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
Every CEO would smile ear to ear if they could grow their business faster than the industry. A well designed go-to-market strategy is imperative to achieving this level of growth and it requires more than sales, operational and/or recruiting experience. Consistently beating the industry requires management acumen and marketing expertise. In fact, organizations with little or no management and marketing experience are prone to commit mistakes when designing their go-to-market strategy. In some cases they flat out neglect this step altogether.
Understanding the difference between sales process and sales methodology can be confusing as they often get mixed up. In order to maximize the effectiveness of your sales team it is important that you not only understand the difference between the two, but how each improve sales performance in different ways.
Learn our proven 7 step methodology for turning cold calls into hot leads.
In the world of sales and technology, there always seems to be “the next big thing” hitting the market. And like most shiny new objects, sales people are drawn to them. As new technologies are brought to market IT staffing firms are tempted to buy the latest and greatest in order to “keep their competitive edge.” But from my experience most fail to deliver on their expected ROI. Is it the technology or is it the user and their lack of strategy to drive and sustain user adoption? You might say a little of both. To avoid falling victim to the next “big thing” and ensure your technology investment makes a real impact, here are three tips to maximize your technology investments along with insights on how best to implement them.
Top performers are top performers for many reasons; they possess self-confidence and a high business acumen IQ, they ask lots of really good questions and they're not afraid of rejection or to ask the tough questions. Most IT staffing firms of course are always on the prowl to hire these folks. But even if your team is loaded with world class talent your sales strategy and management philosophy and/or lack thereof still doesn't guarantee success. Just look at the 2007 New England Patriots or the 2016 Golden State Warriors. Those teams were loaded with talent and still came up short. I have worked with dozens of IT staffing firms loaded with sales talent that have struggled to grow. Why? Here are the six common mistakes holding back sales growth.
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?
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.
IT Staffing sales professionals commonly run into this objection when calling on new prospects. As soon as the buyer realizes the nature of the phone call he or she says something along the lines of, "We have an approved vendors list. We're all set." What is the best way to reply to this objection? The first thing sales people need to understand is that this objection first and foremost is designed to end the conversation. It's a conversation stopper! The prospect just wants to get you off the off phone. So you're going to have hang in there and keep the prospect engaged. More on this in a minute.