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Hiring Trends After the Recession of 2009

Guest post by: Drew Stevens Ph.D.

Article Overview: he recession providing an opportunity to purge those with little sales talent. Essentially the economic doldrums separated the professionals from the wannabes. More importantly, as production increases organizations need to find more professionals. Competition will increase thereby creating exceedingly tight labor pool.

Hiring Trends After the Recession of 2009

@font-face { font-family: "ＭＳ 明朝"; }@font-face { font-family: "Cambria Math"; }@font-face { font-family: "Cambria"; }p.MsoNormal, li.MsoNormal, div.MsoNormal { margin: 0in 0in 0.0001pt; font-size: 12pt; font-family: Cambria; }.MsoChpDefault { font-size: 10pt; font-family: Cambria; }div.WordSection1 { page: WordSection1; } I was recently with Rick and he mentioned to me the difficulty and winding good selling professionals. Rick is been a sales manager for 35 years and during that time he has stated that he continually hires trouble. Poor hires seem to always slow down productivity and form a downhill slide into mediocrity for everyone around him or her. Poor hires only placate morale and productivity. Where the team might actually meet expectations bad performers will diminish performance.

The problem that I find especially in today's competitive environment is finding the right individuals for organization. This is especially true in a post recessionary world. As the economy continues to pick up steam there is enormous pressure to recruit and hire the best selling professionals possible. However, there is a great concern over the ability to find the proper personnel with the right experience and talent. The recession providing an opportunity to purge those with little sales talent. Essentially the economic doldrums separated the professionals from the wannabes. More importantly, as production increases organizations need to find more professionals. Competition will increase thereby creating exceedingly tight labor pool.

So what might a hiring sales manager today look for?

No matter what it is a job of the sales manager to always be seeking the proper talent for the organization? There've been too many times in the past where organizations have hired for behavior and not talent. Talent are those sets of innate skills that people possess. Such skills include relationship building, lead generation and the abilities of poise and professionalism. Sales managers that higher for behavior seemingly fall short of expectations. The problem is that these individuals require too much support, do not invest in self-mastery and weigh heavily on organizational costs. As Jim Collins said in his number-one selling book "Good to Great", it is essential to have the right people on the bus. Hiring for anything less than talent does not provide the performance expectations required of most organizations.

Second, sales managers must begin an active recruitment process. This means that even if your staff is at full capacity, is essential to budget three or four more people. This way if you do find an outstanding candidate you can hire them immediately without special dispensation from senior executives. For over 25 years I have always required sales managers to utilize the ABC method of higher - Always Be looking for Candidates. Unfortunately too many organizations and their sales managers are very reactive when it comes to hiring. Why wait when the right one comes along?

Third, one of the largest issues for any sales manager as compensating individuals appropriately. The fact is that in a competitive situation such as now, organizations must have a proper competitive matrix to hire right. It is wise to look at the competitive marketplace and invest wisely in your compensation plan so that good candidates do not transition to competitors.

Fourth, perhaps one of the most missed opportunities during recruitment is seeking individuals with proper flair. Refrain from only looking at resumes that get people in the door. Look very keenly at the manner in which sales candidates have approached you as a sales manager. Would they do the same in trying to achieve prospective clients? Look for the creativity and the competitiveness with individuals.

Finally, in order to find the right sales talent similar to marketing and other business development endeavors organizations must be visible. This includes utilizing the numerous distribution channels necessary that keep you informed of clients, strategic alliances and vendors. Similar to the way that you announce products and services sales managers should announce a commitment to finding the right talent for the organization. Do not be best for if you want the best talent you must use all competitive resources possible to obtain them.

One final note here and it goes back to my conversation with Rick. Ensure that you’re not hiring future problems. Years before the recession organizations hired quickly because they were forced into productivity. However as we've stated the wrong people whom chosen. Commitment and time or the resources necessary to recruiting proper individuals. Do not rush to achieve finding the most valuable resource for your organization.

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Article Tags: employement, hiring trends, recession



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