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
More and more IT staffing firms are renewing their focus on sales improvement initiatives. When IT staffing organizations invest in sales training and enroll their salespeople, they’re eager to know how their investment is paying off. However, these initiatives leave little time for the most critical step: measurement. Even the best sales training initiatives fail without proper measurement and monitoring.
IT staffing firms depend on their sales team to grow revenue and maintain gross profit margins. To support them in this responsibility, they invest in IT staffing sales training to ensure their people have the knowledge and skills to win. However, most organizations are far less effective at sustaining the impact of sales training then they are with delivering the training. For that reason, leaders need to develop a sales training user adoption plan to protect their training investment and ensure they see lasting results.
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As a sales leader, your primary responsibility is ensuring your salespeople possess the skills and knowledge to meet and exceed sales quota. After all, either your sales reps make their number or they don't. Providing your sales team with sales training is key to not only meeting and exceeding sales quota but retaining talent. In an effort to help guide you in calculating your sales training budget, this blog post focuses on sharing with you how market leaders allocate sales training budgets.
According the 2017 State of the Industry report from the Association for Talent Development, organizations invest on average $1,273 per employee for training, learning and development. Organizations smaller in size spend more per employee and larger organizations spend less per employee but smaller organizations have a much smaller training budget than larger organizations.
Developing, delivering and maintaining an IT staffing sales training program requires strategic planning and capital in the form of sales methodology expertise, instructional design knowledge and technology. Because your sales onboarding and sales training program plays such a key role in the growth of your organization, knowing if and when to outsource the development and/or management of your sales training to a strategic sales training partner or develop it in house is not an easy decision and shouldn't be take lightly. If you and your staffing staffing firm are debating "build vs. buy," consider these ten questions. IT Staffing Sales Training, Build or Buy (Outsource it), 10 Questions to Consider What is your sales training strategy, instructor-led classroom training or online sales training? If you decide you want to incorporate online sales training than the next question is, do you have a cloud based learning management system? If not, you can learn how to identify and select a learning management system that is right for you. Do you have a full time sales enablement manager or the ability to hire a full time sales enablement manager? Regardless of who is responsible for sales training in your organization, you will need to consider the following questions. Is there someone in your organization who possess the skill, knowledge and expertise to script word-by-word your IT sales training material? This includes scripting objection rebuttals, messaging for how to open a sales meeting, messaging for executing a cold call, messaging for pitching a candidate and creating sales training exercises such as role play scenarios? Assuming the answer to the previous question is yes, does this person also have the time to create the training materials? Is the person responsible for sales training in your organization able and willing to model the desired sales behaviors for all to follow by recording themselves in front a video camera demonstrating how they handle objections? Demonstrating their cold call message? Demonstrating their voice mail message? Demonstrating how they pitch a candidate? If not, is there another person who is? Does the person creating your sales training material truly understand who your ideal buyer personas are and what is important to them? Do they understand them well enough to teach your sales team? Does the person creating your sales training material understand how to design content that aligns with each stage of your sales and recruiting process including the buyers journey? Does someone in your organization understand change management and user adoption and do they possess real world experience with sustaining change to ensure your training sticks long-term? Do you understand how to create sales training effectiveness metrics and do you have a mechanism for tracking and measuring sales training effectiveness? By answering these questions and taking these key points into consideration the answer to whether or not you should build or outsource your sales training to a strategic partner vs. build internally should become clear. And if you know you want or need to build it internally, your answers to these questions should help you pave the way for steps you need to take to build it. For additional ideas on how to optimize the effectiveness of your sales training program, download our ebook, Five Ways to Drastically Overhaul Your Sales Training Program and Boost ROI.
Sales quotas continue to rise year after year despite the fact that Salesforce.com's State of Sales report found that 57% of all salespeople fail to meet sales quota. To close this gap organizations are investing in sales training, in the form of both online sales training and instructor-led sales training. We've found that very few organizations have a systematic strategy for learning and development including a budget to support their people in helping them meet and exceed quota. My intention with this blog is to share with you the key considerations to account for when establishing your sales training budget. Additionally, I have dug up some data points that demonstrate how high performing sales organizations invest their sales training budget including how much they invest per employee vs. under performing sales organizations.
By far, the most important phone call or conversation that IT staffing sales professionals engage in is the candidate interview feedback call. This is the conversation in which the salesperson speaks with the customer to get their feedback on how the candidate interview went and attempts to close the deal. After all, this is the conversation where “closing” truly does take place. Either the client says “yes” and decides to move forward with your candidate or, they say no, resulting in lost sales.
While prospecting for new business including cold calling, objection handling and running face to face sales meetings get a ton of well deserved attention, executing the candidate submittal call is probably the most pivotal step for IT staffing sales professionals. Just about everywhere I go sales leaders tell me that they need to improve their candidate (client) submittal to interview ratio. So why doesn’t the candidate submittal call garner more attention? Today it does!
What is the definition of a qualified sales opportunity, or in the world of staffing, a qualified job order? There is no universally agreed upon answer. However, a few clarifications are needed because the concept of a qualified job order or sales opportunity impacts how salespeople and recruiters spend their time, your ability to forecast sales and grow your staffing business.
I see two common mistakes with with recruiters and sales reps attempting to skill market candidates to their customers. The first mistake is they fail to understand the difference between selling and pitching. The second mistake is they fail to provide context.