Give a Grad a Go’s experienced sales recruiters have compiled tips and advice to help you hire sales staff as well as retain your hires.
If you choose to recruit sales graduates through us, we can help you through every stage in the recruitment process.
Consider which level you’re hiring
Before searching for sales professionals to hire, are you going to be recruiting Sales Managers or hiring Sales Executives?
This will be important in determining what salary to offer. There are different benefits for each. Hiring a junior with little experience in your industry will mean that you can teach them sales techniques and train them to fit your specific company processes.
On the other hand, if you hire a Sales Rep with experience, you may find that they bring some invaluable sales tips and insight for the rest of the team, without spending as much money and time on training.
Offer a competitive salary
Our first top tip when recruiting sales personnel is to make sure the salary you are offering is competitive. This principle applies whether you’re hiring Business Development Managers, recruiting Account Managers, or trying to hire a Sales Rep.
You really do get what you pay for. Providing a strong base salary will ensure you find the very best talent when recruiting sales professionals or hiring a sales team.
Visit our graduate employment statistics archive to find out what other companies are paying business development graduates.
Solid commission structure
It’s not just about the salary for your sales employee.
Remember to ensure your commission structure is competitive too. A common mistake that sales companies make when looking for sales reps is to oversell what the company can offer in the interview.
Any sales staffing agency will tell you that, if the salary and commission structure isn’t solid, then employee retention may drop.
Targets and incentives
Before you recruit sales staff, make sure that you have good incentives in place to keep your employee’s motivated.
If it’s your first time hiring sales staff, it’s important to think about what realistic targets you can set before you start looking for a sales representative. The candidate is likely to ask you about this in the interview.
Think about what personal and team incentives you can offer, such as ‘Sales Employee of the Month’, or additional monetary bonuses to recognise exceptional hard work.
Learning and development
In a recent survey we conducted on graduates, learning and development ranked first on their list of ‘what is most important in a job’. It scored higher than salary, benefits/perks, and company culture. So, make sure to prioritise this when looking to hire Sales Executives.
Opportunities for progression
Take into consideration both the personal and professional development of employees.
Growth opportunities ranked second in importance for graduates when looking for a job. So, having a clear path for progression will help to attract great talent, particularly if candidates enquire about this at interview stages.
Employee onboarding shouldn’t be an afterthought. Making sure you have a well thought out onboarding procedure will help to retain the graduates you hire.
We care proactively about the onboarding of your new hires, which sets us apart from other sales recruitment agencies in London.
We hope this has given you some insight into how to recruit sales executives.
If you follow these sales recruitment strategies, we are confident you’ll find the perfect candidate for the job.
Get in touch today to recruit sales agents and find out more ways we can help your company grow.