Business growth always relies on one key factor, the talent within that company. You need numbers to grow, it’s a fact of life; without ‘boots on the ground’ how can you hope to expand and grow your business.
As the economy continues to improve, employers are beginning to look towards developing more aggressive growth plans. Many companies, particularly SME’s are looking for high calibre individuals who are keen to join the journey to take them to their ‘next level’ of growth.
Selling, when done right, is about delivering a mutually beneficial service when both parties benefit. Much like in recruitment where our key purpose is to match the right people with the right job & client. Simultaneous Client & Candidate satisfaction is a key differential between a ‘good’ recruiter and ‘bad’ recruiter. A good salesperson / recruiter is fundamentally a great questioner and listener – you must listen carefully and in order to identify the needs and solve the problems that a client/candidate is facing. A great salesperson takes responsibility for keeping a candidate/client informed about developments in their job(s) and helps them make the most out of that information. A superior salesperson has the ability to nurture a long-standing realtionship, to find out what would help a client or candidate grow. Selling can be a challenging and fulfilling brain game. Why do so few of the best and brightest job candidates flock to sales for their career of choice?
I’ve found recently in my line of work a real talent shortage when it comes to commercially minded ‘sales people’, hiring the right people with the right values, work ethic and most importantly, attitude has become a big part of our priority here at Adam. Even without our new screening measures I believe it’s still tricky to find fresh new ‘sales’ talent who are willing to work the big shifts and give 100% to become a genuine commercial success.
So why are there so few of them around?
The fact that sales is not taught makes graduates think selling can’t be taught and should be left only to the ‘natural salespeople’. In reality, selling is a skill that is innate, however, it can also become a learned skill. Obviously, some people are born with more charisma, skill and drive, which makes them more ‘naturals’ at sales. The majority of people aren’t naturals however, but they can be taught to be great if they are given a training plan and guidance. Candidates need to realise a job in sales is not a fall back career, but the most important position any company can hire for.
Another obstacle to finding the right sales hire seems to be salary. Sales jobs usually have a commission based. Many candidates seem to shy away from a commission structure, writing it off as risky, unstable or a slow burner. What they do not consider is the flip side—commission-based compensation also means that a candidate can determine their own salary. If they want to earn more, it’s down to the individual & the effort and the results they achieve. For the fast-thinking and motivated, this should be seen as a growing & exciting opportunity to make a quick trip up the compensation ladder and gain the glory of developing not only a career but achieving the financial gains.
What’s your opinion? Where are the hungry, driven & positive 25 year olds with it all ahead of them and all to gain and prove?