The Center for Sales Strategy Blog

In today’s competitive job market, organizations are constantly looking for ways to find and secure top talent. Building a strong talent pool is the foundation of any successful company, and doubling that pool can be a game-changer for your organization.

With employers finding it difficult to fill positions, it’s even more important to have a talent bench to turn to when you have an open position. According to a Monster global report, 9 out of 10 employers are struggling to fill jobs.

When you adapt and expand your recruitment efforts, you will be ready for future openings and make smarter selection decisions.

The role you play as a leader in the retention of your salespeople has a huge impact on your business. The more you develop yourself as a leader, the greater influence you have on keeping the team you built in place.

This is important because when your salespeople stay, your organization has the ability to retain customers and maintain a loyal customer base, which leads to your success.

When you have effective leadership practices in place, you can create an environment that fosters a positive work environment, building strong relationships and helping to develop a customer-minded approach. With this attitude, your people will be more willing to stay and give their best every day.

Are you frustrated with the challenges of finding top talent for your organization?

If so, you’re not alone. According to a ManpowerGroup survey, talent shortages are at a ten-year high, with 69% of employers struggling to fill positions.

In today’s competitive job market, recruiting and hiring superstar salespeople is no easy feat, but getting creative and spending time on recruitment each week could help you build a strong talent bank of potential candidates for the future.

Top sales people work with their clients to drive organizational success. Sales Leaders should do the same with their top sellers. Treat them like you would a top/Key account, and they will want to thrive in your organization for many years to come.

Sales leaders play a pivotal role in driving success. Not only are they responsible for meeting revenue targets, but they are also charged with the task of managing, developing, and retaining top sales talent.

If we think about the metaphor of flying a plane, we can all agree that there are some major headwinds tossing and shaking the plane around at the altitude of business right now. And yet, as Peter Drucker said, “The greatest danger in times of turbulence is not the turbulence; it is acting with yesterday’s logic.”

Often the best solution in severe turbulence is not to ground the plane or fly around in repetitive circles but instead shift the course to rise above it.

The word for 'crisis' in Japanese, 危機 (Kiki) is written with the words 'danger' and 'opportunity,' meaning that a crisis can be seen as a dangerous time but equally as a time for opportunity.

And this is certainly an unprecedented and historical time of opportunity for innovating, trying new things, thinking outside the box, and driving the growth of your organization.

Sales management is tough. On top of the economic uncertainties and dynamic changes in the market they need to deal with, sales leaders must also grapple with people issues like employee turnover, waning engagement, and time pressures that get in the way of onboarding, training, and coaching.

When sales leaders are especially time-starved and overwhelmed, I often share something I once heard Naval Ravikant (investor and entrepreneur) say that stayed with me. He said, “Don’t let the complexity of the world distract you from the simplicity of your goals.”

When managers focus on their goals and the strategies designed to achieve them, it can clear away the clutter in a powerful way!

Talk with any manager or leader, regardless of their company, industry, or size, and without a doubt, you will find one thing they all have in common – the struggle to find great talent. Building, and maintaining, a talent bank is not for the faint of heart.

Now imagine the added stress that occurs when you’ve made a heroic effort to build a great talent bank, and it runs dry.

One of your most important jobs as a leader is to mentor and coach, but it can be one of the most difficult parts of your job if you have an underperforming seller on your team. It’s easy to think things like “they’re not working hard enough,” “they aren’t motivated,” or maybe even “it’s time to throw in the towel.”

Before you take drastic measures and place the blame on your underperformer, here are five questions to ask yourself.

Have you ever met a kid and know what kind of career they were made for?

I bet the answer is YES if you really think about it.

The economic shifts we’re experiencing have reshaped the job market, making recruitment more challenging than ever. While some industries are tightening their budgets, the demand for high-performing talent remains fierce—and the best candidates have more choices than ever before.

Even companies that have historically received a steady flow of job applications may now struggle to attract top talent. To stay ahead, organizations must go beyond traditional hiring methods and refine their approach to recruitment. Here are five strategies to help you attract and secure top-tier talent in today’s environment.