Having the right sales people on your team can make all the difference, particularly when it comes to hitting those sales targets. Research shows that only 24% of salespeople exceed their yearly quotas, which means those who do achieve target are absolutely invaluable to the industry.
If you’re looking to build a high-performing sales team with professionals who are committed to driving success for your business, you need a strategic approach to attracting and recruiting exceptional candidates. Here’s how to secure the sales talent your organisation needs to thrive.
Define the real job
Around 73% of jobseekers are passive candidates, with the best salespeople often already employed elsewhere. To attract this talent, you must offer something compelling enough to lure them away from their current roles. When creating job descriptions, clearly communicate why top sales professionals should join your company, highlighting career development opportunities, competitive remuneration packages and attractive benefits such as flexible working. Remember, you’re not just filling a position – you’re offering a career opportunity.
Understand that assessment goes both ways
Most sales interviews test a candidate’s abilities, but savvy hiring managers know it’s also their chance to sell the company. It important to remember that top candidates are evaluating you too, weighing up whether your organisation offers the right environment for their success. Always come prepared with knowledge of each candidate’s background and potential contributions to your team. Do your research and present yourself professionally – just as you expect candidates to do.
Define the job as a career move
Career development ranks as a key motivator, with 49% of professionals prioritising progression opportunities when choosing and employer. Top sales candidates constantly seek advancement, so highlight how your roles offer clear pathways for growth. You’ll attract the best talent by presenting the right career move, not just competitive pay. Consider offering candidates tangible advancement opportunities such as new territories, management responsibilities or greater autonomy as stepping stones in their career journey.
Use onboarding to clarify expectations
Once you’ve made that crucial hire, onboarding is vital to establish a positive impression and clear expectations from day one. Ensure the job description and objectives given to your new salesperson align perfectly with how they were assessed and why they accepted your offer. If you promised remote working with monthly KPIs, don’t suddenly introduce office-based requirements and weekly targets. This consistency builds trust and sets the foundations for a successful working relationship. Ensure all onboarding documentation and team members are aligned to deliver one consistent message.
Manage performance and employee development
When hiring new salespeople, focus on the long-term goal: securing top performers who excel in their role and remain satisfied with both your company and their career trajectory. This commitment to development should be clearly articulated during the interview stage, giving candidates insight into how your organisation invests in its people. For ambitious candidates eager to develop, nurture this potential after hiring through structured development plans. Provide regular training sessions and ensure they feel supported in achieving not just their sales targets, but also their personal development goals and career aspirations. This investment in their growth demonstrates your commitment to their success.
Evaluate personality, not just skills and experience
Cultural fit is critical when selecting sales candidates, requiring thorough evaluation of personality alongside skills and experience. With only 38% of employees strongly feeling their employers care about them as individuals, combat disengagement by demonstrating genuine interest in your sales team members as people. Look for diverse personalities to connect with varied customers and bring fresh perspectives to your team. There’s no perfect sales profile, so be willing to consider candidates outside your organisation’s typical mould who might bring unexpected value.
Let BMS Performance help you
At BMS, we understand the challenges of finding elite sales talent in today’s competitive market. Which is why our specialised recruitment consultants bring decades of combined experience in sales recruitment across multiple industries, giving us unique insight into what makes a truly exceptional sales professional. We don’t just match CVs to job descriptions – we take the time to understand your company culture, sales environment and long-term objectives to find candidates who will thrive in your organisation. If you’re ready to transform your sales recruitment strategy, contact us today!
