Many are now looking forward to 2018 flush with a new budget and making headcount adds ready to take advantage of a vibrant economy. Recruiting great talent is a fun challenge.
All participants at our November Tradewinds Council© meeting https://www.jimthomasintl.com/the-tradewinds-councilcopy.html commented they are facing a glaring issue that stifles rapid growth-a dearth of human resources to help implement the tasks to meet aggressive goals.
We can develop blind spots around crucial processes such as recruiting, hiring and training and development. Inability to recruit and manage salesperson retention can stall your scaling efforts. Core processes around these three phases of salesperson development must become part of a Sales Manager’s daily rigor.
The key is matching the best salesperson with the requirements for the position. Pattern your recruiting after the successful salespeople of today and what you want to recruit for the future.
It is always good to have a pool of candidates to select from before you start looking. Most of us have a few dream candidates we’d like to recruit. In this environment you will have to compensate more than you want to attract these stellar candidates.
Now that you have hired the candidate continue the trust building process don’t let up -you’re still vulnerable.
Coaching and development must be adapted to the individual and be updated regularly to be effective.
I have continued to mentor and coach salespeople-it is one of the more pleasant tasks at this stage of my career: http://www.jimthomasintl.com/mentoring.html.
Do you want to have a free fifteen minute discussion so we can discuss recruiting and retaining a great sales team? Sign up on my web site http://www.jimthomasintl.com/ or contact me directly by phone.