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Many times I’ve said, “It doesn’t matter how much opportunity you have, if you don’t have the right team in place.” The right sales team will maximize that opportunity and grow your business. The challenge lies in finding and retaining the talent that will get you to the finish line.
As of December 2018 the Vermont Department of Labor reported an unemployment rate of 2.7%. A quick Indeed search with the keyword “sales” in Vermont, yields results from entry level all the way to VP status, and includes just about every industry you can imagine. Looking to sell RV’s, media, solar, finance, hospitality, automotive, or tech? Vermont has it and more.
As the economy grows and companies increase sales positions, recruiting becomes one of the toughest challenges for business leaders. No longer can you post a help wanted ad and have talented reps show up at your door. College-educated sales professionals with several years experience are in high demand, and most of those reps are already working. Businesses of all sizes are fighting for those that are available. Why is it so difficult to find and hire good sales people?
Underlying Causes:
- Fresh graduates are less likely to join the sales profession. Lackluster classes in sales and marketing, combined with negative stereotypes of salespeople are turning new graduates away from this profession.
- Unhealthy sales environment. With the high expectations and stresses of many sales jobs, junior salespeople drop out and change careers.
- Poor training and sales culture, and a lack of career advancement, has allowed for less than desirable sales professionals in the market.
- Good salespeople are employed and difficult to headhunt. Managers take care of top performers and top performers are hesitant to leave their client portfolio (and income).
- The buyer is now more empowered. With a world of research at their fingertips, buyers no longer need salespeople to learn about the company and to place a sale. They need salespeople to define the problem they are facing, and determine a solution.
How to Find and Retain Talent:
- Review the recruiting budget and be prepared to pay more to find top sales performers.
- Consider utilizing recruiting sources to reach as many qualified candidates as possible.
- Protect what you already have! When resources are tight competitors will offer your staff more money, better benefits and opportunity. Don’t get poached!
- Design a recruiting and retention plan. Protect yourself from the high cost of sales attrition.
- Conduct “stay interviews”. Stay interviews simply ask questions that determine why employees continue to work for you. It’s also a great way to find out why they might decide to leave you.
High sales turnover is one of the biggest complaints customers have with their vendors. Not only does turnover jeopardize your client relationships, it represents a large loss of revenue for your company. If you’ve never calculated the cost of having an open sales head, do the math. You’ll be astounded at how much it’s costing your business in lost revenue, recruiting costs, and training for new hires. Do what it takes now so you don’t pay the price later.
In order to maximize opportunities you need a top-notch team ready to sell. Build your pipeline now in order to maximize growth. And if you’re looking to make a sales move, let me know, I’m always being asked if I know “someone”!
In order to maximize opportunities you need a top-notch team ready to sell. Build your pipeline now in order to maximize growth. And if you’re looking to make a sales move, let me know, I’m always being asked if I know “someone”!
This article was written by Christine Miller of Miller Sales Consulting. With extensive experience as a highly strategic sales motivator and sales coach, Christine has excelled at building and structuring sales organizations. More sales advice can be found on her LinkedIn page, as well as Medium. Subscribe to her videos on YouTube.