… and how to keep them?
These questions lie at the heart of the issues facing businesses seeking to create or reinforce their sales teams.
Sales are the lungs of a business; the number one ingredient for survival and development. The damage caused by a mistake when hiring a sales person can be twofold: first, because it involves costs for which there will be zero return, and second because of the revenue shortfall that inevitably entails.
Making the right appointment is not enough as sales positions suffer from very high turnover rates. It is vital to know how to keep sales people loyal if they are not to leave the company before it manages to earn back on the money invested in training them.
Certain truths are worth repeating: a successful appointment requires a good match between candidate profiles and business needs. For the recruitment specialist, this demands real insight into the client company’s business sector, its special features and the way that it operates, as well as being capable of examining the candidate’s track record in order to accurately judge her or his ability to fit in.
Our expertise in sales functions (recruitment, training, assessment) gained since 1987, and our in-depth knowledge of every aspect of the sales profession enable us to make highly accurate judgements about the suitability and merit of candidates.
During a recruitment process we attach special importance to the following two elements:
The first few months after hiring a candidate is a particularly sensitive time. The newly hired person who fails to fit in may decide to leave, completely undermining the efforts made during the recruitment process.
That’s why DL Partners offer monthly post-hire check-ups, talking to newly hired candidates and sharing views with the person that they work under. This helps to iron out misunderstandings and fend off crises; it’s a very efficient way to maximising the chances of a successful recruitment.
