One of the greatest causes of market uncertainty, not just in sales but across all industries, is Brexit. This uncertainty can mean that top talent is reluctant to make a move and therefore restricts the talent pool. So, what does this mean for employers looking for talent and how can the challenges be worked around?The negative effects on businessThe main effect that uncertainty has on clients is the cost of delaying processes. Within sales, which is a relationship based role, lack of resource can cause a huge cost to the business; not just financially but with a potential break down of relationships through lack of communication.Secondly, someone will have to pick up another employee’s workload. This can add stress to that individual and this will put the company’s growth and strategy on hold. Furthermore, businesses can lose faith in hiring externally, which in turn creates the same effect on the business as the cost of delaying the process. I try to remind my clients that salespeople are so much more than a head within a business and these are the people who will be growing the business and generating revenue well in excess of their salaries. Don’t compromise with quality over the cost of hiring a good salesperson.There are a few key explanations for candidate uncertainty within the market as it stands. The uncertainty around Brexit is playing a huge part in making people reluctant to leave jobs. I reassure my candidates that if a business is looking to hire, and is paying us for the cost of our services to do so, then a strong business plan will be in place to support the justification of adding to the team. I also believe that successful salespeople are often looked after within the business. This, naturally, makes them reluctant to look elsewhere. Is the grass greener? There’s only one way to find out and informal conversations are always worthwhile to make sure there isn’t anything else in the market that is better suited to individual long-term goals.Why sales professionals are looking for new rolesNaturally, sales professionals are motivated by money. However, money isn’t the only reason salespeople are looking for new roles. Due to the progressive nature of sales; flexibility and location of opportunity are the new driving factors for professionals coming to us for support in their next challenge. All sales roles are demanding in their own way, so being able to juggle their personal life alongside progression and ambitions is very important to the majority of candidates. How to attract the top talentIf a talented sales professional is looking for a new role, you will need to prove to them that your organisation is the one they should join. However, in order to do this, businesses need to be prepared to be flexible. The days of the sales market being flooded with good professionals are gone, we now work within a (good) candidate short market where we need to be advising our clients that the way we can work with them is by providing a realistic expectation of what is in the market for their requirements. When working with large businesses this tends to be around the ingrained processes and procedures. For example, set working hours, lack of flexible working and specific company bandings or grades – this will constantly need to be adapted in order to make sure they are securing the strongest professional in the market. Within the SME market, the attraction needs to come from the opportunity the business is able to provide long term, with specific business ambition. Outlining your five to 10-year business plan, progression strategy and on-target earning are all factors that I advise clients within the SME market to showcase when looking to recruit, as these are the most common questions and concerns clients come to me with.How to retain top talentIf you know you already have a top sales team, think about ensuring that your staff feel secure in their roles. Personally, I believe that sales professionals need a level of confidence within their own capability to hit their professional goals and targets set. Doing that will, in turn, secure business growth, healthy earnings, job satisfaction and security within the role. Alongside this, make sure that praise and feedback are given where needed; whether this is in a monetary form or constructive feedback. Salespeople are generally motivated by one of two things, money or recognition. If you are looking to hire talented procurement professionals into your team, why not call your local Michael Page office to discuss how we can help with your recruitment process? Alternatively, submit a job spec and one of our consultants will be in touch. Charlotte VennerSenior Consultant, Michael Page Sales T: +441212309469E: charlottevenner@michaelpage.comSalesLinksAbout usInterim and contractsSalary comparison toolContact usInsight and adviceLinksWhy should you develop the talent in your sales team?What does a great sales CV look likeWhy should you use a recruiter in your job search?What are the effects of candidate uncertainty in the market?How to identify a top sales candidateDo you value your employees as much as you should?A flexible sales team: why you need dynamic working optionsWhy should you use a recruiter in your job search?Successfully prepare and pitch your sales solutionThe science of sales part 3 – ForecastingThe science of sales part 2 – Selling valueThe science of sales part 1 – Intelligence based prospectingInterview with Francois Stoop, vice president of sales Europe at First Sight In…Interim commercial managers bring positive changeSales recruitment: key skills to identify when hiring top talentPrinciples of persuasionManaging clientsSales networkingSales interview guideSelling in a slow marketEffective sales recruitment: the key behaviours of a top sales managerThe sixty seconds sales seriesSeven insightful interview questions to ask a sales candidateSales recruitment and employee ‘buy back’
