Ten reasons top sales performers won’t join your organization and what to do about it?

This document has been written to help companies attract top performers and is based on over twelve year’s experience of recruiting for a range of global companies in the sales arena. By implementing some of the strategies in this article, it is my firm belief that you will help increase employee satisfaction and sales results as well as stay ahead of the competition.

1.     Your Holiday/Vacation Policy is not competitive.

 

 In several negotiations I have conducted in the last year, candidates have increased their holiday allowance and told me it would be a show stopper if it was not changed. Finding an employer that recognizes a positive work/life balance, evident in their holiday policy, is a priority for potential candidates. If you have not got a policy which is flexible or at least competitive with the market then you are immediately behind the competition. It is no longer acceptable to say, “That is the way it is!” The last two companies I have spoken to have increased the allowance to a minimum of 25 days + bank holidays for those candidates.

 

A more radical solution is proposed by Joe Reynolds of Red Frog who advocates an unlimited holiday policy!

 

http://preview.tinyurl.com/7hzbuyg

 

 

 I think there are both potential benefits and flaws to such a policy but the point is, are YOU on message with your holiday policy. Top performers deserve and require a balance.

 

 

2.     Your salary/commission structure is not attractive

An obvious point, but this needs to be reviewed on a regular basis. Top performers like to double or treble their basic salary annually and thrive on a commission structure which rewards them. Do you have a competitive % of sales and accelerators in place for over performance? Top performing companies are offering 10-20% of sales value to sales employees and setting realistic targets. They realize they can attract top talent this way which in turn increases the company value and performance which is smart. Pay the best candidates the salary they deserve and you will be rewarded. This includes the basic salary and also stock options if relevant.

“I believe in my team working for their basic salary!”  My Sales Director 1997

On the other side of the coin, competitive structures have enabled some sales candidates, with my clients; earn 200-500k per annum. They tend to stay where they are! 16% of sales!

3.     Your interview process is too lengthy/not structured.

I have seen this so many times! Two meetings including the presentation are typically enough. It may be two long meetings with multiple decision makers and tests may also be needed but two-three weeks max should be enough. Any more than that and you may lose the interest of the candidate or they may go elsewhere to a more agile competitor. If there are too many meetings, it can also be symptomatic of a bureaucratic, and perhaps, disorganized organization. The candidate may think it will be the same were they to join.

  We recently had a company who wanted a candidate but took two months to offer so lost him as he decided to start his own consultancy. They put together a great offer but too late!

 

4.     You offer no formal training

Employees like to learn and develop. Product training is crucial but also sales and leadership training where appropriate. Not training for trainings sake but clear measurable training where the employee is learning. This should enable better performance from top performers and also create loyalty from your team who appreciate the investment. Companies such as SPI and Imparta offer excellent sales and leadership training. There are also a whole host of talent management companies who will provide the software to maximize your resources.

5.     You have no employee benefits

Fine for a start up but beyond a year or certain size, these become pivotal and it is often one of the first questions I am asked. What are the benefits! Pensions, holidays and medical, but also the newer wave of flexi benefits. Extra holiday days, welfare allowances, gym membership and the like.

 

6.     You have a Big Brother culture

Top performers typically like some freedom. The opportunity to work from home when needed. Yes, team spirit needs to be built and people need to come to the office, but top performing salespeople should be out on the road and have the freedom to manage their time. Reports show what is being done and if salespeople don’t perform, they leave. Top performing salespeople like to be treated like adults and get on with the job. Yes, they need to come to team meetings and join in all the team building, but in my experience they perform best when the handcuffs are off!

Is the culture professional and ethical? What is the reputation of the people and the company? Do you know what you stand for? Not vital to everyone but important to some.

“Why travel two hours into the office when you can be working. I hit my targets and get the job done” Candidate – January 2012

 

7.     Your office is not in a great location

Candidates have told me they have turned down opportunities because of the actual office or location. Is it a good place to work when in the office and easy to get to? Transport links etc. Obvious again, but all these add up when trying to attract the top 10-20% of candidates.

 

8.     Your staff retention levels are not good

Do you churn through sales people quicker than a hot knife in butter? Candidates research and know what these levels are.  Some retention is healthy but if they are jumping from ship on a regular basis then what are the issues? That ties in with everything here and is vital. First the hole needs to be plugged and then you can rebuild. Is the messaging and vision clear, do you have the right Sales Director and culture and communication? Again I will sometimes here “I am not working for that person” although conversely I hear “what a great director they were”. Are they motivated and do they present the company well in meetings.

“I have looked on LinkedIn and people don’t seem to stay very long do they. Am a bit concerned about joining this company?” Candidate January 2012

9.     Your Company has poor level of Communication with prospective employees.

 

This applies to every interaction with a potential top performer for your organization. If the first call is not good then it will cause issues further down the line. This is also very relevant to on boarding. Having some senior people meet with the candidate or having dinner with them is often very useful to set the scene for success. You will not get that far if the candidate is not updated and reassured throughout the process but once you do, it is as important to maintain communication before they start to make them feel welcome and reinforce that they have made a good decision. HR plays a big role here but one of my clients also recently had the founder meet one of the new sales people! This was a big organization so imagine how he felt. Communicate and do it well. Have your key people involved and bring that passion.

The danger, if this does not happen, is that candidates are distracted by other opportunities; especially if there is a doubt in their mind. When this has happened with my team, there has often been a long time period between the offer and start date. Conversely, we have worked with clients recently where candidates have actively attended meetings prior to officially starting! This is also great for on boarding and there are some great Sales Directors out there who are brilliant at absorbing and applying this message.

 

10.              Your on line presence is inadequate.

The first place candidates go today is online. Twenty years ago it was brochures and reputation but in the digital age, your footprint is vital. Company websites, Twitter, Facebook and other sites all play a part in attracting top sales people to your organization and give an indication of the culture in place. This needs to be considered and run a by a social media expert.

If you don’t have this right then you will be behind the competition and won’t attract the top performers.

Also, shout out your achievements and put in on the web. Company awards, events, You Tube clips; something that shows the unique DNA of your organization.  

 

“I could not find much about the company online, why is that? No thanks!”

 

 

 

 

 

 

 

 

Ten Top Tips for Engaging with Sales Recruiters

 

At some stage during your career it is likely there will come a point at which you interact with a recruitment consultant. For many, these encounters will only be brief and sometimes even frustrating. But there are those that understand the benefit of a long term partnership with a professional recruiter.

 

So what do you need to know in order to best leverage your time spent dealing with recruiters and how can you make sure you are getting the best out of their service. Well, like any strong business relationship: it is not a one-way street.

 

All productive partnerships are the result of working together to mutually beneficial outcomes. With that in mind, let’s consider ten top tips for engaging with sales recruiters so that you can begin to harness these relationships for the better.

 

1)  Have Realistic Goals

 

It’s OK to dream, setting your sights high is a great way to push yourself. But when it comes to job hunting you need to be realistic. Recruiters are not magicians, they can’t convince a hiring manager you are right for a role that is well above your current level. And they can’t conjure up unrealistic salary hikes.

 

Be ambitious, yes, but have realistic goals when looking for a new role. If you don’t, you may not be contacted about a role that might actually be just what you’re looking for.

 

2)  Apply For Relevant Roles

 

This is closely linked with having realistic expectations but goes beyond that to ensuring that you are actually applying for roles that you are qualified for.

 

Lack off feedback is a major gripe of many job seekers and recruiters know they could do better. But when we receive numerous irrelevant applications it is too time consuming to respond to everyone. Check you actually have the skills and experience required for a position before speculatively applying and chasing for feedback everyday.

 

If you’re not the right match but still feel you’re suitable, at least provide a brief cover letter outlining why you applied for the position.

 

3)  Be Articulate and Honest

 

We are looking for candidates that can clearly and precisely describe their past achievements, experiences and reasons for leaving former roles. If you can’t articulate this to us in a comprehendible manner we will assume you will perform the same in an interview.

 

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4)  Listen

 

As well as being a good communicator you have to be a good listener. If you think you can’t learn anything from your recruiter then you may miss a key point. Listening to their interview advice, no matter what level you are at, is important. You may pick up one or two tips that could make all the difference.

 

 

 

5)  Be Committed and Punctual

 

There’s nothing that puts us off a candidate more than someone who is late for interviews and inflexible with meetings. We know it’s not easy to get out of work and appreciate you can get caught up in traffic. But if you’re showing resistance at making the effort to book interviews and don’t take steps to ensure you arrive on tim, we won’t feel you’re serious about your job search.

 

Sticking to appointments and being flexible with interviews goes a long way to building trust with your recruiter and in turn your prospective employer.

 

6)  Provide Timely Feedback

 

When you interview with a client of ours they will be as keen to find out your thoughts as you are theirs. We will ask you to call us after your interview to relay your immediate thoughts, this is an important part of the process and it is disheartening when it isn’t carried out.

 

Again, this all relates to your relationship being more than a one-way exchange. The more information you give us the better service we can provide you. Even if you feel you interviewed poorly, let us know. Some honest words of enthusiasm to pass on to the manager can be the difference between getting a rejection and a 2nd interview.

 

7)  Prepared to Meet

 

The dreaded coffee with a recruiter. We know you’d rather be elsewhere, but what value do you place on your career? And believe me we’re not all that bad. Meeting us helps you realise we are human too and genuinely care about making sure we find you the right position.

 

It helps to build rapport, enhance relationships and who knows you might even make a new friend. Some of our candidates have become long term friendships. OK, not an important factor initially but it is rewarding nevertheless to work with people you like.

 

8)  Forget Your Perceptions

 

Despite what you might hear and think, the majority of recruiters are not out to make a quick buck with a total disregard for the wellbeing of others. We have very strong ethics and fully understand the sensitivity and relevance of the information shared with us on a daily basis.

 

For every horror story you hear there are thousands of candidates finding their dream jobs because they were open and honest with their recruiters rather than being cagey and guarded.

 

If you are upfront and honest with us, with a belief that we genuinely want to help, you’ll be surprised what you get in return.

 

9)  Offer Recommendations and Referrals

 

If you’re happy with the service your recruiter has provided you, they’ll be extremely grateful for any recommendations or referrals you can provide. Think of it like a tip in your favourite restaurant. By helping out now, you know you’ll be getting the best service the next time you need us. Whether as a candidate or even a client.

 

10)  Be Social

 

Don’t treat recruiters like social outcasts who are only relevant when you are unhappy in your role and are keen on a move. Even when you’re not looking, keep in contact, share our job posts on your social networks and treat us like you would any other professional. We will appreciate it and look forward to working with you!

 

 

 

What Defines a Successful Salesperson in 2013?

‘Sales’ that controversial word that no one likes to be associated with. Yet we all do it. Take the struggling artist promoting themselves on social media. Think about the father who is trying to convince his son to eat his greens. Neither would class themselves as salesmen. Yet selling is exactly what they are doing.

 

Today we are all in sales and it’s nothing to be ashamed of.

 

But not everyone sells the same. In fact, there are a select few that are positioning themselves for major success in 2013 with a fresh new approach. But before we define the methods to their success, let’s first look at traditional thinking over the past 20 years.

 

Selling Solutions

 

Anyone familiar with sales will be well versed in the solution selling theory. To recap, it involves asking the customer or prospect a series of probing questions to uncover their ‘pain’.

 

Once you have them wincing in agony you strike like a cobra with a quick one-two combo of products and services that just happen to provide the perfect solution to your customers problems.

 

This traditional way of selling worked for a long time. And if you’re happy to continue posting mediocre sales figures and taking home average commission then stick with it.

 

But to be a real success in sales today you need to think differently. Selling solutions no longer cuts it with most.

 

Today the prospect already knows what their problem is and has a team working to solve it. They don’t need, or appreciate, you asking them how they are going about it.

 

So how can you stop yourself from fading into obscurity?

 

Start Making Problems and Selling Insights

 

Today the best sales people are one step ahead. They don’t discover a problem: they create one.

 

Sound crazy? Well it takes an in-depth knowledge of your market and a finger firmly placed on the pulse of your industry, but it is the only way your going to smash the sales figures in 2013.

 

The modern successful salesperson will:

 

1)  Focus on Customers in a State of Flux

 

Targeting organisations that are rapidly growing or in a state of transition means they won’t be on top of everything. They’ll be more open to change and ways in which to achieve it.

Successful and established customers are more likely to be hamstrung by red tape and in-house resources. You need to be sniffing out companies that are quick to recognise opportunities and more importantly; quick to act on them.

 

2)  Target Appropriate Individuals

 

It might sound counterintuitive but the traditional thinking of receptive prospects being those who are keen to meet and eager to agree - are not always going to win you a big deal.

 

Seek out the change agents, the personnel that ask the tough questions. They might not always be the easiest to speak to but they will be the ones with the power, and desire, to make things happen.

 

3)  Tell Don’t Ask

 

The successful salesman isn’t meeting his customers needs, he is defining them.

 

Often you won’t have the time to find out the customers problems and they either expect you to already know or don’t have the faith to help you find out. Forget about it. Focus on what you can control, and that is what you and your company provide.

4) Insights and Advice > Solutions

 

And it all boils down to providing insights, advice and knowledge as opposed to painfully signposted solutions. Prospects know what you are doing when you start leading them down the garden path towards the big shiny shed that houses all the answers.

 

Today you need to advise them from the start on how other businesses have tackled their problems. How your past customers overcame similar issues and how you know exactly how to help them.

In todays time precious world, salesmen don’t have the luxury of ‘finding the need’ and prospects don’t have the time to listen to a hundred pitches. Make this work in your favour by hitting them with the problem straight off the bat and telling them how you can fix it.

 
Customers are savvy to your solutions approach. Shock them with some honest advice that gives them no other option. 

Just make sure you provide the appropiate training and framing to enjoy the best year of your career. We will explore that further in the next post!

 DamianSaleslogicBlog