In most companies the default method for recruiting people is through emergencies.
Someone quits, a sales territory is left unfilled, clients are neglected.
This is because of how we’re wired. Nobody’s really looking to be proactive with hiring (or firing) unless there’s a compelling reason for it.
For example …
When was the last time you were thinking, “I wonder when my #1 top performing sales person will leave us for a competitor?”
Probably never… until they do.
What about your B players? Let me guess, since most are hitting quota and making money, they have no reason to walk, right?
Or, how about your C players? These folks will never leave, although some definitely should!
But you’re just not sure who’s worth saving…
Do they need training, or is it their attitude?
So, you pontificate and procrastinate about letting them go. Meantime, they stunt your business’s growth.
Sales leaders are for the most part, the same. We’re not thinking about taking preemptive action to prevent our A and B players from getting bored and leaving us, or by just ‘eating that frog’ and removing C players now.
I’m willing to bet the only time most sales VPs even interview a sales rep is when they’ve got a req to be filled. Even knowing full well that several of their reps will be moving to ‘greener pastures’ in 12 months or less.
But the ironic thing is, when you compare recruiting to business development…
Every sales leader is preaching to their sales reps to build ‘pipeline.’
But here’s the thing…
As a sales leader knowing that 20% of your time should be spent scouting your next sales exec, shouldn’t you be building a ‘salespeople pipe’ instead of waiting for an emergency?
When you shift your mindset from being an emergency service and having to rely on outsiders to help you hire the best people….
When you start ‘people prepping’ before you need them so you can find the right sales folks long before you need one…
Then, picking people isn’t like dropping your hiring budget into slot machine any more.
Because then it doesn’t really matter if you have a well known employer brand, because you’re recruiting way upstream from the big boys.
Because you’re the one the stoic sales people already know, like and trust.