What Are Sales Candidates
Looking For In Today’s Market?
BY JERRY LAND
With the creation of more sales jobs due to companies expanding and hiring, the demand for good sales reps and leadership is increasing. There is only a certain amount of qualified sales
talent in the market, which means there are more sales
openings than there are qualified people to fill them. This
shortage of talent translates into companies who want to
hire, essentially want to hire from the same pool of qualified candidates.
You may not realize it, but the top members of your
sales team are probably getting approached at least once
or twice a week about other sales career opportunities.
The people you want to hire have more options than before as to where they can take their selling and management skills, and retaining them is more difficult as well
because they are in such high demand.
The war for talent is real. But enough about the problem, let’s move on to the solution. What can your company do to make it a more appealing place to work in the
eyes of a sales professional? Well, I’m in the marketplace
every day talking to sales talent and when I ask them
what they look for when evaluating a potential opportunity, here is what they have to say:
• A strong infrastructure. There is nothing more
frustrating for a salesperson
who can sell and get a deal
on the front-end and then
the company can’t deliver on
the back-end. Infrastructure
includes everything from
customer service, operations, product support, great
suppliers, a robust CRM,
lead generation, sourcing
support, up to date technology that allows for seamless
and accurate online order
processing, training, and
whatever other tools or resources you can think of that
will allow it easier for a sales
person to focus on what they
do best, selling.
• A vision. Top notch sales
people want to be part of
something bigger. They don’t
just want a job where they
collect a paycheck. Compa-
nies that attract great talent
have a story to tell and make their employees feel that
they are a vital part of it.
• No red tape. For example, if a sales person is spending too much time doing administrative duties such as
filling out reports, they look at it as time they could
have spent on revenue generating activities pushing
the sales needle forward instead.
• Company growth. The more growth there is, the better potential for upward mobility down the road.
• Quick decision-making. Sales people want to work in
an environment where decisions can be made quickly.
• Transparency. Sales employees want to work for a
company that is honest, upfront, and communicates
directly with its employees.
• Top leadership is accessible. Unfortunately, executives in a company can start to get removed from the
customer. Salespeople are on the front line and know
how corporate changes impact their business. They
want to have a voice and be able to communicate to
their leadership team what they’re hearing and seeing
from their customers.
• Customer-centric. Salespeople want to work for a
company who understands and truly cares about all of
their customers. When upper management starts to