IT Staffing Sales Effectiveness
Sales best practices for improving sales win rates, shortening the sales cycle and increasing overall quota attainment. Sales strategies to make revenue growth repeatable, and scalable
What does it mean to be an effective sales leader in today's ultra-competitive staffing industry with a constantly evolving talent workforce? By 2025, experts predict that millennials will make up 75 percent of the global workforce. For staffing sales leaders, this means the next generation of recruiting and sales professionals is on the rise which requires a new approach to sales leadership. The "old school" way of managing sales professionals no longer works. To effectively lead the next generation of sales professionals staffing leaders will need to evolve. What does that mean and how does that translate into the day to day operations? Here are 4 examples of how "new school" sales leaders lead their sales teams.
As a staffing leader or business owner you know there are plenty of metrics and KPI’s that you need to be tracking to measure the health and future success of the business. But what metrics are you tracking and measuring to ensure you’re increasing company value?
Learn our proven 7 step methodology for turning cold calls into hot leads.
Each year sales leaders are faced with the agonizing task of creating fair but challenging sales quotas. As a sales leader or business owner, the single task of establishing sales quotas arguably wields the biggest influence on the future success and growth of your company. The question is, how high should you set your sales quota? Aim too high and it could lead to disengaged and demotivated employees, aim to low and you miss growth opportunity, overpay for performance and fail to properly challenge and channel your sales force. You want your reps to hit their quota but you also want to challenge them.
One of the many management challenges IT staffing owners face is figuring out how to compensate sales people effectively. We all know that we need to have a sales incentive compensation plan that motivates the salesforce to acquire new accounts and cross-sell within existing accounts, but how do you balance the two? Or, what if your goal is really to improve the bottom line, should your incentive plan be completely different altogether?
As the owner and CEO of a rapidly growing IT staffing firmyou have many hats to wear but the core focus should always be on scaling the business for long-term sustainable growth. That includes hiring a sales leader who can scale the sales organization. One of your tasks is coming up with the right compensation plan for your sales leader.
A best in class sales process will help you win more deals. It will also help you win bigger deals faster and more frequently. One key to an effective sales process is designing it in such a way that is keeps sales reps in sync with the buyer throughout the buyer journey including their purchasing process. Not only does this ensure sales reps keep the buyer's needs front and center across all touch points of the sales cycle but this is also what enables sales people to create a memorable and valuable customer experience. These elements tied together drive adoption of your sales process. After all, your reps will quickly know whether or not your sales process is grounded in reality or if it is nothing more than marketing jargon simply relying on a numbers game.
Think about how much time and energy you invest in reviewing sales metrics, sales pipeline reports, analyzing and updating your job board (assuming you have one in your office) and looking over sales forecasts in your CRM or ATS. Now also think about how much time and effort you put into preparing for and participating in sales meetings, and one-on-one meetings with your sales reps where you're trying to help them get those "late stage deals" back on track and closed. If you’re like most sales leaders than the answer is a LOT! For most sales leaders and IT staffing owners, the sales pipeline is the key driver for how the business is managed. The sales pipeline including the sales forecast guides many of the tactical and strategic business decisions from when, why and how to hire new sales reps and recruiters to making technology investments and expanding the footprint of the business. Your sales pipeline is your lifeblood!
Selling IT staffing and professional services has evolved into a complex sales process. Not only are buyers more educated than ever but more stakeholders are involved in the decision making process. According to a study by the Corporate Executive Board, on average, 5.4 people are now involved in today’s B2B purchasing decisions. Differences in opinion, goals and personal agendas not to mention selling to different buyer personas make it increasingly difficult to reach consensus.
Most staffing leaders would agree that leading change and driving adoption of new skills, systems, processes and methodologies is challenging. Despite the challenges however, these same leaders also know that when done correctly the return on investment from improved sales performance can be significant.
For many IT staffing firms, the annual sales kickoff meeting is the only event where the entire sales team gets together during the year. It’s an awesome opportunity and a fun opportunity to get the year off on the right foot, but it is also a big investment beyond the upfront costs associated with travel expenses, space, entertainment, selecting a keynote speaker, dinning and lodging. The biggest cost is opportunity costs, taking sales reps out of the field (and off the phones) to attend the event. According to SAVO, the average sales kickoff meeting costs $2,000.00 per sales rep.