Salesjournal.com sits down with Will Brooks, Executive Vice President and Director of Marketing for The Brooks Group, to discuss how the trends in sales are affecting organizations and how they can leverage sales training and assessments to improve the performance of their sales teams.
This post is Part 5 in a Salesjournal Series on “Making Your Business Attractive to Top Talent.” Part 1 asked “Is Your Business Attractive to Top Talent?”, Part 2 described how to “Market Your Company and Positions to Attract Top Talent”, Part 3 outlined ways to “Cultivate Your Network to Attract Top Talent“, and Part 4 detailed “3 Steps to Attract Top Talent Through Culture”.
The word ‘benefits’ often conjures up the image of 401K plans and insurance coverage. While these benefits are certainly important, often these items are minimum requirements for prospective employees and are not the real decision factors when choosing a new employer. Talented professionals are often attracted to companies that match their personal goals and interests.
As a starting point, what do your current employees find attractive about your company? Is it your company’s values, mission, or work environment? How is your company different from other firms in this respect? If possible, clearly identify unique reasons why people would want to work for you versus another company across town. Write it down. Share it in your job descriptions, in your candidate screening, and in your interviews – make it concrete and real to your applicants.
As President of Naviga, a North American Sales Recruitment agency, I am exposed to many unique companies that want to upgrade the talent in their organizations. When asking the question “Why should someone come to work for your company?”, the response is often about salary or the benefits package. Most candidates make decisions on lots of other factors. A few of the factors that we see affecting employer choice for top performers includes having a shared mission, providing opportunities for growth, and encouraging work-life balance.
This post is Part 4 in a Salesjournal Series on “Making Your Business Attractive to Top Talent.” Part 1 asks “Is Your Business Attractive to Top Talent?”, Part 2 describes how to “Market Your Company and Positions to Attract Top Talent”, Part 3 outlines ways to “Cultivate Your Network to Attract Top Talent“, and Part 5 asks “Want Top Talent? Rethink Benefits“.
Whether you know it or not, your company culture may be the single biggest factor affecting your ability to hire and retain top talent. More than 30% of employees believe they’ll be working someplace else inside of 12 months, and more than 50% say they have different values than their employer, according to the article “10 Reasons Your Top Talent Will Leave You” on Forbes.com. High performers are attracted to organizations that match their drive and values.
To ensure your culture can play an instrumental role in improving the talent level in your organization, follow these 3 steps:
- Consciously Define and Describe Your Culture
- Embed and Reinforce Your Culture
- Promote Your Culture Publicly
Nathalie Lussier shares some great thoughts about perseverance and pushing forward when you feel like giving up. Check out her thoughts and share your feedback here.
Michael Hyatt never fails to deliver useful content. Here are some great ideas for Travel apps. Which ones do you use?
A great article from Meghan Biro at Forbes about how to get the most from your team. Would love to hear your thoughts about these important steps.
This post is Part 3 in a Salesjournal Series on “Making Your Business Attractive to Top Talent.” Part 1 asks “Is Your Business Attractive to Top Talent?” and Part 2 describes how to “Market Your Company and Positions to Attract Top Talent”, Part 4 details “3 Steps to Attract Top Talent Through Culture” and Part 5 asks “Want Top Talent? Rethink Benefits.”
You can’t rely solely on a job advertisement to attract top performers! Finding the best people requires a systematic approach of outreach and relationship building that leverages your entire organization. Key components of a top talent strategy include: engaging your team, networking broadly, building your candidate list, and communicating on an ongoing basis.