The pool of top sales professionals who want to join a company that doesn’t look “high performance” is about as small as the market for buggy whips. Small. When it comes to hiring, the better your company looks, the more interest it will attract from job seekers, which means you have to go beyond the standard stuff (great product, competitive compensation and a comprehensive benefits package) to stand out above other potential employers.
If you want to attract the best and the brightest sales people to your company, you will need to have a compelling Hiring Value Proposition and it should include some or all of the following:
1. Reps at Target – Top sales reps are used to making significant commissions and won’t be fooled by commission plans that are only spectacular on paper. They will want proof so you will need to demonstrate typical sales volumes, how the commission plan works, what they will make in their first few years the percentage of the sales force that is at target.
2. Join A Great Team – A players like to work with other A players, so talk up the pedigree and achievements of the leadership and people already on the team. Talk about how they were carefully selected because they have the right stuff and you have a winning culture. Let the candidate speak to your staff to hear first-hand about why your company is a great place to work.
3. Set up To Succeed – Top sales professionals know they can’t do it alone. Show them how you will help them be successful through marketing programs, sales support resources, selling tools, and training. Show the candidate you have happy customers and a large base of potential clients they can pursue.
4. Battle Cry – companies are often hiring to react to some mandate such as improving numbers or opening new markets. Rather than simply talking about the “corporate mission” get top performers excited by telling the story within the story.
5. Non-Financial Rewards – Money is high on the list of goals for a top performing sales rep, but at a certain point, other factors become equally important. What are the other benefits of working for your company? Time off to pursue personal projects, flex hours, recognition programs, team-building trips. Get creative.
6. Opportunities for Advancement – Top sales pro’s always have a long term plan, so talk about how experience with your company will enhance a person’s career and highlight any opportunities for mentoring and promotions.
When dealing with high performers, it won’t pay well to beat around the bush as they tend to decide quickly whether they are interested or not in your company or not. As Robert H. Schuller once said “High achievers spot rich opportunities swiftly, make big decisions quickly and move into action immediately”. Don’t hold anything back or make assumptions about what they know.
Good luck!
If you want to attract the best and the brightest sales people to your company, you will need to have a compelling Hiring Value Proposition and it should include some or all of the following:
1. Reps at Target – Top sales reps are used to making significant commissions and won’t be fooled by commission plans that are only spectacular on paper. They will want proof so you will need to demonstrate typical sales volumes, how the commission plan works, what they will make in their first few years the percentage of the sales force that is at target.
2. Join A Great Team – A players like to work with other A players, so talk up the pedigree and achievements of the leadership and people already on the team. Talk about how they were carefully selected because they have the right stuff and you have a winning culture. Let the candidate speak to your staff to hear first-hand about why your company is a great place to work.
3. Set up To Succeed – Top sales professionals know they can’t do it alone. Show them how you will help them be successful through marketing programs, sales support resources, selling tools, and training. Show the candidate you have happy customers and a large base of potential clients they can pursue.
4. Battle Cry – companies are often hiring to react to some mandate such as improving numbers or opening new markets. Rather than simply talking about the “corporate mission” get top performers excited by telling the story within the story.
5. Non-Financial Rewards – Money is high on the list of goals for a top performing sales rep, but at a certain point, other factors become equally important. What are the other benefits of working for your company? Time off to pursue personal projects, flex hours, recognition programs, team-building trips. Get creative.
6. Opportunities for Advancement – Top sales pro’s always have a long term plan, so talk about how experience with your company will enhance a person’s career and highlight any opportunities for mentoring and promotions.
When dealing with high performers, it won’t pay well to beat around the bush as they tend to decide quickly whether they are interested or not in your company or not. As Robert H. Schuller once said “High achievers spot rich opportunities swiftly, make big decisions quickly and move into action immediately”. Don’t hold anything back or make assumptions about what they know.
Good luck!
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Eliot Burdett
He co-authored Sales Recruiting 2.0, How to Find Top Performing Sales People, Fast and provides regular insights on sales team management and hiring on the Peak Sales Recruiting Blog.
Latest posts by Eliot Burdett (see all)
- 20 Of Our Favorite Books About Sales Management and Sales Leadership – October 20, 2023
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- Augment Your Recruiting Strategy During “The Great Resignation” – July 26, 2021
