Bert Sadtler - President
Email: [email protected]
QUESTION: Dear Bert, We are a growing services and manufacturing company with the need to recruit a senior level sales professional. We have had mixed results hiring sales talent. What are your thoughts on the key areas of successfully recruiting a sales professional? Thank you. (From: DT, Division President)
ANSWER: Dear DT, Many business leaders feel that sales producers are a special breed. The good ones embrace rejection, work tirelessly, deliver new customers, compliment their support team and significantly contribute toward growth.
Many business leaders feel that sales producers are a special breed. The good ones embrace rejection, work tirelessly, deliver new customers, compliment their support team and significantly contribute toward growth. The bad ones make promises that are not delivered, generate internal conflict, drive customers away and deliver little or no revenue.
Here’s what I recommend. As with all good recruiting, the first step toward acquiring sales talent is to communicate internally and determine your requirements.
By determining what will work best within your organization, you can pursue the sales talent who will best fit your company and your corporate culture.
Revenue producing positions require that attention be given to a well-constructed compensation plan that is also a focal point in attracting and retaining the right talent. A good plan should be aligned so there are similar goals for the front line producer, the manager and the leadership team. A good plan also attracts the kind of talent you want and discourages the sales talent who is a poor fit.
Questions to ask when determining the best plan for your organization and defining the type of sales talent you want to recruit might include:
Hope you find these suggestions to be helpful to you and your organization. Best of luck with the new hire.