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"Do not demand compliance from those who have no talent. Do not charge people to do what they can do. Select them and give them responsibilities commensurate with their abilities." – Sun Tzu, a great Chinese military thinker
We can not blame our sales managers if this thought is lost on them. Sun Tzu had written these words 2500 years ago in an essay "The Art of War" and was also in China. But it is wonderful to note that as appropriate and useful are these words in the business world today especially in sales.
Better regulation of the WTO and other international trade organizations have facilitated smooth trade relations between economies. With the collapse of protectionist barriers in the business world has become truly global. It makes sense to hire the best talent possible to succeed in an environment competitive business that transcends national boundaries.
The companies admitted without much hesitation that often their hiring decisions have proved too costly for them. Sometimes they have hired "sales figures" and found that they had proposed only faith in a popular myth. incorrect hire decision costs much more than actually estimated by the sales managers. Inadequate and the sales staff not only unable to prevent the growth of the organization, drag it back. It takes two years to rectify the problem of hiring the wrong person sales. If the recruitment of sales people is hard right is a challenge to retain them long term.
It is possible to recruit and retain the best talent in sales. The following steps would be of great help in that direction.
1 – Attracting the best talent: If the local or global the problems are similar – How to attract the best talent. Offering the best possible compensation and benefits, and promote a work environment will create a core group of applicants. The challenge is to separate the right from the inadequate. From the publication of the advertisement to fill vacancies on sale to the final delivery of letters of employment, organizations need to plan everything possible to recruit the best talent possible. They should know where talented sales achievers looking for a job change. Campus interviews are good if the raw talent is the goal. Referrals employment agencies and reliable current employees work well in the case of experienced hands, when referring parties know the exact nature of the employment prospects sales position.
2 – Creating the right profile: The desired profile of the candidates should be determined by observing the large number of contemporary artists pending sales that the organization has. Some of its features, if not all, are what the organization should expect to have on candidates. Of course, Candidate must have the potential and willingness to develop features that are still absent in them. Candidates must have multiple profile characteristics, such as: high self-motivation, good sales skills, intelligence, empathy and integrity. The strong candidates in a single characteristic profile or lacking any characteristic profile should be avoided.
3 – Having the proper selection of the method: The human resources department has the primary responsibility selection of candidates must work in perfect tandem with the sales department, which is often not the case. Frank L. Psychologists And John E. Schmidt Hunter determined in a study on the effectiveness of different recruitment techniques that work testing the sample, which simulate an important part of the job are the most predictive factor exact success at work. Structured interviews with a predetermined set of questions and a consistent method of rating candidates is the best predictor of success Second on the job. The sales and human resources department should work together to design the tests and questionnaires.
4 – Close the offer: Once suitable candidates are identified the negotiations must be done to get the signed copy of the job. Delay could result in the candidate who want to opt to join elsewhere.
Retention of talented staff and effective long-term sales is a challenge. Sellers have extensive contacts and have information about Openings in sales organizations. Dissatisfaction with the current organization of the system will explore a new sales opportunity with another company. To avoid this, The following tips will be helpful.
1. Give the True Picture: While recruiting candidates human resources staff and the sales manager must give the true nature of their jobs and not hide anything that may cause disappointment in the latter part of the new hires. It works against an organization when it comes combine the benefits and disadvantages of leather to work with him. The policy of non discrimination on grounds of gender, nationality, religious affiliation, orientation sexual orientation, or ethnicity should really be in practice.
2. Adequate understanding and compensation: sales accomplishments should be praised for their efforts praise and appreciation through appropriate incentives and benefits. When times are tough winners can be considered to waive the compensation. But what no be human can do without is the recognition of their achievements. Give positive reinforcement generous doses for winners.
3. Ignoring the failures and not be too casual critical would be of great help in this direction. Have a Long Term Plan: Having a career plan for long-term compliant with the prospect of promotion, employees stock option plans, and potential retirement benefits that encourage sales staff to continue with the organization for a long time.
Efforts to recruit and retain the best talent should be sturdy. Financially, it makes sense and saves precious time and energy.
Having a good recruitment and employee retention practices can yield tangible results if applied in the spirit in which they are created. The will to implement practices that are from the top management.
Doug Dvorak is the CEO of DMG Inc., a worldwide organization that assists clients with productivity training, corporate humor and workshops, as well as other aspects of sales and marketing management. Mr. Dvorak’s clients are characterized as Fortune 1000 companies, small to medium businesses, civic organizations and service businesses. Mr. Dvorak has earned an international reputation for his powerful educational methods and motivational techniques, as well as his experience in all levels of business, corporate education and success training. http://www.dougdvorak.com.
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