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MANAGEMENT


How to Retain Sales Talent While Helping Them Grow


HILMON SOREY


TALENT Your talent strategy must be rock solid to build a team that consistently achieves its goals. A company’s talent acquisition strategy is the foundation for building a successful team. Resist the desire to over-engineer onboard- ing programs if your talent acquisition strategy is not consistently delivering top candidates – who are the right candidates for the open role within your organization, not just the best possible candidate available (who everyone else is likely also recruiting). Building a winning sales team re-


quires identifying the specific compe- tencies your salespeople need to excel. A candidate doesn’t need to possess every competency when hired, since you should have a training program in place to help fill the gap between where the person is today and where he or she needs to be to consistently perform at the desired level. To become crystal clear on the competencies needed for your sellers: • Understand the type, quantity, and quality of activity required for salespeople to be successful in your organization.


• Outline the skills required for a new hire to be successful. Understand which of these skills must have already been acquired, and which you are capable of developing.


• When hunting for candidates, identify the ideal type of experi- ence for your specific role (includ- ing companies they might have worked at before), and leverage the existing employees, vendors, and your network for referrals or introductions.


Building and retaining a strong sales team is fun- damental for revenue growth. Since attraction, retention, and growth are keys to consistently high- performing teams, we developed the easy-to-fol- low T.E.A.M. (Talent, Engage, Accelerate, Mastery) framework to drive your team’s growth strategy.


16 | SEPTEMBER/OCTOBER 2021 SELLING POWER © 2021 SELLING POWER. CALL 1-800-752-7355 FOR REPRINT PERMISSION.


• Utilize structured interviews to create an apples-to-apples comparison between candidates, and ensure you eliminate bias and narrow focus on the right person for your role.


• Use rubrics to standardize scor- ing across candidates. Create a scoring rubric for each role that best reflects your ideal candi- date profile.


• Sales skills assessments should be


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