How to attract top sales performers to your company

Finding and retaining top sales performers is among the top three challenges that CEOs face today. With skilled candidates being in high demand and those candidates being picky about where they choose to work, the battle to attract, recruit and retain top performers is more intense than ever. A McKinsey study highlights that higher performing sales people generate 67% more revenue annually than average performers. Taking the time to review your recruitment process will ensure that you lure – and keep – the top-tier talent that you need.

Define what’s in it for them

Employer branding is one of the key aspects of talent acquisition – it determines how your company is positioned in the marketplace and its perceived value as an employer of choice. A clear, well-constructed Employer Value Proposition (EVP) is at the core of a successful employer brand. Put simply, an EVP is the sum of what a company offers its employees in return for their performance. This includes not only tangible things such as salary, bonuses and leave entitlements but also aspects such as values and culture.

Top performers will choose to work for a company if there is a strong alignment between their personal values and the corporate values. They want to invest their talent in a company that gives them ample opportunity for growth and development. A clearly defined EVP not only attracts top talent but also keeps employees more engaged with your company and less likely to leave.

Work with the experts

Sales recruiting experts have a well-structured methodology to the recruitment and selection process. Working in partnership with a specialist sales focused IT-industry recruiter who is trusted by, and connected to, the people you want to hire is key in improving your company’s ability to recruit top talent. These experts source talent from all available networks, eliminate sales hiring mistakes, hire for ‘fit’ rather than just for skills and use sales hiring metrics in their process. They are able to tailor job descriptions to attract the right candidates and know how to hold their interest throughout the hiring cycle.

Have a meeting of equals

There was a time when an interview was a power play between the employer and job applicant in which the employer held all the cards. However, today, this has changed to a business meeting between equals which aims to establish how well suited an organisation and an individual may be. You both share a common goal and are motivated to explore how you can work together to achieve it in the best possible way. Involving your current sales employees in the interview process can add value to the experience.

Follow the path of trust

According to a report from ABC News, 80% of today’s jobs are landed through networking. The people you need may be right at your fingertips – past colleagues and their network, contacts of your current employees, people recommended to you by your clients.  In his book, ‘The Essential Guide for Hiring & Getting Hired’, bestselling author and CEO Lou Adler suggests that recruiters should employ a 20/20/60 recruiting strategy. The idea is to only spend 20% of their time posting jobs, 20% looking for resumes and 60% networking. This allows you to find the best people available, not just the best people who are applying to your job postings.

Despite the ‘war for talent’ you can attract top sales performers to your company by implementing well-defined strategies with the right partner to position your organisation with a competitive advantage to achieve great potential in people and sales.