In Part 1
of this blog series, we covered troubling resignation reports
, pent-up employees
, avoiding box pushers
and implementing “stay interviews
In Part 2, we continue the conversation with a focus on attracting and maintaining a thriving, top-notch tech sales team. Here are more tips from the experts.
First, attracting talent …
Good people know good people
If birds of a feather flock together, so do elite employees. More importantly, good salespeople can discern good salespeople from bad. No matter how much your HR team knows about identifying viable candidates in general, your top salespeople often know even better when it comes to understanding the complexity of tech sales.
Nearly everyone you know can help you
Hiring managers are encouraged to always
be recruiting. Nearly every professional you know is either a candidate or knows someone who’s a candidate. Social media—whether it be your personal or professional account—is your best tool for getting the word out quickly. The 5 minutes you take to post can result in that sales unicorn from your Aunt Edna’s unexpected referral. Think of it as 6 degrees of talent.
Promote your love for your job
Speaking of your almighty social networks … you know those enthusiastic posts from friends who are surrounded by coworkers at happy hour? Your pal is gushing about her work-hard-play-hard team and everyone seems happy (well, it is
happy hour). This often gets the talented-but-jaded candidate thinking—hey, I want that. Share what you love about your job in person, online and anywhere people will listen. In the same vein, recruiters and hiring managers can build “talk tracks” into their efforts to find talent. Identify what’s great about the company, team or industry—and spread the good news. It’s contagious.
Next, keeping talent …
Think retention before their first day with you
It’s tempting to breathe a sigh of relief when your hotshot sales candidate accepts your job offer. But their exit clock at your company starts ticking the day they resign from their previous gig. Want that clock to tick for a long time? Before they even start, prioritize the welcome wagon for your new hire. Map out their parking area, workspace location and even the dress code. Make sure lunch with the team is set up on their first or second day. Send a gift basket (or even just a card if budget is an issue).
Speaking of their first day …
Set. Up. Everything. Make onboarding easy. Have someone greet them and guide them to their workspace. Give them a welcome kit. Give them a computer that actually works. Assign them a team buddy. Oh yeah, and don’t forget that team lunch.
Too busy? Don’t think it’s worth your time? The hiring managers who roll their eyes at this upfront investment of time are the same who have the most retention issues. And seeking new employees is a much bigger investment of time and money.
Ask, fix, ask again
Extreme extroverts speak up when there’s a problem. The rest of the world often keeps quiet to avoid conflict or complaining. In fact, many employees are more comfortable leaving than trying to fix a solvable problem. (Example, a shift in managers can work wonders.) Consistently nurture your employees with a combination of formal surveys and casual “how are things?” Make feedback safe for them. Make companywide surveys anonymous so you get the truth.
As mentioned in Part 1 of this series
, conduct “stay interviews” to truly remain in tune with your talent.
Ready to talk tech sales help, annuities or general financing? Ingram Micro’s financial solutions team can help you win with your clients.