We took time out to talk about why our clients keep coming back to us …
“Sorry, we don’t work with recruitment consultancies, our HR Dept handles recruitment for all sales positions.”
“Ah, ok, and are you happy with the candidates they deliver?”
“Yeah, pretty much. They usually manage to find me a few good candidates.”
“Ok, that’s good. I’m curious though, what is your average tenure for new sales people?”
“We usually work on the basis that one in three will make it through the first year?”
“Why only one in three?”
“We find they are just not able to cut it in our highly competitive market.”
“Surely that’s a huge cost to your business in recruitment costs, onboarding and salary…not to mention the cost of lost opportunities?”
“What if I told you we could massively de-risk your sales hiring. Over 95% of the candidates that we place are still with their employer at the 12-month mark.”
“I’d say, ok let’s talk!”
In competitive B2B markets a company’s ability to identify, attract and recruit high performing sales professionals can have a material impact on its’ success. It’s therefore surprising that having done the hard work of finding the ideal candidate businesses can sabotage their efforts by making fatal mistakes at the closing stage.
Here are some common mistakes that we have seen along with suggestions for best practice.
This is an issue that comes up semi-regularly on assignments that I work on. The cost of hiring a very experienced and proven BD person can be significant. Not necessarily in terms of their basic salary, but in terms of their overall On Target Earnings (OTE), which can be double or more of basic salary.
First point to make is that this is in the context of b2b sales.
I’m disheartened by the amount of posts recently by people either complaining about sales calls or explaining why they don’t take ANY sales calls, so thought I’d write a short blog on this to perhaps offer a different perspective.
I’ve probably said this before but I honestly can’t think of anyone that meets with more sales people than I do. I should do – it is pretty much what I do for a living!
Lucky me right? Listening to all the bullsh*t, bravado and bluster of a sales person attempting to sell their most valuable product… themselves. Tales of massive deals landed, targets smashed and big bonus payments. Well, that at least seems to be the perception of many of my friends and people in my network – at least those who are not in sales.
When a sales leadership position opens up in a business it’s relatively common that the top performing sales person in that business will be earmarked for the role. I suppose it may seem the obvious thing to do. Why not reward your star performer with a promotion – and after all, who better to lead the sales team than someone who has a proven track record in hitting their numbers.
However, all too often, this can lead to disaster. There is a very real possibility that you will end up with not just a poorly performing and demotivated sales team, but also lose your top performer. Here are a couple of reasons why: Continue Reading
“Your talent is not enough you’ve got to put in the work”
The title of this post is taken from a Gary Vaynerchuk video – and the word in question is ‘hustle’. You can view the video here, it’s worth a look – https://www.youtube.com/watch?v=PIJElPStJpg
I’ve been consuming some of Gary Vee’s online content after reading one of his books whilst on holiday recently. His brash, ultra-confident style and New Yorker attitude may not be for everyone but I actually quite like it (in small doses) and, importantly, some of the key messages in his narrative really ring true for me. The one that I want to focus on here is ‘hustle’. Continue Reading
Your company is bidding for a significant contract and your solution is superior to the competitors’, you have a better track record, more competitive pricing, better geographic coverage, etc? Yet you still lose the deal! If you’ve worked in sales for any length of time this has bound to have happened to you – it certainly has to me. Continue Reading
Here’s why recruitment agencies need to be able to position their business effectively, and why that should be important to clients looking to hire top sales professionals.
Top sales performers are hard to find and even more difficult to attract and recruit. So it’s fairly critical to a successful assignment that your recruitment partner is able to position your role in an effective and compelling way with these in-demand professionals. Sound logical?