Have you ever gone on a date without combing your hair, taking a shower or wearing clean clothes? You probably wouldn’t expect to be asked on a second date, yet many companies court sales hires as if appearances don’t matter. Top performing sales people are very picky about which employers they will work for, because incomes and careers are at stake.
Here is a quick test to determine whether your company is ready to attract top sales performers (score one point for each “yes” answer):
1. Does the company have a recognized brand? (people are naturally attracted to household names)
2. Does the company have a track record of success? (subtract one if your company is a start-up and there is minimal proof of demand for what you sell – this equates to risk)
3. Does the company have a market leadership position? (sales talent is naturally attracted to the market leaders as it often makes selling easier)
4. Are a high percentage of the reps making quota? (subtract one if there are no other reps on the team – this equates to risk)
5. Is there a strong value proposition for the offering? (top sales people like to know why customers will want plenty of the product or service)
6. Does the website/office/staff project a professional image and does the public image look strong? (top talent will dismiss an employer that doesn’t create a great impression for customers)
7. Is the sales and company leadership credible and charismatic? (top talent will choose to work for people they respect)
8. Is the compensation plan at or above market? (top talent can choose to work for the highest bidder)
9. Does the company fund a benefits program? (a signal that the company invests in staff)
10. Is the company well known as a great place to work? (positive buzz helps attract talent)
Scoring – If your company scores 10, your company will have no problem attracting top sales talent. If you score 7-9, then there are ways you can enhance your ability to hire top performers. If you are at 6 or below, you may have trouble hiring the best talent in your sector and your work is cut out for you. The upside is that improving in any of these areas will have a positive impact on your hiring success.
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Eliot Burdett
Eliot received his B. Comm. from Carleton University and has been honored as a Top 40 Under 40 Award winner.
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
- How To Make Progress On Your Sales Goal Without A Sales Leader – September 15, 2021
- Augment Your Recruiting Strategy During “The Great Resignation” – July 26, 2021
