your Human Resources management, you can step back from the administrative side of the process. If you let them qualify candidates in terms of their compliance issues, you can focus on the fit with your sales needs.
  • Keep your stars happy. If turnover is a problem, bringing in new hands will not solve some core problem you have been ignoring. You sales team benefits when you recruit more sales leaders not just replacements.
  • Make yourself accessible. Recruiting is easier when candidates come to you. If you and your team are actively attractive on social media and recruiting links, you can show what you are selling and offer them easy accessibility.

The best approaches to sales recruiting distinguish the best among Sales Managers. They form and reflect management leadership, a quality that attracts the top sales performers. For all the outspokenness of sales people, the best sign on to succeed and grow, and they cannot do that for managers who do not lead.

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