News - BTA Sales

How to attract and retain sales talent in Australia’s competitive job market

Sun, 01 Mar 2026 01:00:00 GMT

How to attract and retain sales talent in Australia’s competitive job market

Finding and keeping good sales talent has always been hard - but over the past few years, it’s become one of the toughest challenges facing Australian businesses. Demand for experienced sales professionals is strong across almost every industry, and competition between employers has intensified.

In this environment, sales leaders can’t rely on compensation alone. Attracting and retaining top performers takes a deliberate approach to recruitment, leadership, and development - one that balances opportunity with stability.

Clarity Matters More Than Hype

Good salespeople are rarely short on options. What they want most when evaluating a role is clarity about expectations, targets, support, and culture.

Many organisations overemphasise perks and buzzwords in job ads, but under-communicate the real story:

What success looks like in the role.
How performance is measured and supported.
What type of leadership and team environment they’d be joining.

Being upfront about these details doesn’t just attract better candidates, it filters for the right fit, saving time on both sides.

Look Beyond Industry Experience

It’s tempting to focus hiring efforts only on people who’ve “done it before.” But some of the best sales hires come from adjacent industries, or even different functions, where core skills - relationship building, communication, resilience - are well developed.

Hiring for capability and attitude, rather than strict industry alignment, opens access to a wider and often more diverse talent pool. It also brings fresh perspective to the team, something every sales function benefits from.

Development and Progression Build Retention

In a competitive market, retention often comes down to whether people can see a future for themselves inside your organisation.

Clear career pathways, structured coaching, and regular feedback make a tangible difference. These don’t need to be elaborate programs - consistency matters more than complexity.

When people understand how they can grow, they’re far less likely to start looking elsewhere.

Flexibility and Trust Go Hand in Hand

Sales roles have always required autonomy. Hybrid work has simply made that expectation more visible.

Leaders who trust their teams to manage their time and client engagement - while maintaining clear performance metrics - are finding it easier to retain good people. Overly rigid structures, or excessive oversight, tend to push experienced sellers away.

The best sales environments are those that balance accountability with flexibility.

Leadership Sets the Tone

People rarely leave a company they feel supported in. They leave when communication breaks down, recognition disappears, or expectations shift without explanation.

Good leadership in sales isn’t just about targets - it’s about presence. Regular check-ins, clear direction, and straightforward feedback are often the difference between a stable team and constant turnover.

Final Thoughts

The Australian job market isn’t showing signs of softening, especially in sales. But businesses that focus on clarity, flexibility, and leadership consistency are the ones most likely to keep their top performers.

At bta Sales, we specialise in identifying and placing experienced sales leaders and professionals. Our focus is on finding the right fit, for the right environment, and with the right support to succeed.

The rise of hybrid selling: how Australian sales leaders are blending digital and face-to-face

Sat, 31 Jan 2026 00:00:00 GMT

The rise of hybrid selling: how Australian sales leaders are blending digital and face-to-face

For years, sales was seen as either/or - you were out on the road meeting clients, or behind a screen managing deals digitally. But in 2025, the best Australian sales leaders know it’s not one or the other. It’s both.

Hybrid selling - the strategic blend of digital engagement and in-person connection - has become the dominant model across the country. It’s efficient, scalable, and perfectly suited to Australia’s vast geography. And when done right, it gives teams the best of both worlds: reach and relationship.

1. Why Hybrid Selling Works in Australia

Few countries present the same logistical challenge - or opportunity - as Australia. With clients spread across cities, towns, and remote regions, sales teams have long battled the tension between travel time and productivity.

· Hybrid selling changes that. It allows salespeople to:

· Engage more clients without the cost and fatigue of constant travel.

· Maintain personal connections through strategic, high-impact face-to-face visits.

· Leverage digital tools - video calls, CRM automation, virtual demos - to stay responsive and informed.

It’s not about replacing in-person meetings; it’s about using them where they matter most.

2. The Leader’s Role: Balancing Efficiency and Connection

Hybrid selling demands a new kind of leadership. It’s no longer enough to measure activity by kilometres travelled or calls logged. The focus is shifting to quality of engagement and strategic time allocation.

Modern sales leaders are:

· Encouraging teams to plan smarter routes, combining digital check-ins with targeted travel.

· Setting clear expectations around when a visit adds value versus when a virtual touchpoint will do.

· Building digital confidence within their teams - ensuring every rep can sell effectively, whether face-to-face or online.

The most effective leaders are those who treat hybrid selling as a mindset, not just a model.

3. Redefining the Sales Experience

Buyers are changing, too. They expect convenience, speed, and relevance - and they don’t want to waste time on unnecessary meetings. Hybrid selling gives sales teams the flexibility to meet clients on their terms.

Digital interactions make it easier to stay in touch and share insights. In-person meetings still build trust and emotional connection. The magic happens when sales teams know which moments need which approach.

4. Building a High-Performing Hybrid Team

To make hybrid selling work, leaders need to align people, process, and technology. That means:

· Training reps to be equally confident presenting in a boardroom or over a video call.

· Equipping teams with tools that streamline workflows and maintain visibility.

· Reinforcing culture - so even when teams are dispersed, they still feel connected and supported.

The best hybrid sales teams don’t just work remotely; they collaborate intentionally.

5. The Hybrid Advantage

Australian companies embracing hybrid selling are already seeing the benefits - more coverage, better efficiency, and stronger client satisfaction. It’s an approach that acknowledges both our geography and our humanity.

Because in the end, great selling has always been about connection. Hybrid just gives us new ways to make it happen.

Final Thoughts

At btaSales, we work with sales leaders across Australia to design and build teams that thrive in a hybrid environment. From structure and capability to leadership development, we help businesses find the right balance between digital and in-person engagement - because in 2025, the future of selling isn’t one or the other. It’s both.

The state of sales leadership in Australia: benchmarks and insights

Wed, 31 Dec 2025 00:00:00 GMT

The state of sales leadership in Australia: benchmarks and insights

Sales leadership in Australia has entered a new era. The way we build, lead, and measure sales teams has drastically changed over the past few years. Between shifting buyer behaviours, evolving tech, and tighter competition for talent, the role of the sales leader looks very different now than it did even five years ago.

And many leaders are asking the same question: How do we measure up?

Benchmarking isn’t just about comparing numbers. It’s about understanding how your team’s structure, culture, and leadership style align with the broader market - and whether you’re set up for long-term success.

The Evolving Role of the Sales Leader

Today’s best sales leaders are more than target-setters - they’re growth enablers. They’re balancing performance with people, structure with agility, and data with intuition.

The focus has shifted from driving numbers to developing capability. Modern leaders are:

Coaching more than they’re commanding.
Building cultures that value collaboration over competition.
Leading with transparency and empathy, especially in hybrid and remote environments.

Strong sales results still matter - but they’re now seen as the outcome of strong leadership, not the only measure of it.

Leadership Benchmarks: What “Good” Looks Like

When we look across Australia’s sales landscape, a few consistent themes emerge. High-performing teams tend to have leaders who:

Provide clarity - clear direction, expectations, and communication.
Foster autonomy - trusting their teams to make decisions without micromanagement.
Commit to development - investing in coaching and career pathways.
Build consistency - aligning people, process, and purpose.

These aren’t new ideas, but the leaders who execute them well stand out. They’re the ones who’ve built stability through uncertainty and kept their teams engaged even as markets fluctuate.

Different Organisations, Different Challenges

Sales leadership doesn’t look the same everywhere.

Large enterprises are navigating complex structures, legacy systems, and the challenge of maintaining agility at scale.
Mid-sized businesses are balancing growth ambitions with leaner resources.
Startups and scale-ups often rely on versatility - leaders who can sell, coach, and strategies all at once.

The common thread? No matter the size of the organisation, successful leaders are adaptable. They know when to systemise, when to simplify, and when to step aside and let their people lead.

The Forces Shaping Leadership

Three big forces are defining sales leadership this year: technology, talent, and trust.

Technology is changing how teams operate - but the best leaders use it to enable people, not replace them.
Talent is harder to keep than ever, which means leadership quality has become a major factor in retention.
Trust underpins everything. With hybrid and remote work now the norm, leaders who communicate clearly and follow through on commitments are the ones keeping teams connected.

In short, leadership impact is no longer defined by proximity - it’s defined by presence.

Reflection: Where Do You Stand?

If you’re leading a sales team in Australia right now, it’s worth asking:

How aligned is your leadership style with the realities of the industry today?
Are you developing leaders beneath you, or simply managing performance?
And are you leading in a way that builds trust, capability, and consistency - not just results?

Because the true benchmark of a great sales leader isn’t how they perform when things are easy. It’s how they lead when everything around them is changing.

Final Thoughts

At btaSales we work closely with sales leaders across Australia to understand what great leadership looks like today - in real terms, not just in theory. Whether you’re benchmarking your current team or building the next generation of leaders, our insights and network can help you stay ahead in an ever-changing market.

Leading your sales team through market disruptions

Sun, 30 Nov 2025 00:00:04 GMT

Leading your sales team through market disruptions

In today’s fast-paced Australian market, disruptions are no longer rare - they’re the new normal. Whether caused by global economic shifts, rapid changes in consumer behaviour, or emerging technologies, sales leaders face unprecedented challenges. At bta Sales , we believe success in 2025 and beyond hinges on your ability not just to survive disruption, but to guide your team through it with clarity, confidence, and strategic foresight .

1. Focus on the human element

While metrics are critical, your most valuable asset is your team. Empowering and supporting your people is the cornerstone of effective leadership.

Communicate with intent: Keep your team aligned with transparent, regular updates. Explain the “why” behind strategies, not just the targets. This builds trust and engagement.
Prioritise skill and expertise: Encourage your team to develop subject matter expertise, consultative selling skills, and knowledge of new technologies and market trends. A well-informed team is more adaptable and credible.
Address morale and mindset: A disrupted market can be mentally taxing. Celebrate small wins, acknowledge challenges, and cultivate a supportive culture - your team’s resilience is a competitive advantage.

2. Leverage industry-specific insights

Understanding your industry is critical, especially in sectors like medical equipment, laboratory supplies, manufacturing, and industrial products . Market disruptions often present both risks and opportunities.

Anticipate change: Monitor shifts in customer demand, regulations, and technology. Use real-time data to guide decisions confidently.
Listen to the market: Analyse emerging trends and customer behaviour. If, for example, you notice a spike in voice search for a service, equip your team to respond effectively.

3. Evolve your strategy to match customer intent

The way customers research and buy has fundamentally changed. Today, sales strategies must align with customer intent , moving from a hard sell to a consultative approach.

From “selling” to “helping”: Train your team to ask insightful questions, understand real customer problems, and provide tailored solutions.
Leverage local insights: In Australia, localised knowledge is key. Encourage engagement with business communities and sharing stories that resonate with regional markets.

4. Embrace technology as an enabler

Technology is a force multiplier when applied strategically - it should augment, not replace, the human element.

Automate repetitive tasks: Use AI for lead qualification, scheduling, and data entry, freeing your team to focus on high-value interactions.
Hyper-personalisation at scale: Analyse customer data to create tailored messages and presentations for each prospect.
Diversify channels: Engage customers where they prefer - LinkedIn, video calls, or other digital platforms—ensuring accessibility and convenience.

5. Foster a culture of agility

Teams that embrace change outperform those that resist it. Promote experimentation, learning from mistakes, and innovation. Flexibility in strategy and approach allows your team to pivot quickly when conditions shift.

6. Recognise achievements and sustain motivation

Acknowledging successes—whether closing a complex deal or successfully navigating a challenging client - keeps morale high. Positive reinforcement strengthens culture and encourages resilience, ensuring your team remains focused even in turbulent times.

7. Plan for growth amid disruption

Disruptions often reveal new opportunities. Encourage your team to identify emerging customer needs, innovate solutions, and explore untapped market segments. Combining short-term adaptability with long-term strategic planning positions your team for sustainable growth.

At bta Sales , we specialise in connecting organisations with sales professionals who thrive in technical, high-stakes industries . Leading a sales team through disruption is not just about surviving - it’s about guiding with expertise, fostering resilience, and positioning your team for long-term success in a rapidly evolving Australian market.

Sales leadership in regional vs metropolitan Australia

Fri, 31 Oct 2025 00:09:22 GMT

Sales leadership in regional vs metropolitan Australia

No matter where you are, leading a sales team can be exhilarating. The thrills of closing a deal, the office camaraderie, the adrenaline of hitting targets, these feelings can occur all around the world. But when you’re managing teams across regional and metropolitan areas, the game can change. And that’s exactly why smart companies need sales leaders who understand the nuances of geography as much as the nuances of sales.

Regional Australia: Opportunity meets ingenuity

Around 40% of the nation’s economic output is from regional Australia. It’s a crucial part of the economy, and right now, it’s bustling with innovation and growth. In fact, some regional businesses are even outpacing their metropolitan counterparts in sales and digital payments, fuelled by factors like increased migration from metropolitan areas and a greater desire for work-life balance.

Leading a sales team in a regional area isn’t just about managing distance, it’s about understanding the unique local conditions. With nearly half of Australia’s small businesses based in regional areas, leaders here need to:

Build strong relationships with clients that are lasting and go beyond just a transaction.

Give their team the autonomy to make decisions while still providing guidance.

Provide, understand and balance mentorship with motivation to keep everyone engaged.

Tailor strategies to fit local communities, because a one-size-fits-all method doesn’t work.

Metropolitan Australia: Scale, speed, and structure

Metro teams move fast. With bigger teams, more clients, and fierce competition, they need clear processes, good coordination, and regular check-ins. They require strong leaders to keep a focus on sustaining high energy, driving results, and making sure everything runs smoothly.

Bridging the gap: Leadership skills that work everywhere

Communication is king: Whether your team is in the heart of the city, or in the outback, clear, consistent communication keeps everyone on the same page.

Tailored motivation: What energises a regional rep may differ from what drives a metropolitan star. Great leaders notice the difference.

Strategic autonomy: Regional teams often need more freedom to solve problems on the ground. Metro teams may require tighter process controls, but both benefit from a leader who empowers decision-making.

Cultural awareness: Every region has its own quirks. A top-notch leader adapts, listens, and blends company culture with local realities.

Why this matters for national companies

If your company sells across Australia, one-size-fits-all leadership won’t cut it. Flexible, geographically aware leadership drives retention, strengthens client relationships, and boosts results.

Finding leaders who can walk this line isn’t easy - but that’s where we come in

We specialise in sourcing sales leaders who understand their environment and the quirks that both regional and metro settings have. We understand the unique market dynamics and how to position leaders for success nationwide.

Concurring an employer-driven market

steele@btasales.com.au (Steele Baillie) — Sun, 12 May 2024 03:38:39 GMT

Concurring an employer-driven market

Welcome to the employer-driven market , where the beat is fast, the stakes are high, and the dance floor is crowded. Recruitment managers today find themselves in a position not seen since pre-pandemic times: an employer-driven market . With a 17% decline in job postings in the first half of 2023 and a 29% rise in job applications , companies must review and adapt their hiring strategies to stay competitive.

In this blog, we’ll give you some context on how we got here (again) and some tips that will help you stand out from the crowd.

Let's start with how we got here. At the core, it all about s upply and d emand Dynamics:

Picture a seesaw—the fulcrum balancing job openings and qualified candidates.
In a candidate-driven market, the seesaw tips toward the job seekers. Opportunities abound, but the talent pool remains finite.
Candidates now negotiate better salaries, benefits, and work conditions, asserting their worth.

2. Economic Catalysts:

The Australian economy, like a tempest at sea, experiences waves of change. Economic downturns prompt cost-cutting measures by companies.
In 2024, tech hiring faces headwinds due to economic challenges. Some firms pause projects, affecting job availability in specific sectors.

Economic Drivers

1. Cost of Living and Inflation:

As the cost of living rises, candidates seek higher salaries to weather the storm.
Organizations, however, tread cautiously, leading to salary stagnation in certain job families.

2. Industry-Specific Trends:

According to the Australian Bureau of Statistics (ABS), here are some key statistics related to earnings for employees, including sales workers:

- In August 2023, the median weekly earnings for all employees (including sales professionals) was $1,300 per week. This represents an increase of $52 (4.2%) since August 2022 ¹ . Specifically, for sales workers, the median weekly earnings were $750 in August 2023.

- The occupation groups with the highest hourly earnings were Managers (with a median of $67.20 per hour) and Professionals (with a median of $60.60 per hour).

- Sales workers, unfortunately, had lower earnings compared to other occupations.

- Over the past five years, median weekly earnings increased at a faster rate for women than for men. This is partly due to an increase in the proportion of women working full-time. Women in sales roles have also seen changes in their earnings, reflecting broader market dynamics.

As you embark on your job quest, remember this: You’re not merely a candidate; you’re an asset. Leverage your skills, stay attuned to market shifts, and negotiate with confidence. In a competitive job market, standing out as a sales job candidate requires a strategic approach. Here are some effective ways to make a memorable impression:

Improve Your LinkedIn Profile:

Optimize your LinkedIn profile by including relevant keywords related to sales and your expertise. This will help executive search groups find you more easily.
Craft a compelling summary that showcases your unique qualities and professional background.
Use a high-quality, professional profile picture to make a positive first impression.

Brand and Simplify Your Resume:

Tailor your resume to highlight your sales achievements and skills. Focus on quantifiable results, such as revenue growth, successful deals closed, or targets exceeded.
Keep your resume concise and easy to read. Use bullet points to emphasize key points.
Consider creating a visual sales portfolio that showcases your accomplishments, client testimonials, and any relevant certifications.

Nail the Interview:

Research the company thoroughly. Understand their products, services, and market position. Show that you’ve done your homework during the interview.
Highlight your problem-solving abilities. Share examples of how you’ve overcome challenges in previous roles.
Be proactive. Ask insightful questions about the company culture, team dynamics, and growth opportunities. Show that you’re genuinely interested in the role ¹ ² .

Remember, in a candidate-driven market, it’s essential to differentiate yourself by demonstrating your passion, skills, and cultural fit. Good luck with your job search!

Scoring your dream job in sales

steele@btasales.com.au (Steele Baillie) — Wed, 21 Feb 2024 01:51:35 GMT

How to score your dream job in Sales

Who does not want to find their dream job? What a feeling when you get up in the morning and you feel the energy of excitement and curiously to find out what is in store for you at work today. The insider jokes with your colleagues, the strolls around the office and the adrenaline when finally closing those big deals you have been working on!

It should be like that for all of us. But it's not easy. Don't worry too much, it can be found!

Here are the top tips we have learned at bta Sales over the year:

Picture it

Close your eyes (well, not literally—you’re reading this). Imagine your perfect sales job. Is it selling cutting-edge tech gadgets? Or maybe artisanal avocado toast? Whatever floats your boat, that’s your dream gig.

Some online stalking

Go online and find those 10 dream companies . Check out their websites, social media, and Glassdoor reviews. Look for vibes that match yours. If they’re into thing that are important to you, you’re in the right place.

Channel your inner sales ninja!

Create a territory plan like a stealthy sales ninja. Here’s the breakdown:

Prospecting: Hunt down decision-makers at your dream companies.
Qualification: Rate each company based on coolness (and other grown-up criteria).
Advancement: Slide into their DMs (professionally) and show genuine interest.

Slide into some DMs

Find your future boss or team members on LinkedIn. Connect with them. Don’t be creepy—just say hi. Learn about their interests and subtly drop that you’re job-hunting. Networking game strong!

Customize your application

When applying, don’t be lazy. Tailor your resume and make sure they include numbers: "I increased sales by 200%". Show off your skills like a peacock showing its feathers. Explain how you will make the biggest impact.

Decode company culture

Dig deeper. Check their blogs, Instagram, and LinkedIn to see what they are up to. Understand their vibe. If they’re all about work-life balance and Taco Tuesdays, you might be onto something.

Smash those interviews

Practice answers to common sales questions. Flex your problem-solving muscles. Share stories of how you slayed sales dragons. And remember, confidence is your secret weapon.

Keep hustling

Expect rejections. Stay positive, keep tweaking your approach, and visualize that dream job. It’s out there, waiting for you!

And yes, it is always harder to go at it yourself. If you need any help, support or a cheerleader on your sales dream job journey, please reach out!

You are in great hands, we specialize in recruiting best-in-market sales talent. It’s our passion. It’s what we live and breathe.

In fact, it’s all we do. So, our interest and focus equal yours.

03 9283 9000

The importance of getting the right person in a Sales Leadership role

steele@btasales.com.au (Steele Baillie) — Thu, 12 Oct 2023 23:14:25 GMT

Sales managers play a critical role in driving revenue growth and building strong customer relationships.

Sales managers play a critical role in driving revenue growth and building strong customer relationships. However, not all sales managers are created equal. To be successful, sales managers need to possess a unique set of skills that enable them to lead their teams effectively.

Here are some essential leadership skills for sales managers that can help you identify the right person for the job:

Hiring and retaining talent

The most important decision that you will make as a leader is not who you have in your team. As a sales manager recruiting might be the most important thing you do. Reality is that you don’t hire on a daily or weekly basis, which makes it challenging to plan and executive an effective sales hiring process. We all know that the best salespeople can bring in a lot of money, but they can be hard to find and even harder to keep. So, make sure you make time for, or get support in hiring the right people from the start.

Performance Management

To ensure that your team is meeting its goals and objectives, it is important to always keep a focus on performance management. Performance management is about setting clear expectations, providing regular feedback, and coaching team members to improve their performance.

Effective Coaching

Effective coaching is critical for developing your team’s skills and abilities. As a sales manager you must be able to provide constructive feedback and guidance to help their team members to continue to grow and develop.

Know your numbers

As a sales manager, you must have a deep understanding of your teams’ numbers that link to their performance goals. This enables you to identify areas for improvement and make data-driven decisions that drive revenue growth.

Rethink your leadership style

Finally, rethink your approach to leadership. You must be able to inspire and motivate your team while holding them accountable for their performance. This is a fine balance and requires a unique approach for different people and situations. Make sure you are remaining open and rethink what has worked and what you might do different to get better outcomes.

As Recruitment Specialists in Sales, we understand the importance of getting the right person in a sales (leadership) role. We specialize in recruiting best-in-market sales talent. It’s our passion. It’s what we live and breathe. In fact, it’s all we do. So, our interest and focus equal yours.

If you would like our support in finding or developing talent, please reach out.

03 9283 9000

Can AI Ever Replace a Salesperson?

Wed, 17 May 2023 13:12:32 GMT

Can AI Ever Replace a Salesperson?

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AI.

Those two letters can incite everything from tremendous excitement to existential dread, particularly in the world of sales.

The questions on everyone’s lips seem to be: “Will I be out of a job?” and “Will I be negotiating deals with a robot soon?” Or perhaps the most pressing, “Can it do my expenses for me before the end of quarter deadline?”

AI’s Exponential Growth Curve

In reality, understanding AI’s impact on sales is a bit like trying to predict the Melbourne weather. We know it’s going to change, but the specifics can be… elusive.

The reason? AI is developing at an exponential rate.

It’s not just getting better, it’s getting better faster.

If you’re not familiar with exponential growth (don’t worry, it’s not a prerequisite for being a cracking salesperson), it’s a bit like compounding interest. The better AI gets, the better it gets at getting better. If that’s a bit of a tongue twister, think of it like this:

Remember when you first started in sales and it took you a day to prepare for a pitch? And you spent two hours researching a prospect before you picked up the phone – only to go to voice mail every time? But as you got better, you started preparing faster and faster, and your pitches got better too. That’s AI’s growth in a nutshell.

AI has made significant strides in the sales industry, but it’s not yet sealing deals over a virtual handshake (or a virtual pint, for that matter).

We’ve seen AI doing wonders in CRM automation—sorting leads, scheduling follow-ups, and even drafting emails so you don’t have to. You know, the kind of tasks that make you feel like you’re back in school doing administrative work instead of out there selling. AI chatbots are becoming increasingly sophisticated, handling customer inquiries at all hours, and have huge potential and opportunity.

Predictions And Possibilities For AI In Sales

One of the common concerns is the complete replacement of human salespeople with AI counterparts. However, the reality is unlikely to be so stark. Rather than envisioning a world where AI substitutes human interaction entirely, we should anticipate a future where AI and humans collaborate.

In this projected future, AI technology will be leveraged to automate routine tasks and perform data-heavy analysis. Meanwhile, humans will continue to excel in areas where they have always held an advantage: building relationships, empathising with clients, and using emotional intelligence to persuade and negotiate.

The Role of Humans in Sales

At the end of the day, we’re selling to humans. And as long as buyers are humans, there will be a significant role for human sellers.

Why? Because humans excel where AI still fumbles.

We understand unspoken cues, we empathise, we adjust our pitch on the fly when we see the client’s eyes glaze over.

In other words, we connect.

And until we have an AI that can convincingly laugh at a client’s joke about the weather, there will always be a need for the human touch.

However, let’s not dismiss our AI companions just yet. They’re fantastic at crunching numbers, analysing patterns, and optimising systems—all while you’re busy putting your feet up or working on your swing at the golf course.

The key isn’t to see AI as a threat, but rather as a partner.

After all, you wouldn’t begrudge a calculator for doing your taxes, would you?

Adaptation To Change Is Key

Adapting to change is, and has always been, the crux of success. Smart salespeople are the ones that will embrace AI.

Remember when email first came onto the scene? Or LinkedIn? Or CRM systems? There was a learning curve, there were moans and groans, but eventually, we all adapted and these tools became indispensable.

The same will likely be true of AI. It’s not here to steal your job, but to change it—to shift the focus from mundane tasks to the truly human elements of selling. As salespeople, we can’t afford to bury our heads in the sand. We must adapt, learn, and grow with the technology.

Here’s the exciting part: with AI taking on more administrative tasks, we humans are free to focus on what we do best—building relationships, understanding complex needs, and negotiating deals that leave both parties feeling like winners.

Imagine spending less time prospecting, less time re-phrasing that email over and over, and less time labouring over the design of your Powerpoint or Google Slides. Instead, there is the potential to be spending a vastly greater amount of your time with your clients and prospects actually helping the build solutions to their problems together.

So, how can you prepare for an increasingly AI-driven sales landscape? Start by educating yourself about AI and its applications in sales. Then, consider how you can incorporate AI into your own sales process. Look for opportunities to automate repetitive tasks and use AI-driven analytics to improve your sales strategy.

Remember, in a world of evolving AI capabilities, the most valuable “software” is still the one between your ears.

Keep that updated, stay adaptable, and you’ll be well-positioned to knock it out of the park, no matter what the future of sales looks like.

Salespeople Are Your Company’s Most Valuable Asset

Tue, 04 Apr 2023 14:26:51 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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As a sales leader, I’ve seen firsthand the impact that a strong sales team can have on a business.

Salespeople really are the driving force behind a company’s revenue stream and overall success. They are the ones who are out there talking to potential clients, building relationships, and ultimately closing deals.

And yet, I’ve seen so many businesses fail to give their sales team the recognition and compensation they deserve. It’s time for that to change. In fact, they are your company’s most valuable asset.

Here’s why:

Salespeople are the face of your business.

Salespeople are the true representatives of your business. They are the ones who can bridge the gap between your customers and your company. As the face of your business, they have to be knowledgeable, personable, and professional at all times. They must have a deep understanding of your customers’ needs and be able to articulate how your products or services can address those needs.

Your sales team can also help you to understand your customers better. They can provide valuable insights into what motivates them, what their pain points are, and what they are looking for in a product or service. This information can be invaluable in developing new products and services that meet your customers’ needs.

In addition, your sales team is responsible for building relationships with your customers. They are the ones who will follow up with potential leads, nurture existing relationships, and close deals. This is a critical part of building a successful business, as it leads to repeat business, referrals, and a positive reputation in the market.

Without a skilled sales team, your business is missing out on valuable opportunities. Your salespeople are the key to your success, and investing in their development and training is crucial. They need to be equipped with the right tools, resources, and training to ensure they can represent your business in the best possible light. In doing so, you will be able to build a loyal customer base, grow your business, and stay ahead of the competition.

They share your company’s risk.

Salespeople aren’t just employees; they are partners in your business. By compensating them based on their performance, you are aligning their interests with yours. When the business is doing well, they will work even harder to ensure continued success, knowing that their compensation is directly tied to the company’s growth. However, when the going gets tough, they will be just as invested in turning things around as you are, knowing that their own livelihood is on the line.

In a sense, salespeople are taking on the same risks that you as a business owner are taking. They are investing their time and energy into the company, and the returns they get are based on the success of the business. This creates a shared sense of responsibility and accountability that can be incredibly valuable. You can be confident that your sales team will work tirelessly to meet their targets, knowing that the success of the company is just as important to them as it is to you.

But beyond the monetary risk, salespeople also share in the reputational risk of your business. As the face of your company, they have a direct impact on how customers perceive your brand. A bad sales experience can turn a customer away for good, while a great one can create a loyal customer for life. Salespeople understand this, and they know that their own success is closely tied to the reputation of the company they work for. This gives them a vested interest in ensuring that your brand is seen in the best possible light, which can only be a good thing for your business.

Their goals are aligned with your own.

When your salespeople are properly motivated and incentivised, they will work tirelessly to generate revenue and grow the business. They will be constantly thinking of new ways to reach potential customers and improve the customer experience. This is why it’s crucial to invest in your sales team, by offering them appropriate compensation packages and opportunities for career growth and development.

Having a strong sales team with a shared goal can make all the difference in the success of your business. When your salespeople understand the company’s vision and are invested in its success, they will work hard to achieve it. By setting clear objectives and providing them with the right tools and resources, you can create a highly motivated sales team that is aligned with your company’s goals.

Salespeople are often the source of commercial innovation and energy inside an organisation.

Salespeople are not just revenue generators – they are also a source of energy and innovation within an organisation.

They’re the ones who are constantly interacting with customers, learning about their needs and preferences, and understanding the market trends. This unique perspective can be used to generate new ideas, improve existing products and services, and stay ahead of the competition.

By listening to your sales team’s feedback and ideas, you can create a culture of innovation within your business.

Encouraging them to share their insights and ideas can lead to new product development and service improvements that can set your business apart from the rest. When salespeople feel that their ideas and opinions are valued, they are more likely to be invested in the success of the company, and will work harder to achieve its goals.

Salespeople are your most valuable asset

In short, salespeople are the backbone of any business. Without them, a company can’t grow, thrive, or compete. So the next time someone tells you that salespeople are overpaid, remember this: they are your most valuable asset.

Treat them well, compensate them fairly, and celebrate their success.

The Role of Emotional Intelligence in Hiring and Developing Sales Leaders

Tue, 04 Apr 2023 14:24:11 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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The key to a strong sales team lies in hiring and developing sales leaders with exceptional emotional intelligence (EI).

This blog delves into the importance of emotional intelligence in the hiring process and how it can contribute to the development of successful sales leaders.

Emotional intelligence, simply put, is the ability to recognise, understand, and manage one’s emotions and the emotions of others. In the sales industry, where relationships are the foundation of success, EI is indispensable.

Sales leaders with high emotional intelligence can effectively navigate the complexities of human interaction and lead their teams with empathy and resilience.

Hiring For Emotional Intelligence In Hiring Sales Leaders

The hiring process is the first step in creating a team of high-performing sales leaders. However, given the current job market’s uncertainties, companies must be mindful of the role emotional intelligence plays in identifying the right candidates for their sales teams.

Identifying Empathy and Active Listening Skills

Empathy is a critical component of emotional intelligence. Sales leaders with empathy can put themselves in their customers’ shoes and tailor their approach accordingly. During the interview process, companies should look for candidates who demonstrate empathy and active listening skills, as these are qualities that contribute to strong customer relationships and ultimately, more sales.

Assessing Emotional Resilience

Sales is a tough industry, and rejection is part of the job. Sales leaders with high emotional intelligence are better equipped to handle these challenges and maintain their motivation. During the hiring process, companies should assess a candidate’s emotional resilience by discussing their past experiences in dealing with rejection and setbacks.

Evaluating Adaptability

Adaptability is a must-have trait for sales leaders. The world of sales is constantly shifting, with new trends and challenges emerging every day. Having the ability to adapt to these changes is vital for a sales leader’s success. When interviewing potential candidates, companies should look for signs of adaptability, such as a willingness to learn new skills, embrace change, and navigate unforeseen obstacles.

Developing Emotional Intelligence In Your Sales Leaders

Once companies have hired sales leaders with high emotional intelligence, it’s essential to foster their growth and development.

Here are some ways to cultivate EI in sales leaders:

Encouraging Emotional Awareness

Sales leaders must be aware of their emotions and understand how they affect their decision-making process.

Companies should encourage self-reflection and provide tools to help sales leaders develop greater emotional awareness. This can include regular check-ins, journaling, or even meditation – anything that helps individuals connect with their emotions and understand their impact on their work.

Providing Feedback and Support

To develop emotional intelligence, sales leaders need constructive feedback on their emotional responses and reactions. Companies should create an environment where feedback is valued and encouraged, allowing sales leaders to learn from their experiences and grow in their roles. Support systems, such as mentoring programs, can also help sales leaders gain insight into their emotional intelligence and identify areas for improvement.

Fostering Collaboration and Teamwork

Emotional intelligence is not a solitary skill; it thrives in a collaborative environment. Companies should promote teamwork and collaboration among their sales leaders, providing opportunities for them to learn from one another and develop their emotional intelligence collectively. This can involve team-building activities, cross-functional projects, or simply creating an inclusive workplace culture that values open communication and emotional expression.

Emotional Intelligence Is Crucial For Your Sales Leaders

Emotional intelligence plays a pivotal role in hiring and developing sales leaders. By prioritising empathy, emotional resilience, and adaptability in the hiring process and fostering emotional awareness, feedback, and collaboration in their development, companies can create a team of sales leaders who excel in their roles and drive success.

So, if you’re tired of waiting for the right candidate to appear in your inbox, consider partnering with bta Sales. Our expertise in the sales industry’s job market ensures we can find you the best sales leaders with high emotional intelligence, no matter the current job market conditions. Together, we’ll build a sales team that thrives in today’s ever-changing business landscape.

The 7 Secrets To Sales Team Success: How To Hire And Retain Top Sales Talent

Mon, 06 Feb 2023 14:29:18 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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As a sales leader, you know that hiring and retaining top sales talent is essential for your business’s success. But how do you find and keep the best salespeople?

We’ll share seven secrets to sales team success and show you how to hire and retain top sales talent . By following these tips, you can build a strong, successful sales team that can help your business to thrive.

In this blog So let’s dive in and take a closer look at the seven secrets to sales team success.

Define your ideal salesperson. Before you start the hiring process, take the time to define what you’re looking for in a salesperson. Consider the specific role, your company culture, and your business goals, and create a clear and detailed job description.
Look for the right skills and experience. When evaluating candidates, focus on their relevant skills and experience, such as their knowledge of your product or industry, their track record of sales success, and their ability to build relationships and close deals.
Assess cultural fit. In addition to skills and experience, pay attention to how well candidates fit your company culture and your team. Look for salespeople who share your values and who will be a positive addition to your team.
Conduct thorough interviews. Use a structured interview process to evaluate candidates and assess their skills, experience, and fit for your team. Ask open-ended questions, listen carefully, and pay attention to both verbal and nonverbal cues.
Get feedback from others. In addition to your own assessments, consider getting feedback from others who have worked with or interviewed the candidate, such as their previous supervisors, colleagues, or clients.
Offer a competitive package. To attract and retain top sales talent, offer a competitive compensation and benefits package that includes a base salary, commissions, bonuses, and perks.
Foster a positive culture. Create a positive, supportive work environment that fosters collaboration, communication, and success. Provide ongoing training and development, recognise and reward top performers, and listen to and address any concerns or issues.

Hiring and retaining top sales talent is essential for the success of your business.

By following the seven secrets outlined in this article – defining your ideal salesperson, looking for the right skills and experience, assessing cultural fit, conducting thorough interviews, getting feedback from others, offering a competitive package, and fostering a positive culture – you can build a strong, successful sales team.

If you’re looking for help with your sales hiring process, the team of expert recruiters at bta Sales can assist you. We have a team of experts that focus on sourcing the best salespeople across Australia, focused on specific industry verticals.

The importance of cultural fit when hiring your next salesperson

Mon, 06 Feb 2023 09:28:58 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Feb 06, 2023

As a sales leader, you know that a strong, cohesive sales team is essential for achieving your business goals. But have you ever stopped to consider the role that cultural fit plays in building a high-performing team?

In today’s competitive sales environment, having the right people on your team is crucial. And while technical skills and experience are important, it’s equally important to ensure that your new hires will thrive in your company’s culture.

In this blog, we’ll explore why cultural fit matters, the impact it can have on sales performance, and the role of the hiring manager in assessing cultural fit. We’ll also provide some tips for fostering a positive sales team culture and maximising the impact of your sales team through strategic hiring.

So let’s dive in and take a closer look at the importance of cultural fit in sales team hiring.

The benefits of a strong, cohesive sales team

As a sales leader, you know that your team’s success depends on a range of factors, from their technical skills and experience to their ability to work well together and achieve results. But have you ever considered the role that cultural fit plays in building a high-performing sales team?

When it comes to hiring new salespeople , it’s important to consider not just their experience and qualifications, but also whether they will fit in with your company’s culture and values. A salesperson who is a great fit for your team will be more likely to thrive, stay motivated, and contribute to your team’s success.

On the other hand, a salesperson who doesn’t fit in with your team’s culture may struggle to adapt and may even end up leaving the company, causing disruption and costly turnover. In short, cultural fit matters because it can make or break a salesperson’s success on your team.

But what exactly is a cultural fit, and how can you assess it during the hiring process?

How cultural fit affects team morale and productivity

So why is cultural fit so important in sales team hiring? One of the key reasons is that it can have a direct impact on your team’s sales performance.

Studies have shown that a strong, cohesive team culture can boost morale, increase productivity, and improve communication and collaboration. This, in turn, can lead to better sales results and a higher level of customer satisfaction.

On the other hand, a team with a poor cultural fit may struggle with low morale, high turnover, and a lack of collaboration and communication. This can lead to reduced productivity, lower sales, and a negative impact on the customer experience.

To illustrate the impact of cultural fit on sales performance, let’s consider the following example:

Imagine that you have a sales team with a strong, positive culture. The team members are supportive of each other, they communicate effectively, and they work well together to achieve their goals. As a result, they are motivated, productive, and successful in their sales efforts.

Now imagine that you hire a new salesperson who doesn’t fit in with the team’s culture. They may struggle to adapt to the team’s way of working, they may not get along with their colleagues, and they may find it difficult to motivate themselves and achieve their sales targets. This can lead to a decline in team morale, productivity, and sales performance.

In short, cultural fit matters because it can have a direct impact on your team’s ability to achieve its goals and deliver results.

The sales leaders’ role in assessing cultural fit at the interview

As a sales leader, it’s up to you to ensure that your team has the right mix of skills, experience, and cultural fit to succeed. But how do you go about assessing cultural fit during the hiring process?

First and foremost, it’s important to define your company’s culture and values. This will give you a clear idea of what you’re looking for in a potential sales hire and will help you to identify candidates who are a good fit.

Once you have a clear understanding of your company’s culture, there are several ways that you can assess cultural fit during the hiring process:

● Use both objective and subjective criteria. In addition to looking at a candidate’s technical skills and experience, pay attention to their personality, attitude, and communication style. Ask questions that will give you insight into how well they will fit in with your team and your company culture.

● Look for candidates who share your company’s values. If your company values honesty, hard work, and collaboration, for example, look for candidates who demonstrate these qualities during the interview process.
● Involve current team members in the hiring process. Your current sales team members know your company culture and values better than anyone, so ask them for their input and feedback on potential hires.
● Observe the candidate’s behaviour and attitude. Pay attention to how the candidate behaves during the interview process and how they respond to different situations. This can give you valuable insight into their potential cultural fit.

In short, assessing cultural fit during the hiring process is crucial for building a strong, cohesive sales team. By using both objective and subjective criteria and involving your current team members, you can identify the right candidates and maximise the impact of your sales team.

Tips for fostering a positive sales team culture

Once you’ve hired salespeople who are a good fit for your company culture, it’s important to continue fostering a positive team culture to ensure their success and maximise the impact of your sales team. Here are a few tips for doing so:

Be a role model. As a sales leader, you set the tone for your team’s culture. Be a positive, supportive, and collaborative leader who sets a good example for your team to follow.
Communicate openly and honestly. Encourage open communication and transparency within your team. This will help to build trust and foster a positive, supportive culture.
Provide ongoing training and support. Invest in your team’s development by providing ongoing training and support. This will help them to grow and develop, and will also show that you value their contributions and care about their success.
Recognise and reward success. Show your team members that you appreciate their hard work by recognizing and rewarding their successes. This can motivate them to continue performing at a high level and can help to build a positive, productive culture.
Encourage team-building activities. Regular team-building activities can help to foster a strong, cohesive team culture. These activities can be fun and can also help to improve communication, collaboration, and trust within your team.

In short, fostering a positive sales team culture is essential for maximising the impact of your team and achieving your business goals. By being a role model, communicating openly and honestly, providing ongoing training and support, recognising and rewarding success, and encouraging team-building activities, you can create a culture that supports and motivates your team.

The bottom line: why cultural fit should be a top priority in sales team hiring

In conclusion, cultural fit matters in sales team hiring because it can have a direct impact on your team’s ability to achieve its goals and deliver results. By hiring salespeople who are a good fit for your company culture, you can boost morale, increase productivity, and improve communication and collaboration.

As a sales leader, it’s up to you to assess cultural fit during the hiring process and to continue fostering a positive team culture to ensure your team’s success. By using both objective and subjective criteria, involving your current team members, and providing ongoing training and support, you can build a strong, cohesive sales team that can take your business to the next level.

If you’re looking to hire your next great salesperson, the team of recruiters at bta Sales can help. With our expertise and experience, we can help you find the right salesperson who has the technical skills and experience you need, as well as the right cultural fit for your team. Contact us today to learn more.

The 4 absolutely critical red flags to watch out for when hiring your next salesperson

Mon, 06 Feb 2023 07:04:10 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Feb 06, 2023

As a sales leader, you know how important it is to hire the right salespeople for your team. But have you ever been in a situation where you ignored a red flag during the hiring process, only to regret it later?

When hiring the right salespeople for your organisation it’s crucial to be on the lookout for red flags during the hiring process. Ignoring these red flags can have serious consequences, from reduced productivity and morale to costly turnover and even damage to your company’s reputation.

In this blog, we’ll explore some of the common red flags to watch out for when hiring a salesperson. We’ll look at why these red flags matter and what you can do to address them.

By being proactive and addressing red flags early on, you can avoid making costly hiring mistakes and build a strong, successful sales team.

So let’s dive in and take a closer look at some of the red flags to watch out for when hiring a salesperson.

They’ve failed to prepare for the interview properly

One red flag to watch out for when hiring a salesperson is a lack of preparation for the interview. This can manifest in a few different ways, such as:

Lack of research. A candidate who hasn’t done their homework and isn’t familiar with your company, products, or services may not be serious about the role.

Incomplete answers. If a candidate can’t provide complete and specific answers to your questions, it may indicate a lack of knowledge or interest in the role.

Lack of questions. A candidate who doesn’t have any questions for you during the interview may not be engaged or interested in the role.

Why does lack of preparation matter? There are a few reasons:

It shows a lack of commitment and professionalism. If a candidate isn’t willing to invest the time and effort to prepare for the interview, they may not be committed to the role or to your company.
It indicates a lack of interest and motivation. If a candidate isn’t interested enough in the role to prepare for the interview, they may not be motivated to succeed in the role.
It can lead to poor performance. If a candidate doesn’t have the knowledge or interest to prepare for the interview, they may not have the skills or motivation to succeed in the role.

In short, a lack of preparation for the interview is a red flag that should be taken seriously. By looking for this red flag and addressing it early on, you can avoid making a costly hiring mistake.

Evasiveness of dishonesty

Another red flag to watch out for when hiring a salesperson is evasiveness or dishonesty. This can manifest in a few different ways, such as:

Evasive answers. If a candidate seems to avoid answering your questions directly, it may indicate a lack of transparency or trustworthiness.

Inconsistencies. If a candidate’s answers don’t match up with their resume or other information you have about them, it may indicate a lack of honesty or integrity.

Lack of transparency. If a candidate is unwilling to provide you with references or other information that can verify their claims, it may indicate a lack of transparency or trustworthiness.

Why does evasiveness or dishonesty matter? There are a few reasons:

It indicates potential trust issues. If a candidate is evasive or dishonest during the interview process, it may be a sign that they will have trust issues in the role.
It can lead to reduced morale and productivity. If a candidate is dishonest or untrustworthy, it can create a negative atmosphere within your team and can lead to reduced morale and productivity.
It can damage your company’s reputation. If a candidate is dishonest or untrustworthy, it can reflect poorly on your company and can damage your company’s reputation.

In short, evasiveness or dishonesty is a red flag that should be taken seriously. By looking for this red flag and addressing it early on, you can avoid making a costly hiring mistake and can protect your company’s reputation.

A lack of passion for sales

Another red flag to watch out for when hiring a salesperson is a lack of enthusiasm or passion for sales. This can manifest in a few different ways, such as:

Lack of excitement. If a candidate seems uninterested or unenthusiastic about the role, it may indicate that they don’t have a passion for sales.

Lack of interest. If a candidate doesn’t ask any questions or show any interest in your company, products, or services, it may indicate a lack of passion for sales.

Why does lack of enthusiasm or passion matter? There are a few reasons:

Sales is a challenging and demanding role.
To succeed in sales, a candidate needs to be motivated, resilient, and passionate about what they do. If they don’t have a passion for sales, they may not have the drive to succeed in the role.

Passion is contagious.
A salesperson who is passionate about their work can inspire others and can help to create a positive, productive team culture. If a candidate lacks enthusiasm or passion, they may not be able to contribute to this type of culture.

Poor communication skills

Another red flag to watch out for when hiring a salesperson is poor communication skills. This can manifest in a few different ways, such as:

Difficulty expressing themselves. If a candidate struggles to express themselves clearly and concisely, it may indicate that they have poor communication skills.

Lack of clarity. If a candidate’s answers are vague or unclear, it may indicate that they have poor communication skills.

Lack of listening skills. If a candidate doesn’t seem to be listening to your questions or isn’t responding to your comments, it may indicate that they have poor communication skills.

Why do poor communication skills matter? There are a few reasons:

Communication is essential for sales success.

In sales, effective communication is key to building relationships, understanding customer needs, and closing deals. If a candidate has poor communication skills, they may struggle to succeed in the role.

Poor communication can lead to misunderstandings and conflict.

If a candidate has poor communication skills, they may misunderstand customer needs, miscommunicate with colleagues, or create conflicts with clients. This can lead to reduced productivity, lower sales, and a negative impact on the customer experience.

Poor communication can damage your company’s reputation.

If a candidate has poor communication skills, they may represent your company poorly and can damage your company’s reputation.

In short, poor communication skills is a red flag that should be taken seriously. By looking for this red flag and addressing it early on, you can avoid making a costly hiring mistake and can protect your company’s reputation.

Watch out!

The hiring process is an essential part of building a strong, successful sales team. By being aware of red flags and addressing them early on, you can avoid making costly hiring mistakes and can hire a team of salespeople that are poised for success.

The four red flags we’ve covered here are:

● Lack of preparation for the interview
● Evasiveness or dishonesty
● Lack of enthusiasm or passion for sales
● Poor communication skills

These red flags are important to watch out for because they can have a negative impact on your team’s ability to achieve its goals and deliver results. By being proactive and addressing these red flags, you can ensure that your team is composed of salespeople who are committed, motivated, and skilled, and who can help your business to thrive.

If you’re looking to hire your next great salesperson, the team of expert recruiters at bta Sales can help. With our expertise and experience, we can help you find the right salesperson who is “red flag free” and who has the technical skills, experience, and cultural fit that you need.

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Mon, 06 Feb 2023 06:13:15 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

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As a sales leader, you know how important it is to hire the right salespeople for your team. But have you ever considered using personality assessments to help you make hiring decisions?

Personality assessments can be a valuable tool in the sales hiring process, but they also have their drawbacks. In this blog, we’ll explore the pros and cons of using personality assessments in sales hiring, as well as best practices for using these assessments effectively. By understanding the debate over personality assessments, you can make an informed decision about whether they are right for your team.

The pros of using personality assessments

One of the key pros of using personality assessments in sales hiring is that they can help you identify candidates who are a good fit for your team and your company culture.

By assessing candidates’ personality traits and preferences, you can gain insights into how they will fit into your team and whether they are likely to be successful in the role.

Some of the other potential benefits of using personality assessments in sales hiring include:

Improved team performance. By hiring salespeople who are a good fit for your team and your company culture, you can create a positive, productive work environment that can drive better performance and results.

Enhanced diversity. By using personality assessments, you can avoid making hiring decisions based on biases and can ensure that your team is diverse and inclusive.

Better retention and turnover. By hiring salespeople who are a good fit for the role and your company culture, you can reduce turnover and improve retention.

Enhanced customer experience. By hiring salespeople who are a good fit for your team, you can improve the customer experience and build stronger relationships with your clients.

There are many potential benefits to using personality assessments in sales hiring. By looking for the right traits and preferences, you can identify salespeople who are a good fit for your team and your company culture and who can help your business to thrive.

The cons of using personality assessments when hiring your next salesperson

While there are many potential benefits to using personality assessments in hiring your next salesperson , there are also some drawbacks to consider. One of the key cons of using personality assessments is that they can be biased, leading to unfair and inaccurate hiring decisions.

Some of the other potential drawbacks of using personality assessments in sales hiring include:

Extended hiring process. The candidate market is tough and moving very fast. Adding additional steps in your hiring process can possibly lead to losing strong candidates to competitors that make an offer faster.

Lack of validity. Many personality assessments are not based on scientific research and may not be valid or reliable for the specific requirements of sales roles.

Exclusion of qualified candidates. By relying on personality assessments, you may exclude qualified candidates who don’t fit the “ideal” profile.

Potential for discrimination. By using personality assessments, you may make hiring decisions based on biases and stereotypes, leading to discrimination.

Lack of flexibility. Personality assessments can be inflexible and may not take into account changes or developments in the sales role or your company culture.

There are many potential drawbacks to using personality assessments in sales hiring – but by understanding these drawbacks, you can make an informed decision about whether personality assessments are right for your team.

How to use personality assessments for hiring salespeople effectively

If you decide to use personality assessments in your sales hiring process, it’s important to use them effectively in order to maximise their benefits and minimise their drawbacks.

Here are some best practices to consider:

Use validated assessments. Choose personality assessments that are based on scientific research and that have been validated by experts in the field.

Consider the context. Take into account the specific role and your company culture when selecting and interpreting personality assessments.

Use multiple sources of information. Don’t rely solely on personality assessments – use them in combination with other sources of information, such as interviews, references, and work samples.

Provide feedback. Provide candidates with feedback on their personality assessment results, so that they can understand how their traits and preferences may impact their success in the role.

Be transparent. Be open and transparent about the use of personality assessments in your hiring process, and explain why and how you use them.

By following these best practices, you can ensure that you are using personality assessments effectively and ethically in your sales hiring process. This can help you to make better hiring decisions and to build a strong, successful sales team.

So, to assess or not to assess?

The use of personality assessments in sales hiring is a complex decision. While there are many potential benefits to using these assessments, there are also some drawbacks to consider.

Ultimately, the decision to use personality assessments in your sales hiring process is up to you. By understanding the pros and cons of these assessments, you can make an informed decision about whether they are right for your team and your company.

If you do decide to use personality assessments, be sure to use them effectively and ethically, following best practices and considering the context of your sales role and your company culture.

By doing so, you can maximise the benefits of these assessments and can build a strong, successful sales team.

bta Sales can help

If you’re looking to hire your next great salesperson, the team of expert recruiters at bta Sales can help. With our expertise and experience, we have access to a variety of personality assessments specifically designed for salespeople, which can help you identify the right person for your business.

WHY GOOD SALESPEOPLE ARE ALWAYS IN HIGH DEMAND

Wed, 31 Aug 2022 10:06:50 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

A recent study by the Harvard Business Review found that good salespeople are always in high demand, regardless of the economy. The reasons for this are simple: great salespeople are hard to find and expensive to replace, generate revenue for their companies, and maintain relationships with key customers. In this blog post, we’ll explore these reasons in more detail and discuss how you can become one of the most sought-after sales professionals in your industry.

Revenue Generators

The first reason good salespeople are always in high demand is that they generate revenue for their companies. In tough economic times, businesses need to focus on generating revenue and cutting costs, and great salespeople help them do both. Salespeople who can consistently bring in new business and close deals are invaluable to companies and will always be in high demand.

Maintaining Relationships

The second reason good salespeople are always in high demand is that they maintain relationships with key customers. Good salespeople know how to build rapport and trust with their clients and work hard to maintain those relationships even when times are tough. In the Harvard Business Review study, one sales executive said, “Good salespeople are the ones who keep their clients happy during the good times and bad.” When companies are looking to cut costs, they often look to their sales teams first, but they’re more likely to keep salespeople who have strong relationships with key customers.

Hard to Find and Replace

The third reason good salespeople are always in high demand is that they’re hard to find and expensive to replace. The best salespeople are usually snapped up by the biggest companies, so if you’re looking to hire a great salesperson, you’ll likely have to pay top dollar. And even if you do find a great salesperson, there’s no guarantee they’ll be a good fit for your company. It’s important to remember that not all salespeople are created equal, so it’s worth taking the time to find someone who will be a good match for your company culture.

Becoming a Good Salesperson

If you’re looking to become a good salesperson, there are a few things you can do to improve your chances.

The first is to focus on generating revenue. If you can show that you’re good at bringing in new business and closing deals, you’ll be in high demand no matter what the economy is like.

The second is to build strong relationships with your clients. Good salespeople know how to build rapport and trust with their clients, so focus on developing those relationships.

And finally, remember that good salespeople are hard to find and expensive to replace. If you can show that you’re a valuable asset to your company, you’ll always be in demand.

If you want to become a good salesperson, focus on generating revenue, building strong relationships with your clients, and remember that you’re a valuable asset to your company. With these things in mind, you’ll be in high demand no matter what the economy is like.

What are your thoughts on this topic? Let us know in the comments below!

DOES COLD CALLING STILL HAVE A PLACE IN SALES?

Wed, 31 Aug 2022 10:03:05 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

It’s no secret that cold calling is one of the most disliked tasks in sales. In fact, many people go to great lengths to avoid it altogether. And yet, despite the rise of inbound marketing and other modern tactics, cold calling still remains a powerful tool for sales professionals. In this blog post, we’ll take a look at some of the reasons why cold calling still has a place in today’s sales landscape, and we’ll discuss how you can make the most of it.

When it comes to generating leads, there are a lot of options available to sales professionals. Inbound marketing, lead generation ads, content marketing, and automated cold email outreach are all great ways to connect with potential customers. However, cold calling still has its place in the sales landscape. Here’s why:

Spark new relationships

Cold calling is a great way to spark new relationships with potential customers. In many cases, it’s the first point of contact between a sales professional and a potential customer. This initial interaction can be crucial in determining whether or not there’s a fit between the two parties.

Build rapport

Cold calling provides an opportunity to build rapport with potential customers. When done correctly, cold calling can be used to establish trust and credibility with potential customers. This is especially important if you’re selling high-priced products or services.

Qualify leads

Cold calling can be used to qualify leads quickly and efficiently. By asking questions and listening carefully, you can quickly determine whether or not a lead is worth pursuing. This helps sales professionals save time by focus on the leads that are most likely to convert.

Generate immediate results

Cold calling can generate immediate results for sales professionals. In many cases, it’s the quickest way to connect with potential customers and start generating revenue.

Even though cold calling is not the most popular sales tactic, it still has its place in today’s sales landscape. When used correctly, it can be a powerful tool for sparking new relationships, building rapport, qualifying leads, and generating immediate results. If you’re looking to make the most of your cold calling efforts, be sure to focus on creating quality interactions and establishing trust with potential customers. With a little effort, you can turn cold calls into warm opportunities.

What do you think? Does cold calling still have a place in sales? Let us know in the comments below!

IS SALES A SAFE OR RISKY CAREER CHOICE?

Wed, 31 Aug 2022 09:59:06 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

When it comes to career choices, sales is a double-edged sword. On one hand, it offers rapid growth, higher salaries, and transferrable skills between different industries. On the other hand, it can be stressful and high pressure, have high employee turnover rates, and be repetitive in nature. So why is sales both the safest and riskiest career choice? Let’s take a closer look.

Why Sales Is A Safe Career Choice

Sales is a safe career choice because it offers rapid growth. In most cases, the more successful you are in sales, the faster you will be promoted. This is due to the fact that sales is often a numbers game. The more leads you generate and the more deals you close, the more money you will make for your company. In addition, sales salaries are often much higher than average, making it a safe choice for those looking to earn a good income.

Another reason sales is a safe career choice is because the skills you learn in sales are transferrable to other industries. If you decide to leave the sales industry, you can take your hard-earned selling skills with you and use them in another field. This makes sales a great choice for those who want to keep their options open or who are looking for a career change later down the line.

Finally, one of the great things about sales is that your pay directly reflects your performance. If you are consistently hitting your targets and bringing in new business, you will be handsomely rewarded. This makes sales a safe choice for those who are looking for a stable and rewarding career.

Why Sales Is A Risky Career Choice

While there are many reasons why sales is a safe career choice, there are also some risks involved. One of the biggest risks is that poor performance can negatively impact your pay. If you are not generating new business and hitting your targets, you will not make as much money. This can be a big problem if you are not careful with your finances.

Another risk of sales is that it can be a very stressful and high-pressure career. If you are not used to working in a fast-paced environment, it can be tough to adjust. In addition, the constant pressure to perform can take its toll on even the most experienced salespeople. If you are not mentally prepared for the challenges of sales, it can be a very tough career choice.

Finally, another risk of sales is that it often has high employee turnover rates. This is due to the fact that many salespeople leave the industry after facing rejection and pressure. If you are not prepared to handle the challenges of sales, it can be a very tough career choice.

So, Is Sales A Safe Or Risky Career Choice?

As you can see, there are both risks and rewards involved in a career in sales. It is up to you to decide if the potential rewards outweigh the risks. If you are looking for a stable and rewarding career, sales may be the right choice for you. However, if you are not prepared to handle the challenges of sales, it may be best to look elsewhere. Only you can decide if a career in sales is right for you.

SALES STRATEGIES FOR CONNECTING WITH HARD-TO-REACH BUYERS

Wed, 31 Aug 2022 09:47:33 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

If your target market is difficult to reach, don’t worry – you’re not alone! Many businesses find it challenging to connect with buyers who are tough to pin down. But don’t give up yet! There are a variety of sales strategies that you can use to reach these buyers. In this blog post, we will discuss five of the best strategies for connecting with hard-to-reach buyers.

Use Social Media Platforms

Social media platforms like Twitter and LinkedIn are great ways to connect with potential buyers. You can use social media to build relationships, share your company’s story, and provide valuable content that will help you attract buyers who are difficult to reach.

Use Online Advertising Platforms

If you’re having trouble reaching potential buyers through traditional methods, online advertising may be the answer. Platforms like Google AdWords and Facebook Ads allow you to target specific groups of people with your ads. This can help you reach buyers who are difficult to connect with using other methods.

Host Webinars or Podcasts

Webinars and podcasts are great ways to provide valuable content to potential buyers who may be difficult to reach. These formats allow buyers to consume your content at their convenience, which makes it more likely that they will engage with your message.

Develop an Email Marketing Campaign

Email marketing is a great way to connect with potential buyers who are difficult to reach. You can use email to build relationships, share your company’s story, and provide valuable content that will help you attract buyers who are tough to pin down. Right now embedding personalised video is becoming particularly effective in improving your email outreach response rate.

Connect with Potential Buyers through Mutual Connections

If you’re having trouble connecting with potential buyers directly, try reaching out to mutual connections on LinkedIn or other professional networking sites. These connections can introduce you to buyers who are difficult to reach, which can help you make the sale.

Sales strategies for connecting with hard-to-reach buyers don’t have to be complicated – often, the simplest approach is the best. By using social media, online advertising, webinars and podcasts, email marketing, and mutual connections, you can reach even the most difficult buyers. Try out a few of these strategies and see which ones work best for you.

Do you have any other sales strategies for connecting with hard-to-reach buyers? Share them in the comments below!

7 PIECES OF ADVICE FOR SALES PROFESSIONALS TO LOOK AFTER THEIR MENTAL HEALTH

Wed, 31 Aug 2022 09:44:12 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

Sales is a challenging and high-pressure job. It can take its toll on your mental health if you’re not careful. The constant need to hit demanding quotas, and the experience of prospects often making decisions that are outside of your control, can have a negative impact on mental health.

But there are things you can do to look after your mental health in sales. In this blog post, we will suggest 7 pieces of advice for sales professionals to keep their mental health in check.

Why Sales Can Be Tough On Your Mental Health

Sales can be tough on your mental health for a number of reasons. Firstly, the job is high-pressure. You are constantly being asked to hit quotas and targets. If you don’t hit these targets, you may face disciplinary action from your employer. Secondly, as a sales professional, you often have to deal with rejection. It can be disheartening when a prospect says no to your offer, regardless of how good it is. Finally, the sales process can be long and drawn-out. It can be frustrating when you have been working on a deal for months, only for it to fall through at the last minute.

All of these factors can contribute to poor mental health if you’re not careful. That’s why it’s important to take care of yourself, both mentally and physically. Here are our top seven tips for sales professionals to look after their mental health:

Find a Mentor

Having someone to talk to who understands the sales industry can be extremely helpful when you’re struggling to cope. A mentor can offer you advice and perspective when you’re feeling down. They can also help you to set realistic goals and targets.

Take Time in Nature

Spending time in nature has been shown to reduce stress levels and improve mental well-being. If you’re feeling overwhelmed, take a few minutes to step outside and clear your head.

Speak Openly with Your Colleagues

It’s important to have a good support network at work. If you’re struggling to cope, speak openly with your colleagues about how you’re feeling. They may be able to offer advice or help you to find a solution to the problem.

Ensure You Have Positive Hobbies Outside of Work

It’s important to have hobbies and interests outside of work. These can provide an escape from the pressures of sales and help you to relax. Make sure you dedicate some time each week to doing something you enjoy, such as reading, going for walks, or playing sport.

Undertake Physical Exercise

Exercise is a great way to relieve stress and improve your mental well-being. It can also help to boost your energy levels and concentration. If you’re struggling to stay motivated, try exercising with a friend or joining a sports team.

Build a Strong Relationship with Your Sales Manager

Your relationship with your sales manager can have a big impact on your mental health. If you feel like you’re constantly being berated or criticised, it’s important to speak up. However, if you have a good relationship with your sales manager, they will be more likely to offer support and advice when you’re struggling.

Keep Perspective on Your Role

It’s important to keep perspective on your role within the company. When you’re feeling down, it’s easy to become fixated on your own problems and forget the bigger picture. Remember that you are just one member of a team and that there are people who can help you if you’re struggling.

Conclusion

Sales is a demanding and challenging profession. It’s important to take care of your mental health as well as your physical health. By following our seven tips, you can ensure that you stay healthy both mentally and physically. If you’re struggling to cope, don’t be afraid to ask for help from your colleagues or manager.

We hope these tips have been helpful! Do you have any other suggestions for taking care of your mental health in sales? Let us know in the comments below.

HOW TO BUILD RAPPORT IN A REMOTE BUYING WORLD

Wed, 31 Aug 2022 09:35:54 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

In the age of Zoom meetings and remote buying, rapport is more important than ever before. Buyers are less likely to meet with potential suppliers in person, so it’s up to sales professionals to build relationships over video and the phone. In this blog post, we will discuss six ways to build rapport with buyers in a remote world.

Sales Has Shifted To Being Far More Remote Than In Person

The COVID-19 pandemic has forced sales teams to adapt to a new reality: selling remotely. This means that many sales professionals are now conducting Zoom calls and video meetings in lieu of in-person meetings. Obviously, this shift has had an impact on the way that rapport is built in sales.

In the past, sales professionals could rely on in-person meetings to build relationships with buyers. But now, with most buyers working remotely, sales teams must find new ways to connect with buyers and create rapport.

Here are six tips for building rapport in a remote buying world:

Create A Personal Connection

One of the best ways to build rapport with buyers is to create a personal connection. While you might be building a relationship over a Zoom call, there are still options for connecting on a more personal level. This can be done by sharing personal stories, taking an interest in the buyer’s life outside of work, and generally getting to know the person on a more personal level.

When you take the time to get to know the buyer as a person, they are more likely to trust and respect you. This will make it easier to build rapport and close deals.

Be Genuine And Authentic

In any relationship, whether professional or personal, being genuine and authentic is important. When you’re talking to buyers, be honest about your product or service. Don’t try to hide any flaws or exaggerate any features.

Buyers can spot inauthenticity from a mile away, so it’s important to be genuine if you want to build rapport. If you’re honest and transparent with buyers, they’ll be more likely to trust you and do business with you.

Make An Effort

Building rapport takes effort. You can’t just sit back and wait for the buyer to come to you. You need to put in the work to get to know the buyer and build a relationship with them.

This means reaching out regularly, taking an interest in their life, and being there when they need you. If you make an effort to build rapport, it will pay off in the long run.

Be Patient

Building rapport doesn’t happen overnight. It takes time to get to know someone and build a relationship with them. So don’t get discouraged if you don’t feel like you have a great rapport with a buyer right away.

Just keep working at it and eventually, you’ll be able to build the strong relationships that you’re looking for.

Listen More Than You Talk

One of the best ways to build rapport is to simply listen more than you talk. When you’re talking to buyers, really listen to what they’re saying. Pay attention to their needs and wants, and try to understand their perspective.

If you can show buyers that you’re truly listening to them, they’ll be more likely to trust and respect you. And that will go a long way in building rapport.

Be flexible

Finally, be flexible when it comes to building rapport. Every buyer is different, so you’ll need to tailor your approach to each individual. Some buyers might respond well to humour, while others might prefer a more serious tone.

The key is to be flexible and adjust your approach based on the buyer that you’re talking to. If you can do that, you’ll be well on your way to building strong relationships with buyers.

Building rapport is an important part of the sales process, but it’s not always easy. These tips will help you build rapport with buyers in a remote buying world. So get out there and start building relationships!

WHY THE JOB MARKET FOR SALESPEOPLE IS SO HOT RIGHT NOW

Tue, 14 Jun 2022 10:39:43 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

The job market for salespeople is booming, and the hunt for sales talent is on. In this blog, we look at why the sales market is so hot right now, and how you can reap the rewards of a candidate-driven market.

Whether you’re looking to jump into the wonderful world of sales for the first time, or are a seasoned sales expert considering your next big move, there has never been a better time to be a sales candidate.

Salespeople fuel company growth and stability

As the job market is evolving, there are some things that will never change: sales jobs will always be in high demand. Although every job function has a role to fulfil, sales are critical to the success of any company by fuelling growth and stability.

Even during times of economic and social uncertainty, the sales job market remains more stable than many other job markets. This is simply because above all else, companies will always need to keep their sales machine running.

Australia has a shortage of workers

The Australian job market is the tightest it’s been since 2008, with talented staff in high demand and short supply. The unemployment rate has fallen below 4% for the first time since the 1970s, and Australia saw its first population decrease since 1946.

On top of skilled migration being drastically reduced with international border closures during covid, official government figures state that 97,000 people permanently left the country between June 2020 to mid-2021.

This means that if you’re a talented sales person looking for your next role, you’re in the driver’s seat.

High staff turnover during and post-covid

The covid pandemic has caused many people to re-evaluate their work and lifestyle priorities. This re-evaluation has given way to the Great Resignation, in which workers have left their roles in search of flexibility, greater earning capacity, work-life balance, and improved mental health and wellbeing. With high turnover, attracting and retaining staff has become harder than ever.

As companies try to recover from high staff turnover by hiring fresh talent, salespeople are first on their wish lists. This puts salespeople in the perfect position to find roles offering not only attractive compensation, but the flexibility that employees have come to expect in a post-covid world.

Attracting salespeople, particularly young workers, has become more complex

The world of sales has transformed drastically. Sales has transitioned from being a career of endless cold calls and high-pressure tactics, to be much more nuanced. Salespeople today can expect to take on a much more consultative role, involving relationship-building. However, many young people are turned off sales as they have the impression that sales is still a pressure-cooker environment.

Another factor contributing to sales being less attractive to young people is that most universities don’t offer degrees specific to sales. This means that young people fresh from university don’t have a career in sales at the top of their minds, and would likely start their career in another field before transitioning to a sales role.

In a candidate-driven market, young people who have their eyes set on sales are in prime position to land a great first role to kick start their career.

How can you make the most of a hot sales market?

The sales job market has never been hotter. With huge demand for talented salespeople and low supply, candidates have greater opportunities than ever before to land roles with attractive salaries and greater flexibility.

If you are looking for support in finding your next opportunity in sales, then reach out to the team at www.btasales.com.au

WHY HIRING SALES PEOPLE IS SO HARD IN 2022

Tue, 14 Jun 2022 10:12:06 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

Back in 2021 I wrote an article about why it was so hard to hire salespeople for your business ( link )

This year, it’s even harder.

Below I’ll share some insights into why it’s so challenging to hire great salespeople today – and what you can do about it.

Australia has a structural shortage of workers

Australia’s official unemployment rate is predicted to fall below 4% as staff shortages bite.

The latest figures from the Australian Bureau of Statistics show that the country’s jobless rate fell recently to 4%, and is forecast to drop below 4% during the next 12 months – representing the lowest our unemployment rate has been in over 50 years.

“We have seen a pick up in business conditions and hiring intentions,” said Craig James, chief economist at CommSec. “This is consistent with other recent indicators that point to a strengthening economy.”

However, a report released last month by the ANZ Bank found that businesses were still struggling to find workers despite the improving economic climate.

The survey revealed that almost three quarters of businesses had experienced difficulties finding workers in the past six months and nearly two thirds said they were having trouble recruiting skilled employees.

Sales as an industry needs to attract more people

Sales as an industry need to attract more people. Industries such as finance, technology and mining are competing for talent, and sales as a dedicated profession need to better nurture its own talent. We need more people choosing a dedicated career in sales, and this isn’t reflected in options at universities.

The problem is that most universities don’t offer degrees or courses focused on sales. If you want to study sales, it’s likely that you’ll need to study business or marketing instead (and vice versa). This means that by default, students who want to pursue a career in sales often end up studying something else first, then moving into sales later on in their careers. This does mean that we’re missing out on some of the best candidates who would otherwise have chosen a career in sales right out of university if they’d had the choice.

People with sales skills have a lot of good job options

If you’re a great salesperson, you have more options today than ever before.

The structural shortage of top talent means that the best salespeople are receiving multiple job offers. The fact that it’s a buyer’s market for talent means that great salespeople can negotiate their way to better compensation and benefits packages.

A lot of companies are becoming more competitive with their offers for salespeople. Many companies are introducing various perks, awards, and flexible working options to help them attract the right people. Your company needs to have a strong EVP (employee value proposition) to attract salespeople.

The required skillset for salespeople is becoming more complex

The required skillset for salespeople is becoming more complex. Sales is more integrated with marketing and more visible through deeper technology and analytics. As buyers have become more empowered and aware, the role of salespeople has also become more nuanced.

Sales teams need to be able to navigate the complexity of the buyer journey, which means they must be able to adapt to multiple roles at once while working across multiple channels, interactions and products. They must also be able to understand all facets of a customer’s lifecycle, from lead generation to close – while also providing value-added services throughout the process.

How can you hire the right salespeople for your business?

Sales is a tough profession and the need for qualified sales candidates still continues to rise. It’s not going away and it’s something business leaders will have to take seriously in the future. Australia has got a lot of work to do if it wants to solve its skills shortage problem.

One of the most important pieces of advice for sales leaders is to not try and do it alone. You need to bring in experts who are dedicated to constantly finding and engaging with the best salespeople, to help introduce you to the best people in the market.

If you are looking for support in making your next hire then reach out to the team at www.btasales.com.au

5 THINGS YOUR CANDIDATES WANT TO SEE IN YOUR SALES JOB AD

Fri, 24 Sep 2021 11:30:57 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

It’s official. After the uncertainty and volatility of 2020, where many salespeople found themselves looking for work, the fight for talent is back on.

According to the ABS, between October 2020 and July 2021 the unemployment rate dropped by over a third, from 7% to 4.6% . As we work towards a COVID-normal state in 2022, more and more jobs are being offered, and less and less talent is available to fill them.

If you’re one of the many businesses on a sales hiring quest, the most obvious place to aim is a job board. But with only 78 hires being made for every 100 job openings advertised, the importance of writing job ads, and writing them well, has never been greater… particularly when you’re trying to attract the most astute, perceptive and talented of salespeople.

You’re faced with a question: what does an attractive ad for a sales role look like? Or perhaps more pertinently, what catches the eye of top salespeople when they scroll a job board?

There are a number of things, but let’s take a look at five of the most important.

1. Stand out, don’t fit in

There’s a temptation to stick to the script when writing a job ad. Your business more than likely has a template to follow, and forming an ad is a simple matter of filling in the blanks.

This strategy can even be semi-effective… as long as you find yourself in an employer-driven job market, where talent supply outstrips demand.

In a candidate-driven market, where top talent is spoilt for choice, and where businesses desperately fight for the best salespeople, such a copy and paste approach tends to see your job ad turn into background noise.

In times like these you don’t want to fit in – you want to stand out. On a base level you can change the format, add colour and imagery, and speak directly to the reader. But standing out in a more meaningful way will require deeper thought…

2. ‘What’s in it for me?’

A lot of job ads are written purely from the perspective of the employer: the business’s wants, the business’s needs, the business’s dealmakers and dealbreakers. But the reality is that a potential employee won’t be thinking of, or indeed care about, you. They’ll instead ask what’s in it for me?

Write from the perspective of talent. What exactly is your business offering them in terms of salary, opportunity, professional development and purpose? How does your offer differ from the endless others that the talent has seen? Be explicit about why this is a great opportunity – use hard numbers and quotes from team members to back up your case.

3. Consider flexible work arrangements

Post-COVID, salespeople are looking for more flexibility than ever, and they know that businesses are capable of delivering it. Ask yourself – does a salesperson really need to be in the office, or work from nine to five? Many salespeople will work beyond standard hours anyway, as the desire to make important sales sees them answering emails as they watch Netflix in the evening. Far more enticing is a work arrangement based on performance, not hours – as long as work gets done and targets are hit, it shouldn’t really matter where and when a salesperson works.

4. Be descriptive and specific

A fast-paced environment. A fun company culture. A competitive salary. The list of job ad clichés is as long as it is vague.

When you scratch the surface, describing your business as a results-oriented and customer-focused workplace full of self-starters tells a salesperson absolutely nothing about who you are and what you do. It’s the sort of management speak almost designed to fill in gaps with fancy-sounding nothingness.

Instead, be descriptive and specific. Tell top talent exactly what they can expect from the workplace, the team and the role. Tell them the salary, the pillars of your culture, the day-to-day of this ‘fast-paced environment. Trade clichés and vagueness for the far more compelling realities.

5. Tempt them with tone

A job ad quite often gives talent their first impression of your company. Using a genuine voice is critical if you want that impression to be a positive one.

Copy-pasting the details of the job into a universal template will create a job ad that is devoid of personality. Avoid sounding rigid and robotic by creating a unique ad for each role, written in a warm and friendly tone that reflects the company as a whole. If your workplace has employee initiatives or charity work that backs up the warm words, be sure to include them.

By standing out, saying what’s in it for them, offering flexibility, being specific and using an alluring voice, you’ll be well on your way to attracting the best, despite the current sales talent shortage.

And if you’d like some expert help in doing so, bta Sales is ready for your call .

HOW TO ATTRACT GREAT SALES TALENT DURING THIS IMMINENT TALENT SHORTAGE

Fri, 24 Sep 2021 11:02:44 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

At a time when 69% of companies are reporting talent shortages and difficulty hiring, and as industries search for more and more help as they bounce back from the worst of the pandemic, the gap between talent supply and talent demand is getting worryingly large.

As a profession in demand across almost every industry, but in which the best can significantly outperform the rest, the sales talent shortage is one of the most acute.

While this might seem like a dire situation for any business embarking on the sales hiring process, it may in fact present an opportunity. If you’re able to attract the limited amount of top sales talent, you’ll have an even greater chance than usual to get ahead, as you’ll also be depriving your competitors of the best.

In this blog we’ll take a look at five smart strategies to attract great salespeople (and get an edge over competitors), even when the talent cupboard is looking bare.

Do you need to attract talent at all?

What if your next great salesperson is sitting right under your nose? It could be that a current employee was born to sell but is wasting their talent driving a forklift or chasing overdue accounts.

Consider promoting or transitioning a worker you feel has a sales streak. The salesperson with the personable, charismatic and extroverted personality is a cliché for a reason, and is quite easy to spot, but other temperaments can be equally effective – in sales it’s less about your character than how you use it. Introverts can be excellent salespeople if they play to their strengths.

The most effective way to identify your next great salesperson is to simply ask. If someone is eager to sell, more than half the battle is won. The rest is teachable.

A spot of one-upmanship

The sales talent shortage means we’re in a candidate-driven talent market where top salespeople can choose from a wealth of job opportunities. You need to ensure you’re the best possible option. Happily, there’s a simple way to do just that: check what your competitors are doing.

Before you put up your own job ad, step into the shoes of your ideal candidate and browse the job boards. What are your competitors offering potential employees? How do they present their open role? Where are they advertising it? Make a note of all the best bits, then do them better.

Get in front of the right eyes

Top talent is more likely to choose your role if they know who you are. While building your employer brand is a long-term play, it’s an increasingly important one. If a salesperson recognises your name, if they’ve heard good things about your brand, or better, if they’ve had a great firsthand experience with it, you’ll be far more likely to win their services.

How do you get in front of the right audience? Get active on LinkedIn, joining and contributing to groups built for sales professionals. Sponsor an industry event or consider hosting your own. Take content marketing seriously, blogging or podcasting on topics that resonate with the sort of candidate you want to attract.

Expand your talent pool with remote work

Offering new employees the opportunity to work remotely has become far more common since the beginning of the pandemic. It is often viewed as something done in the interests of the worker, allowing them to skip the commute and to redress imbalance in their personal and professional lives. But the truth is that remote work can be in the best interests of the company too.

Not only can you save on expensive office space, you can also seriously expand your talent horizons. Your sales hiring search is no longer limited to your city or surrounding suburbs – you can hire talent wherever it might be, from interstate to overseas. In effect, the decision to offer truly remote work sees the available talent pool grow instantly and (almost) infinitely.

Implement incentives for referrals

Often there’s no more effective recruiter than those found sitting at the other desks in your office. The personal and professional networks of your team members can prove a happy hunting ground for new sales talent.

People trust people. If a top salesperson has a friend who says ‘my company is hiring and I think you’d be a great fit’, such a personal recommendation is far more likely to reel in that talented fish. Encourage referrals with incentives, offering a reward to anyone whose tipoff ends in a hire. This doesn’t necessarily have to be cash – feel free to get creative.

Sales hiring has rarely been as difficult as it is right now. But while the sales talent shortage is very real, these five strategies can go a long way to minimising its effects.

And by adding in a dash of expert help from a team like bta Sales, your hunt for sales talent could be far easier than market conditions suggest. Call our friendly team today !

IS NOW A GOOD TIME TO FIND A NEW SALES ROLE?

Fri, 24 Sep 2021 10:51:45 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

Since the beginning of 2020, the only certainty has been uncertainty. While the pandemic hasn’t been as dire in Australia as it has elsewhere, those with jobs have nonetheless felt lucky to have them. It’s a situation that might make the following question seem strange:

Is now a good time to look for a new sales position?

With ‘COVID-normal’ not expected to be reached just yet, switching sales roles might feel a little risky and counterintuitive at the moment. But the truth is that the demand for salespeople is higher now than it has been for a long time, and those who are willing to brave the unknown and begin their job search are reaping serious benefits.

As 69% of companies report talent shortages and difficulty hiring, and as the unemployment rate has fallen by over a third since late-2020 , businesses are desperate for talented help. No professional makes a more tangible contribution to the bottom line as a salesperson, so sales hiring demand has skyrocketed.

And this is good news for anyone with a knack for selling.

High demand = more opportunity

With more jobs on offer and fewer salespeople to fill them, any worker willing to throw their hat in the ring will be met with endless opportunity. It’s very different to the employer-driven landscape seen in recent years, where you might’ve applied for dozens of roles but heard back from a couple.

The market is now firmly candidate-driven, which means the most talented salespeople are enjoying a selection of offers, each trying to outdo the last. You can then choose whichever suits – the one with the biggest pay packet, the greatest flexibility, the most excitement and fun, or the deepest meaning and purpose.

Earn more than ever before

The job market – like any market – is shaped by the twin forces of supply and demand. If demand is high and supply is low, people will always be willing to pay more to secure what they need. And so it is with salespeople in 2022.

A talented salesperson can expect to be paid more in 2022 than they’ve ever been paid before. This means that even where a new job represents more of a horizontal career move than a vertical one, you should get more money on your next job than you did on your last. In a way it’s like treating your skills as shares in the stock market – you should be capitalising while their value is high.

Enjoy a wider range of work benefits

As they fight with their competitors to win the services of available talent, an employer will do all that they can to attract you. And that isn’t limited to the size of your salary and bonuses, as many businesses find creative ways to set themselves apart.

Perhaps you’ll be offered more than the standard four weeks of holidays. Maybe you’ll enjoy a stake in the company via an employee share scheme. You could be tempted by extended parental leave, a free gym membership, greater autonomy, or an in-office bar. The type of employee package that might’ve been limited to Silicon Valley a decade ago is becoming increasingly common in this competitive market, which is great news for any salesperson looking for their next opportunity.

Work remotely and flexibly

According to the ABS , over half of Australia expects their ability to work from home to either stay the same or increase post-COVID. While many employers were initially hesitant about remote work, seeing it more as a necessary evil than a long-term solution, more and more are recognising that it’s what the modern worker wants. What’s more, these workers know that an employer can do it, so there are no excuses not to.

Some employers are taking things a step further, offering their salespeople true work flexibility. Working to the clock often doesn’t make a huge amount of sense for salespeople, as they’re in a profession that puts value in results, rather than the hours spent chasing them. Many employers now understand that fact, and have started to allow their salespeople to not only work where they want, but when they want. The focus switches to productivity, and as long as targets are hit, when and where the work gets done is sort of irrelevant. As a result, many salespeople are enjoying a healthier work/life balance than ever before.

Is now a good time to find a new sales role? There’s arguably never been a better time. More opportunity, more pay, more benefits and more flexibility are on offer for any talented salesperson open to something new.

If that’s you, our expert team at bta Sales is ready to help you find it. Get in touch today .

SHOULD I WAIT UNTIL 2022 TO HIRE SALESPEOPLE?

Fri, 24 Sep 2021 10:47:51 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

In some ways it’s the sequel that no one asked for – a continuation of the unpredictability and volatility that began in early 2020. Nevertheless, the light at the end of the tunnel continues to get brighter; while we’re not out of the woods just yet, we’re certainly closer to ‘COVID normal’ now than we’ve been for a while.

Stuck in limbo as we are, two schools of thought have emerged regarding sales hiring in 2021.

Some employers recognise that we’re already faced with a sales talent shortage, and that demand for salespeople will only rise as the country begins to open up, so are looking at sales hiring right now. Others see the ongoing unpredictability and want to wait for the stable days that lie ahead. Adding salespeople feels like a risk not worth taking.

At bta Sales it’s our job to keep our finger on the sales hiring pulse, and in our opinion you shouldn’t be waiting until 2022 to hire salespeople. Here are five compelling reasons why.

1. Low supply will only get lower

A lot of employers have seriously ramped up their search for sales talent already in 2021, having recognised that the early bird gets the most talented worm. The truth is that we currently face a sales talent shortage, and this already limited supply will only get more limited the longer an employer waits. If you feel like you’d struggle to justify hiring a salesperson right now, you can rest assured that sales talent offers the quickest return on investment of any new employee, and the best will quickly pay their way.

2. New challenges demand new talent

Hiring sales talent right now isn’t an obligation, it’s an opportunity. A post-COVID world will present new and often challenging landscapes for businesses to navigate, and generating revenue will be critical for success. Salespeople have the most direct impact on your bottom line of any employee, so finding the most talented – those who can understand trends, adjust to shifts and find new ways to succeed – will ensure your business finds its feet as we get back to normality.

3. Becoming an employer of choice

Some employers see the current landscape of remote work as temporary – a stopgap solution that will end as soon as Australia reopens. These same employers might be tempted to tread water until their team gets back into the office, and start their sales hiring quest from there. But the reality of the situation is very different.

In a March 2021 survey conducted by the ABS, over half of Australians expected their ability to work from home to either stay the same or increase into the future. Remote working has transformed from a Band-Aid solution to a way of life – one that most are unwilling to give up.

What does this mean in terms of sales hiring? A business that is willing to offer remote work now will be far better placed to attract talented salespeople than a business that waits until next year to offer an in-office job. Sales talent expect work flexibility, and the smartest employers will recognise that it doesn’t matter where work is done, as long as it’s done.

4. Remote technologies make hiring easy

The remoteness that many Australians are currently experiencing has other perks too. Remote hiring has proven an incredibly convenient and effective alternative to in-person interviews, so much so that according to LinkedIn , more than 80% of talent professionals believe virtual recruiting will continue after COVID, and 70% believe it will become the new norm.

Winning the services of top sales talent has always been a game of efficiency, as the best are quickly snapped up. Now that you can conduct an interview with the click of a button, you’re far better placed to land the most talented fish.

5. Remote work breeds diversity

Another perk of hiring remote workers in 2021? It doesn’t really matter where they live! While your search for sales talent was previously limited to the suburbs that surrounded your office, it can now stretch across the state, the country and beyond. Not only does this grant you access to more talent than ever, it can also help you to create the diverse teams that are increasingly shown to be key to commercial success. According to Deloitte , the cash flow per employee is 2.3x higher in diverse companies than it is in homogenous ones.

While 2021 remains turbulent for many businesses, the new normal is fast approaching, and there’s no better time to prepare for it than now. If that preparation includes a need for sales talent, bta Sales is ready to help. Get in touch with our expert team today .

WHY DOES IT COST MORE TO HIRE SALESPEOPLE IN 2022?

Fri, 24 Sep 2021 10:20:25 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

There’s no doubt or confusion in how the sales team contributes to your business. They’re your resident money-making machines.

Sure, the admin, HR and marketing teams all have their shoulders to the wheel and are crucial to the operation of your company in their own ways, but it’s the salespeople who bring the money in.

If you’re in the market for a new salesperson, you might’ve noticed that you need to pay more now than you have in previous years. It’s not just you – sales hiring has become more expensive across the board.

With hiring costs increasing, business owners are trying to strike a balance: they want to hire the best, but they also want to ensure this investment realises a healthy return.

What are the factors that are contributing to this hiring cost increase, and how should your business approach sales hiring into the future? Let’s find out.

Why does it cost more to hire salespeople in 2022?

Glancing at the news you might assume that there are a wealth of salespeople looking for work. With the ongoing COVID situation affecting almost every industry, surely there are plenty of people out of work, right? Well, not quite.

From a high of 7% in October 2020, the national unemployment rate had fallen to 4.6% by mid-2021 in a trend that thus far shows no sign of slowing. Businesses have adjusted to the inherent volatility of the pandemic, and have begun to hire in preparation of the COVID-normal state that 2022 looks set to present.

The result: candidates have been lapped up, and in 2022 we face an acute sales talent shortage.

Following the inescapable rules of supply and demand, the now limited pool of talented and available salespeople have been able to ask for higher pay than may have been possible a year ago.

The question that business owners need to ask themselves is simple: is a talented salesperson worth such a significant investment?

Understanding the value that sales talent brings

Why should I pay a salesperson more now than I would’ve 12 months ago?

It’s a fair question. The most obvious answer: refusing to pay the market rate will mean you miss out on top talent, and perhaps all talent.

But you don’t want to overpay, so how much is top sales talent reasonably worth?

This Gallup study offers up some answers. When companies select the top 20% most talented candidates for a role, it states, they frequently realise:

A 10% decrease in employee turnover
A 25% decrease in unscheduled absences
A 10% increase in productivity
A 20% increase in sales
And perhaps most notably, a 30% increase in profitability

All of these stats are compelling, but that last point is huge. If you pay 10%, even 20% more to secure top salespeople, you can realise an enormous increase in profits company wide.

Fair pay for fair work

Their value put to one side, the modern salesperson arguably deserves a better pay packet than that of their predecessors. In years gone by salespeople could knock off at five and enjoy clear delineation between the personal and professional. The same isn’t true for the modern salesperson.

The smartphone has been equal parts blessing and curse – it allows us to do so much so easily, but this in turn brings an expectation of 24/7 availability, particularly in the high touch, results-driven world of sales. To disconnect is to potentially miss an opportunity, a situation that top salespeople won’t risk.

Not only does the modern salesperson work more than those of the past – despite their base salary still operating on the same premise of a 40 hour working week – today’s top salespeople will in turn do more work than even their hardworking modern counterparts.

Compensation is only fair, and as we saw above, it’s also in a business’s best interest.

The greater the investment, the greater the return

There’s no doubt that the sales talent shortage is resulting in a hiring cost increase. But the most successful businesses will know to look at this situation not as an inconvenience, but as an opportunity.

With fewer top salespeople on the market, if you spend that little bit more to secure the best, you’ll enjoy an even greater advantage over your competitors, who will be forced to fight for lesser talent.

The data is clear: the more you’re willing to invest in your salespeople, the more you’ll get out of them. And if you’re ready to secure the best, we’re ready to help.

At bta Sales we specialise in sourcing the finest sales talent available, even in the most challenging of markets. Get in touch today to find your next star salesperson!

WHY IT’S INCREDIBLY HARD TO HIRE GOOD SALESPEOPLE RIGHT NOW

Tue, 01 Jun 2021 11:57:12 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

It comes as no surprise that the job market is starting to pick up again. With a business-as-usual attitude, companies all across the country are looking to increase profits, boost sales and make up for time lost due to the chaos of 2020.

Businesses know that one of the best ways to spike their growth is to increase their sales, and of course, increasing sales means creating a team of competent and knowledgeable salespeople.

Ads have been flooding the local job market. In fact, the number of positions advertised nationally has increased to an all time high, compared to figures from March of 2020, and each month the number of job postings continues to grow steadily (Source: Seek).

This is excellent news for the Australian economy, right?

A booming labour market filled with fresh new positions just waiting to be filled by eager jobseekers. The only problem is when employers post their job ads, the only reply they seem to be getting is – crickets.

That’s right—complete silence.

Even though there are ample opportunities available, quality applications are scarce. Are Australian employees just not interested in sales positions anymore? Is there some unknown force out there that keeps them away from applying for job opportunities in the sales industry? We don’t think so. We believe there is a perfect explanation for this shift in the job-seeker mentality.

COVID-19.

Yup, you heard us.

The virus that affected all aspects of our lives and our health has also had a significant impact on how our job market is currently functioning.

One of the biggest challenges that people across Australia, and all over the world, have had to face over the last year is uncertainty. We have all encountered challenges and struggles and have had to look into a future that seems foggy and muddled. It’s hard to know what’s going to happen next when everything is changing from day to day, and it’s hard to feel confident about anything at all when the world we thought we knew has been altered beyond recognition.

This general feeling of hesitation has entered the job market as well and is one of the main driving factors behind a lack of applications, specifically in the sales market. People are cautious about changing jobs. In a world where nothing feels secure, job security is paramount, and many people can’t justify giving up that feeling of safety. They would prefer to stick it out where they are until things become a little clearer.

Another force behind this trend is the fact that many companies previously relied upon talent from overseas markets. New applications from around the globe used to flood our talent pools, creating a more balanced demand and supply. Unfortunately, travel bans have put a stop to this, and we no longer have access to an unlimited pool of qualified candidates, meaning that more and more positions continue to go unfilled.

If all of this sounds a little scary, don’t worry. Not all companies are experiencing stagnant growth due to the decline in labor market supply; innovative companies are actually thriving. By improving their employee value proposition, the right people are finding it hard to refuse their job offers. Better compensation packages, an increase in employee recognition, and providing job security are just a few ways that these businesses are enticing the right salespeople to come aboard.

They also know the value of partnering with a good agency – one who knows the sales industry’s job market and can match the right people with the right positions – an agency like bta Sales.

When you work with us, you don’t have to spend an eternity listening to the crickets chirp while you wait for the proper application to appear in your inbox. We will scout out the right match for your company, bringing you only the best – no matter what the current job market looks like.

SALESPEOPLE ARE OVERPAID

Tue, 01 Jun 2021 11:53:57 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

I was out for lunch the other day with some associates, and the topic of compensation came up. A long-time business friend looked at me and shook his head. “Salespeople are overpaid.” He stated loudly and with such confidence that I couldn’t help but choke on the sip of water I’d been drinking.

Is this mentality still alive today? Do executives still believe that paying low commission and salary rates to their sales staff is healthy for the growth of their business? I did a bit of research when I got back to the office, and I couldn’t believe what I discovered. It appears that there are still a significant number of companies with this outdated mindset, and that’s why I’m here – to prove them wrong.

Salespeople are the face of your business

I think any company who agrees with the notion that “salespeople are overpaid” must have forgotten the fact that these men and women are the faces of their business. These are the people out there every day, upholding the company’s reputation and ensuring customers are satisfied. They are also the ones with a first-hand look at what strategies are working and which aren’t, and in the end, they are the ones making sales – after all, your products and services aren’t going to sell themselves. Shouldn’t salespeople be compensated appropriately for this?

They share your company’s risk

Most salespeople are reimbursed based on a commission-only model, which means that if business is good, their paycheck is good too. On the flip-side, if there is a downturn in the economy or the industry begins to suffer for any reason, their wages will directly reflect this.

It’s no secret that a salesperson’s salary can fluctuate, and there can be some uncertainty that goes along with this job. The commission rates offered to salespeople should echo the level of risk that these positions entail.

Sales is hard

This header says it all and should need no further explanation – but I’ll give one anyway. Sales jobs can be challenging. Salespeople have to cope with rejection daily, work long and grueling hours, are put under extreme pressure to meet specific sales quotas and goals, and live with a certain level of uncertainty. All of this, in my personal opinion, deserves a commensurate reward.

Salespeople are in short supply

With the havoc that COVID-19 has caused over the past year, there has been a significant shift in Australia’s job market. Postings for sales positions are going up left, right and center, but nobody is applying. With so much uncertainty in all areas of our lives, people aren’t willing to switch jobs, especially in an industry such as sales, where uncertainty already abounds. Attracting suitable candidates with the sales skills required to grow your business means offering appealing compensation and bonus packages

If you want your business to continue to grow and profit, you need to make sure that your sales team is working hard for you, and you need to ensure that they are being paid according to their hard work. The next time you are out at a business luncheon and someone says that salespeople are overpaid, how will you respond?

SHOULD YOU HIRE A “GRIZZLED SALES VETERAN” OR A FRESH-FACED GRADUATE FOR YOUR NEXT SALESPERSON?

Tue, 01 Jun 2021 11:50:21 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

All of us are unique. No matter who you are or where you’ve come from, we all have a significant and exciting set of skills to bring to the table. Each of us comes with strengths and weaknesses, despite our age, background, or education.

While some companies lean towards hiring a more experienced salesforce, others go in the opposite direction and seem to prefer a younger generation. Both of these have their advantages and disadvantages.

Coachability

We are all familiar with the phrase “you can’t teach an old dog new tricks,” and while this may not be entirely true, people can become set in their ways – especially salespeople. While a more experienced sales team has many benefits, one of their downfalls is that they may have developed a routine over the years – specific techniques and methodologies that may be hard to change, even if they aren’t working well.

A younger salesperson may be easier to coach and mold. Like a fresh lump of clay, there is less of a challenge in shaping them in any way you like. Often these fresh graduates are more open to new ideas and may be more willing to implement new strategies.

Autonomy

Having a team of independent salespeople is essential. It means less need for direction and a higher level of confidence that the job is getting done and getting done right. Generally speaking, the more experienced a salesperson is, the higher the level of independence they will exhibit. After spending years working in the same field, they know their job like the back of their hand.

A newcomer to the industry likely won’t show the same level of autonomy. In fact, they may need their hand to be held – at least for a little while. They will need to be shown the ropes, requiring many resources until they gain the confidence necessary for self-sufficiency.

Experience

Experience is something that obviously can’t be taught. It comes with years of practice and is one reason why hiring older employees can be much more appealing. When you’ve worked in the industry for a while, you get to know it inside and out – no matter how many years of schooling you’ve undergone, it’s something you just can’t learn from a book or professor.

While younger generations may be eager to learn, even this excitement can’t replace the experience that comes with age.

Compensation

Along with experience also comes an increased expectation for higher compensation rates. Older salespeople expect to get paid more based on their years of knowledge, while there is a general expectation that new graduates will get paid less based on their lack of experience.

While salespeople are entitled to a profitable income – after all, the success of your business depends on them – some budgets may not be able to accommodate a team of highly accomplished salespeople.

Find the best of both worlds

Sometimes, businesses assume that they must choose between experience and enthusiasm, but this doesn’t have to be the case. The best possible sales team is a blend of both worlds – your younger members keeping the company up-to-date on the newest trends while the more experienced staff acting as mentors and role models for the next generation.

THE MINDSET SHIFT SALES LEADERS NEED TO MAKE BEFORE THEY CAN HIRE TOP SALES PERFORMERS

Tue, 01 Jun 2021 11:34:35 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

The tables have turned. In the past, businesses had the upper hand when it came to hiring. Salespeople were handed to them on a silver platter, and they could pick and choose which ones they wanted. This isn’t the case anymore. With a substantial decline in the number of applicants and a significant rise in the number of sales jobs available, companies have to work hard to attract and entice.

You have to be the salesperson now, and your primary role is to sell the position you need to be filled to potential applicants. With so many employment options up for grabs out there, why would the best salespeople choose you? They are evaluating you – your business, your product, you as a leader, and they are assessing their opportunities for success within your organization. You are under more scrutiny than ever before, and because of this, you need to be prepared.

The interview process

Even before the interview begins, you need to make sure that you have a clear outline of what the position is all about and exactly what qualifications you are looking for to fill it. Ensure that the company’s values are clearly defined and outline the role and expectations that you will require from your new hire. Full disclosure is essential here. For an applicant to be willing to take the job and make the switch during these uncertain economic times, they must feel confident that they are the right match for the position and think that your company is a perfect fit.

Compensation

The right compensation package is extremely important. With so many jobs available and not enough experienced salespeople to fill them, the primary factor in their decision-making process will come down to money for many applicants. With the economic fluctuations that we have seen over the past year, dealing with the fallout from COVID-19, many salespeople are looking for compensation, bonuses, and benefits that will make them feel safe and secure in an otherwise unsettled time.

What do you have to offer?

What makes your company different from the hundreds of others out there, all looking to hire the best salesperson? Now is the time to shine. Potential applicants want to know what sets you apart from your competition and need to see what you can offer them that others can’t. They will need to feel confident that your company’s values, sales model, marketing plan, and sales support mesh well with their principles and preferences. They will also want to see a certain level of autonomy and growth that comes with the job. Be sure to outline all of this in the job posting and during the application process.

Remember, you are the salesperson now, and if you are looking to create the very best sales team possible, it is up to you to sell your company. Gone are the days where there was a line-up of applicants knocking on your door seeking employment. Now it’s up to you to scout out the prime candidates and put some work into marketing yourself.

ESSENTIAL SALES SKILLS FOR THE MODERN SALES PROFESSIONAL

Tue, 24 Mar 2020 12:13:39 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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There’s good news and bad news if you’re in search of peak personal sales performance. The good news is that you don’t need the “gift of the gab” (and you probably never did) but the bad news is that you do need to master a few other skills instead to maximize your sales potential.

Here’s what every modern salesperson must be able to do:

DEMONSTRATE EXPERTISE

It really shouldn’t come as a surprise that if you don’t know what you’re talking about when you talk to prospects; you’re not going to sell them a thing. You need to know more than just product information too – you need to understand the customer’s industry, pain points and how to clearly and simply show how your product meets their needs and delivers appreciable benefits.

SHOW CURIOSITY

Asking a bunch of rote questions won’t cut the mustard. You need to genuinely care about your prospects and be curious not just with them but on their behalf. Even tracking them on LinkedIn can help you better understand what they really want.

FREE INTERVIEW GUIDE

Do you want the world’s best salespeople on your team?

Grab your free bta Sales interview guide, where we outline the qualities of the world’s best salespeople, and give you some invaluable questions to identify them at interview.

Download My Free Interview Guide

HAVE EMOTIONAL INTELLIGENCE

Your prospect is a person with real feelings and needs. Getting to know the person and not just the position is what separates the sales superstar from the also-ran. Build sincere and genuine connections with your prospects and you’ll find that they are more likely to want to spend time considering what you have to offer.

BE CONFIDENT

This doesn’t mean become an egotistical monster; it means get the facts and information at your fingertips and don’t be afraid to use them when you need to. This is the confidence of mastery rather than the fake confidence of the snake oil salesman.

WORK AS A TEAM

You can’t do everything brilliantly yourself and nor should you; the best salespeople of today aren’t loners carving out a trail ahead of their peers – they’re working with their peers to constantly improve each other’s skills and they’re letting their peers in on their work and playing to each other’s strengths when it counts. Your clients want value and you’re more likely to find that through team work than solo play.

TELL STORIES

Want people to connect to what you have to say? Then you need to be able to tell a story which gets your message across. Nobody listens to someone reading a data sheet, everyone enjoys a good narrative. Telling stories is the ultimate communication tool.

ESSENTIAL SALES SKILLS FOR THE MODERN SALES PROFESSIONAL

Tue, 24 Mar 2020 12:01:17 GMT

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Aug 31, 2022

Here’s what every modern salesperson must be able to do:

DEMONSTRATE EXPERTISE

SHOW CURIOSITY

FREE INTERVIEW GUIDE

Do you want the world’s best salespeople on your team?

Grab your free bta Sales interview guide, where we outline the qualities of the world’s best salespeople, and give you some invaluable questions to identify them at interview.

Download My Free Interview Guide

HAVE EMOTIONAL INTELLIGENCE

BE CONFIDENT

WORK AS A TEAM

TELL STORIES

HOW YOU CAN BUILD A SALES CULTURE LIKE SALESFORCE

Tue, 03 Mar 2020 13:07:18 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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Salesforce.com has one of the strongest and best-known sales cultures in the world. Sales directors looking to improve the overall performance of their team and create a sustainable change may want to look at how to create a similar culture in their own organisations. Here are 5 tips from Salesforce themselves as to how you might do this:

MAKE WORK MEANINGFUL

Sales employees are likely to get demotivated if they don’t see the value in what they do. They need to see the products or services they sell in the context of their customers and prospects businesses and see the impact that has too. It should be no surprise that if people find their work meaningful it’s easier to believe in and promote that work.

FREE INTERVIEW GUIDE

Do you want the world’s best salespeople on your team?

Grab your free bta Sales interview guide, where we outline the qualities of the world’s best salespeople, and give you some invaluable questions to identify them at interview.

Download My Free Interview Guide

PROMOTE WORKFORCE WELLBEING

The days of high-stress and high-pressure sales departments should be behind us. A little pressure is fine, we all need to make targets, but too much leads to burnout. If you build your team with a focus on their wellbeing, they’ll go the extra mile for you and they’ll be happy to do it. It’s time to end the “you’re only as good as your last sale” stuff and focus on “you’re awesome and you can do it whenever you want to” instead.

BUILD AN OPTIMISTIC WORKPLACE

This doesn’t mean take an unrealistic view through a rose colored lens; it means promote and reward activity which is positive and ethical and done well. It also means step back from punishing people when things go wrong and treat those events as learning opportunities instead.

PLAY TO PEOPLE’S STRENGTHS

It sounds obvious but from direct observation on the sales floor, it often doesn’t seem to be there in practice, you want to play to people’s strengths. Don’t force everyone to do everything but instead build the team so that each person gets to shine in their areas of strength and is backstopped for their areas of weakness.

KNOW YOUR TEAM

You don’t need to become everybody’s best friend to lead a department of sales people but you should know what matters to each person, what motivates them and why they show up for work every day. If you don’t understand what makes the team tick; you can’t possibly try and make the careful adjustments you need to get the job done better each and every time.

THE SECRETS OF THE SCIENCE OF PERSUASION: 6 SHORTCUTS

Tue, 03 Mar 2020 12:08:08 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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Cialdini’s book “Influence: The Psychology Of Persuasion” is one of the all time great books about sales and marketing. Recently Robert Cialdini and Steve Martin published a short video outlining the 6 shortcuts of persuasion that influence someone to say “yes”.

If you’re looking to make more sales than it can really help to get a grip on these principles and their use. The good news is that they are universal shortcuts which means they work with everyone.

1. Reciprocity

If you give something to someone, you feel obliged to give something back. That means you can create an obligation with a prospect to give you something by giving them something first. This doesn’t have to be a huge gift even a small token can persuade someone to take a more favourable view of you.

2. Scarcity

People want more of things that they can have less of. This is pretty obvious. We value gold because it’s scarce. Gold is actually pretty useless as metals go but because there’s not much of it – we’ll pay large sums for it. If you show your prospects what they stand to lose if they don’t take a close look at your proposals, you can invoke scarcity and make the proposal more likely to be valued.

FREE INTERVIEW GUIDE

Do you want the world’s best salespeople on your team?

Grab your free bta Sales interview guide, where we outline the qualities of the world’s best salespeople, and give you some invaluable questions to identify them at interview.

Download My Free Interview Guide

3. Authority

People will follow the lead of “credible, knowledgeable experts” is the principle of authority. You are

more likely to take a doctor’s advice if he has his diploma on display while he gives the advice. That

means you need someone else to tell your prospect how awesome you are before you start pushing a

proposal. By the way, a person with a vested interest in your success is fine to do the talking here – the principle of authority works fine anyway.

4. Consistency

If you can make a proposal consistent with a buyer’s current actions – they are more likely to say yes. A small commitment to an action will lead to a larger commitment later on. Get a buyer to make a small written commitment in public and the bigger private commitment will follow.

5. Liking

We like people who are similar to us, who pay us compliments and who cooperate with us. Research

shows that you want to highlight the similarities you have with your prospects and pay the prospect

genuine compliments prior to getting involved in any negotiations with them.

6. Consensus

If you can show your prospect that other people are already acting on your proposals; they are more

likely to act on your proposal too. Figures like “69% of people in your industry have elected for XYZ

product” can help your prospects feel confident to take the decisions you want them to.

BTA SALES CELEBRATIONS

Fri, 28 Feb 2020 12:12:30 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

Thu, 27 Feb 2020 11:56:07 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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f you are a sales professional then your quarterly / annual target is coming at your right now with breakneck speed whether you like it or not.

Maybe you have hit your annual number and you are popping champagne already. Or perhaps it’s been a tough year and you don’t know if you are going to cross the line.

Either way, you have a choice to sit back and relax OR you can finish the year with a triumphant push to close every single deal that you can (and let’s face it, if you clicked on this article then we both know you want to finish the year strong!)

Here are my 9 Steps to crush your end of year when you only have a few weeks to go, with a bonus step thrown in just for you!

1. FIND YOUR FOCUS

Nope, you won’t need a Japanese rock garden or a Tibetan mantra (though props if that is your thing, you will like Step 10.)

You have precious few business days left until the end of the year quarter and your time management is crucial. Get your Pareto Principle on, and identify the 20% of opportunities that will deliver the 80% of your results.

A quick technique is to create a simple 2×2 chart of Impact and Likelihood, then plot your opportunities against that. This will give you visibility into where you should be spending your time.

Once you know where you need to focus, block chunks of time into your calendar to specifically move each of those opportunities forward.

Look at all other meetings in your diary for the next 4 weeks and if they aren’t urgent or important then start rescheduling them until the next quarter (or better yet, cancel them altogether.)

Ask The Expert: Mark Dick, Head Of Sales, HealthEngine

“Prioritise deals that have a high probability of closing before year end and focus all effort on these. It sounds basic but time is a limited resource, and it is easy to be distracted by new opportunities or deals that do not have defined timelines.

In the excitement of a year-end time moves quickly, so invest the effort upfront to plan what deals you will commit to work on, and what needs to be done to get these over the line.”

2. STOP BEING A HOARDER

If you are anything like me then you might have become a Deal Hoarder.

You have a CRM overflowing with old and/or irrelevant opportunities and your inner optimist is clinging to the idea that those deals might still happen. If they haven’t progressed in the last 4 weeks, chances are that they probably won’t.

The clutter of low likelihood opportunities distracts you from your focus and doesn’t give you a clear idea of where you are at. Even worse, you might have some reluctance about cleaning out these opportunities as you know it might not paint a rosy picture.

Sage advice given to me early in my sales career: If you miss your forecast AND miss your budget, you were wrong twice.

Don’t wait until Christmas Eve to spring it on your Sales Manager that some of that pipeline isn’t going to come in. Bite the bullet right now, close old opportunities and remove them from your pipeline. Get realistic on your outlook right now, not later, and you are actually in a better position to get results in the next week.

If in doubt if something is an opportunity, see Step 5.

Ask The Expert: Chris Ashmam , Head Of Sales Improvement, News Corp

“Know your numbers – What’s your target/goal? What’s your average sale value? What’s your opportunity to sale conversion rate? If you don’t improve your average sale value or conversion rate, how many opportunities do you need to hit your target/goal? How can you improve? What’s the impact of improving? Sales is a numbers game, but it doesn’t need to be a volume game. Know what your numbers are and how to improve them so that you apply quality to your effort. Your results will explode when you focus on improving your metrics.”

3. LET’S GET VISUAL

Visual cues help maintain focus and motivation. They can be a constant reminder of what is important and keep you on track for what will make you successful.

Create your own visual cues or write down your key deals and opportunities, and have that as a visual cue in your line of sight all day.

Begin every morning and finish every day by casting your eye over your key deals and assessing how you are progressing against them.

For the innovators and growth hackers amongst you, the state of the art technology that I use for this is Melamine, a resin-infused paper which is typically used over a substrate that can range from particle board to MDF (medium density fibreboard).

You might know it by its more common street name – a whiteboard.

4. CONVEY SCARCITY AND URGENCY

Scarcity and urgency are two of the most important human drivers (put Cialdini’s Influence: The Science & Psychology Of Persuasion on your reading list if you haven’t already, it’s life changing and required reading for any serious sales professional.)

Some common examples used to convey scarcity and urgency include limited stock, limited capacity for a services business, or a limited period pricing.

Will Christmas shutdown push out their timeframes meaning your prospect really needs to come onboard now? Is there a price increase in the new year? Are there only 12 widgets left in stock due to a Christmas rush and this might be the last chance to get them? You can use facts like these to help deals cross the line.

Important – don’t create false urgency. People can sense it a mile off and it ruins your credibility.

5. BE POLITELY DIRECT

Your prospective buyer knows that you have a job to do and will be respectful of it. You want to get a true sense of what your prospect’s intentions are, without exerting undue sales pressure if they aren’t ready, willing and eager to do business with you.

The right question to ask in a friendly tone of voice is “If you were me, would you forecast this to happen before the end of the year?”

From there they will tell you exactly what they are thinking, what their timelines are, and what hurdles you might need to overcome to get there.

Taking the 2 minutes to ask a courageous question will save you days and weeks of effort trying to force something that likely was never going to happen.

Most of sales is simply solving someone’s need with your product or service – if they have a definite need and you have a definite solution then the rest is just logistics.

6. USE “YES IF” STATEMENTS

Negotiation is an inevitable part of sales. Never give away the farm and always maintain your pricing integrity, but most businesses will have some volume discounting tiers available that you can work within, or some additional value that can be included in a deal.

If you are receiving requests for discounts or additional support, and those requests are within business scope, give them a “Yes/IF” statement such as “Yes, we can investigate that discount IF you can commit to signing by Friday?”

Also, seek to add additional business value rather than give away financial value. It’s likely that within your business you have some resources unique and specific that only you can provide such as implementation, insights and more.

This will often be far more valuable to your prospective client than the financial discount so focus your efforts here.

7. LEVERAGE EXECUTIVES, EXPERTS, AND CUSTOMERS

Your business is loaded with people that can help make a deal happen. Ask your MD, VP or Director if they are happy to help out and meet with your largest opportunity.

Usually there will be some internal experts that are very happy to go client facing and support you at the end of the quarter – this might be a product or technical experts such as an engineer, or someone that is usually involved in implementation that is happy to get involved also.

By far and away the best people you can leverage is an existing customer who is happy to be an advocate for your business. To achieve this you might leverage a written testimonial or video from a current customer. Better yet, ask a current customer if they would be happy to take a phone call from your prospective new customer to hear about their positive experiences with you and results they are getting.

8. EXPECT THE UNEXPECTED

There is nothing worse than it being the last day of the quarter, and you realise that that you have some internal hurdles such a setting them up as a client, undertaking a credit check, or some other internal hoop that needs to be jumped through.

Another perennial favourite is the prospective client that neglected to mention they were going to be away that day/week/moth that an agreement needed to be signed, or brings up legal approval or another decision maker at the eleventh hour.

Take some time to preempt and predict what you will need in the future to help the opportunity happen, and get the ball rolling on resolving those issues now. Get that credit check done. Ask your client if there are any other decision makers that need to be included. Find and solve all those hiccups now when there is the chance to resolve them before it is too late.

9. BREATHE

It’s easier said than done when under pressure in sales, but you have to look after yourself.

Get a good sleep. Eat well. Avoid late nights celebrating wins that haven’t happened yet. Find time to walk outside the office and get some sunshine and movement. Hit the gym or do some meditation or yoga.

Keeping yourself healthy, calm, and centred is crucial to keeping your momentum and productivity during a busy period.

Ask The Expert: Brad Burns, Head Of Sales, Care Pharmaceuticals

“The reality is the end of yearis the same as anyend of quarter period, as a team we know exactly what we are chasing and how we are tracking on a daily and weekly basis.

We have worked hard to lay a strong platform which is delivering above market results in growth and our team are focused on executing our strategic plan to ensure the trend continues. We are blessed to have a strong and diverse team who are engaged, passionate, connected and determined to win which makes a huge difference to our organisation.

Leading into the busy Christmas period, it’s important to also reflect on the year that has passed, down tools and spend quality time together to celebrate another successful year.”

BONUS TIP 10

Start your next year NOW and work like the above every day. By being strict with your focus and time you give yourself such a greater chance at getting great results.

So, what is your top piece of advice for salespeople on having a strong end of year?

Did you get something of value from this article? Make sure you like/share/comment so your network might benefit too.

TERMS AND CONDITIONS – NATIONAL ACHIEVERS CONFERENCE TICKETS

Thu, 27 Feb 2020 11:41:22 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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Instructions on how to enter and prizes form part of these conditions of entry. Participation in this promotion is deemed acceptance of these conditions of entry. Entry is open to residents of Victoria aged 18 and over only. Employees of the Promoter, and their immediate families and agencies associated with this promotion are not eligible to enter. All entrants must enter the competition for recreational purposes only. Only one entry per person will be permitted. The promotional period commences on August 7, 2019 and closes at 11:59pm (AEDT) on Friday 9th August, 2019. The judging will be done by a panel of judges appointed by the Promoter. The judging will take place at BTA Sales head office, Cremorne, VIC and will begin on Saturday 10th August, 2019. The winners will be notified by direct message using contact details provided in their entry. To enter, entrants must tag two friends that they would like to take to the event and in 25 words or less tell us why they would like the attend the NAC and how it would help unlock their sales potential. Each entry will be individually judged based on its literary and creative merit of the answer to the question provided. The judges’ decision in relation to any aspect of the competition will be final and binding on every person who enters. No correspondence will be entered into. The Entrant warrants to the Promoter that the entry submitted is an original artistic work of the Entrant that does not infringe the rights of any third parties. If the entry or any part of the information provided to the Entrant in relation to the entry was provided by a third party, the Entrant warrants that they have obtained the relevant copyright permission to submit the entry for the purposes of this promotion. The entrant agrees to indemnify the promoter against all claims and costs by third parties arising from a breach of the warranty set out in this condition. The Promoter is entitled to use any of the entries submitted in any manner and for any purpose at its absolute discretion, including using the entries for future promoter’s or their agents book publications, promotional, marketing and publicity purposes without any further reference or payment or other compensation to the entrant. The promoter is entitled to amend, edit, select, crop, retouch, add to or delete from any part of the submitted entry. Entries must not be offensive, defamatory or racist. Any entry which the judges deem inappropriate will be invalid. The entrant agrees to indemnify the Promoter. The Promoter reserves the right, at any time, to verify the validity of entries and entrants (including an entrant’s identity, age and place of residence) and to disqualify any entrant who submits an entry that is not in accordance with these Terms and Conditions or who tampers with the entry process. Errors and omissions will be accepted at the Promoter’s discretion. Failure by the Promoter to enforce any of its rights at any stage does not constitute a waiver of those rights. The best entry as determined by the judges will be deemed the major prize winners and will win: Three (3) x tickets to NAC Melbourne on the 12th August 2019 valued at $399 each. Total prize pool for the entire promotional period is valued at up to $1,197 (including GST). Prize does not include any ancillary costs associated with redeeming this prize. These are the responsibility of the winner. Prize must be taken as offered. The prize, or any unused portion of the prize, is not exchangeable or cannot be redeemed as cash. The prize cannot be used in conjunction with any other special offer. The prize is valued in Australian dollars. The Promoter accepts no responsibility for any variation in the prize value. Prize winner is advised that tax implications may arise from their prize winnings and they should seek independent financial advice prior to acceptance of their prize. Products included in prize package (including but not limited to titles, colour, design, sizing, model, finish, style etc.) will be determined by the promoter in its complete discretion. All prizes must be taken as offered. The prize will be delivered to the nominated address of the Prize winner. Delivery of the Prize is valid to any state and/or city in Australia. In the event that for any reason whatsoever the Winner does not take the prize at the time stipulated by the Promoter, then the prize will be forfeited by the Winner and cash will not be awarded in lieu of the prize. In the event that a prize, or part of a prize, is unavailable, the Promoter reserves the right to substitute the prize or part of the prize in its discretion with an alternative prize or part of the prize to the same and equal recommended retail value and/or specification. The promoter is neither responsible nor liable for any late lost or misdirected mail (including but not limited to prizes). The Promoter is not responsible nor liable for any prize damaged in transit in the delivery of their prize Any cost associated with accessing the promotional website is the entrant’s responsibility and is dependent on the Internet service provider used. In the event of unforeseen circumstances, war, terrorism, state of emergency or disaster (including but not limited to natural disaster) the Promoter reserves the right to subject to reference to all relevant state and territory rules and regulations, to cancel, terminate, modify or suspend the promotion. If a medical circumstance in some way restricts your ability to enter the competition through the required mechanic, you are still eligible to enter however you must briefly state your circumstances upon entry. If your entry is selected as a winning entry, validation of your circumstances/ the validity of your entry will be undertaken by the Promoter. Method of validation (without limitation) will be determined by the Promoter in its complete discretion. If the winning entry is deemed to be a winner, the winner will be notified as per the terms and conditions herein. In the event that the Promoter requests the entrant to sign any legal documents relating to the verification of their medical circumstance, the legal documents will take the form determined by the Promoter. It is a condition of accepting the prize the winner sign any such legal documentation. Nothing in these Terms and Conditions limits, excludes or modifies or purports to limit, exclude or modify the statutory consumer guarantees as provided under the Competition and Consumer Act, as well as any other implied warranties under the ASIC Act or similar consumer protection laws in the State and Territories of Australia (“Non-Excludable Guarantees”). Except for any liability that cannot by law be excluded, including the Non-Excludable Guarantees, the Promoter (including its respective officers, employees and agents) excludes all liability (including negligence), for any personal injury; or any loss or damage (including loss of opportunity); whether direct, indirect, special or consequential, arising in any way out of the promotion. Except for any liability that cannot by law be excluded, including the Non-Excludable Guarantees, the Promoter (including its respective officers, employees and agents) is not responsible for and excludes all liability (including negligence), for any personal injury; or any loss or damage (including loss of opportunity); whether direct, indirect, special or consequential, arising in any way out of: (a) any technical difficulties or equipment malfunction (whether or not under the Promoter’s control); (b) any theft, unauthorised access or third party interference; (c) any entry or prize claim that is late, lost, altered, damaged or misdirected (whether or not after their receipt by the Promoter) due to any reason beyond the reasonable control of the Promoter; (d) any variation in prize value to that stated in these Terms and Conditions; (e) any tax liability incurred by a winner or entrant; or (f) use of the prize. If this promotion is interfered with in any way or is not capable of being conducted as reasonably anticipated due to any reason beyond the reasonable control of the Promoter, the Promoter reserves the right, in its sole discretion, to the fullest extent permitted by law: (a) to disqualify any entrant; or (b) subject to any written directions from a regulatory authority, to modify, suspend, terminate or cancel the promotion, as appropriate. Privacy: The Promoter collects personal information (“PI”) in order to conduct the promotion and may, for this purpose, disclose such PI to third parties, including but not limited to agents, contractors, service providers, prize suppliers and, as required, to Australian regulatory authorities. Entry is conditional on providing this PI. The Promoter is BTA Sales Pty Ltd (ABN 6 122 736 145)

THE SALESPERSON’S GUIDE TO OPTIMISING YOUR LINKEDIN PROFILE AND LANDING YOUR DREAM SALES ROLE

Thu, 27 Feb 2020 11:07:08 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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THE SALESPERSON’S GUIDE TO OPTIMISING YOUR LINKEDIN PROFILE AND LANDING YOUR DREAM SALES ROLE

As a sales professional, you’re probably not a stranger to LinkedIn. Afterall, your LinkedIn profile is important to your sales success. The connections and relationships you build over LinkedIn can play a vital part in finding and converting leads.

What’s more, your LinkedIn profile is also ESSENTIAL to landing your next dream job.

Our guide to optimising your LinkedIn profile will not only help you stand out from the crowd and secure your dream role, it will help you succeed once you’re in that role.

On the last count, there were 546 million users across 200 different countries on LinkedIn. Suffice to say, most sales professionals have a LinkedIn profile. With your sales peers (and direct competition for a job) all present and competing for the hiring manager’s attention on LinkedIn, how can you make your profile stand out from the crowd?

This guide outlines the steps that you can take to ensure your pro le is found, seen, and remembered by potential future employers.

Download The Salesperson’s Guide To Optimising Your LinkedIn Profile And Landing Your Dream Sales Role and learn:

15 easy ways you can update your LinkedIn profile that helps lead employers (and their job opportunities) your way
The one profile change that will increase your views by 21x and your connections 9 fold!
How to get more LinkedIn peer recommendations (and 17 times more profile views in the process)

NEED A NEW SALES HIRE? RECRUITING WITH CULTURE IN MIND IS KEY

Thu, 27 Feb 2020 10:52:27 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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NEED A NEW SALES HIRE? RECRUITING WITH CULTURE IN MIND IS KEY

There’s no doubt recruiting new sales staff is arduous. Bad hires open you up to a whole host of problems. It starts with their ineptitude in performing their job, which leads to poor productivity and sales results. This then affects your sales team’s morale, causing others to jump ship. Before you know it, things can quickly spiral out of control and you’re right back where you started – trying to hire more staff yet again! Not only is it a huge waste of your time, it sends your recruitment costs sky high and, in the process, hurts your bottom-line.

But what if we told you there is a way to stack the odds in your favour during the hiring process? That hiring purely based on skill and experience might not be the best approach and instead, you should hire for cultural fit and/or cultural add. It’s an innovative way to recruit that might just be the solution you’re looking for.

LOOKING BEYOND THE RESUME

When you’re looking for a new sales team member, it is natural to first review their résumé. Do they have all the requisite skills and experience to succeed in your team? After all, if they don’t, what’s the point in interviewing them, right? Well, there is one.

People can always be trained up when it comes to a skills gap. But it’s pretty hard to shift their core values, beliefs and personality. If you can make sure a potential new hire aligns with your current team’s culture – or can add to it – you will quickly create a work environment that breeds success.

Not quite convinced? Let’s delve into the detail of hiring for a culture fit and culture add to see if it’s the boost your sales team needs.

DEFINING CULTURE

Hiring for culture over skills or experience means you’re looking to find people that ‘get’ your sales team and company DNA.

When you hire by looking at culture, you can do it in one of two ways:

Culture fit
Culture add

Each one is quite different when it comes to the impact it can have on your sales team.

WHAT IS CULTURE FIT?

Culture fit is based on the central tenet that people with similar interests and qualities function better as a team. Broadly speaking, it means the potential employee not only understands but also shares, the core beliefs and values of your company and team. They also act in ways that support this.

Hiring for cultural fit can be tricky. You need to ask a lot of questions to flesh out whether the candidate is on the same page as your team. Working out whether they are just saying what you want to hear, or whether they truly believe it, is often the hardest part. That’s where asking for concrete examples of their previous work behaviours can help. Download our free guide of 20 Culture-related Questions To Ask Your Potential Salespeople here to help you better interview for culture.

WHAT’S GREAT ABOUT HIRING FOR CULTURE FIT?

There are a number of benefits to having a sales team that is culturally aligned.

1. Team members enjoy each other’s company

It’s common for people with similar interests and personalities to get along. Working 8 – 10 hours a day with people you like obviously makes for a much better team environment, which is great for morale and retention.

2. Greater team cohesion

Team members are more likely to collaborate and work out mutually-beneficial solutions to problems if they like one another, creating a stronger overall team and output.

3. Less conflict

Not just liking, but really understanding, your fellow sales colleagues goes a long way to reducing tension that is often rife in the sales environment thanks to targets and commission structures.

WHAT’S NOT-SO-GREAT ABOUT HIRING FOR CULTURE FIT?

Too much of one thing is never good for you. A lack of diversity in your sales teams can lead to stagnation and a lack of innovation. The creative spark can die very quickly which is not something you want when it comes to developing new ways to sell and beat targets.

WHAT IS CULTURE ADD?

Where culture fit seeks to find teams members like your current ones, culture add is the opposite. It’s all about introducing difference in terms of communication styles, interests and perspectives to your team.

An example: perhaps you’ve got a team filled with strong-willed sales people and you’ve found that while they are great closers, they struggle when it comes to building and maintaining client relationships. When looking for a new member, consider hiring someone with a softer or more relaxed personality and communication style even if they come from a different industry vertical or lack some of the necessary skills.

WHAT’S GREAT ABOUT HIRING FOR CULTURE ADD?

There are a number of benefits to having a ‘mixed bag of lollies’ sales team, rather than a generic bag of red frogs.

1. Specialisations

As all team members have slightly different skill sets, they can help one another out as needed, making for a much stronger team. For example, one salesperson may have a strong business acumen whereas another has on-point technical or product knowledge. There is much to learn from one another with the likely end result being two stronger salespeople.

2. Mixed opinions

Different viewpoints are the key to creativity and innovative sales solutions. Team members will challenge each other’s stances, breaking the group mentality that is often found in culture fit teams (which also often produces homogenous results). This is great for growth, both in sales figures and personal development for staff.

3. Difference is valued

More often than not, those in a culture add team are recognised for their unique abilities and perspectives. As it feels good to be valued for your take on things, sales staff often feel more invested in the team.

4. A greater pool of candidates

Choosing to hire with culture add in mind – rather than purely on sales experience and results- means you can open up the playing field. You will get to choose from a greater variety of candidates who can potentially offer your sales team a lot more in terms of attributes and perspectives.

WHAT’S NOT-SO-GREAT ABOUT HIRING FOR CULTURE ADD?

As backgrounds, values, interests and perspectives differ in a culture add team, there’s a higher chance you’ll get a clash of opinions and ideas when working together. This can make it difficult when it comes to competition among sales team members or attempting to come to a group consensus or decision.

There’s also the higher possibility the team environment may not be as harmonious as that in a culture fit team which could impact on morale.

WHICH ONE IS BEST?

So now we get to the million-dollar question: should you hire for skills, culture fit or culture add? When it comes to sales, the best way is to use a combination of all three! This ensures you get the positives from each method.

Need a little extra help in this process? Check out our free download, 20 Culture-based Questions You Can Ask Potential New Salespeople . Or feel free to get in contact with us at bta Sales. We’ve got plenty of experience when it comes to finding the right fit for your sales team and hiring for a mix of skills, culture add and fit.

16 SALES TIPS FOR TIMES OF SALES NEED!

Thu, 27 Feb 2020 10:32:47 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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The world of business is constantly evolving. And with it, so is the nature of sales.

It’s hard to stay on top of current trends and best practices, so our bta Sales consultants have put together a few of their best sales facts, tips and tricks to help inspire and motivate you.

Below are a few of our favourites and you can grab the full guide here .

“Spending time planning your sales calls in the morning is going to save you valuable time. It takes only about 12 minutes to plan out your day, but this small investment of time will save you up to two hours in wasted time and effort through the day.” – Steve Anderson, bta Sales Director, Building & Construction, Architecture & Design

“Almost six in 10 buyers want to discuss pricing on the first call. But make sure you talk value before price. Once you understand their needs, vision, constraints and ideal solution you can show them what value you can bring. Then talk price.” – Bryan Kuchel, bta Sales Consultant, Business Services

“View the prospect’s success as your own. When you’re both in it together, with a shared desired outcome, you’re both more likely to win.” – Matt Summers, bta Sales Senior Consultant, Business Services

“If you can’t explain it to a 6-year old, you don’t know it yourself.” (Albert Einstein) – Sophie Tidemann, bta Sales Consultant

“Humour is usually always welcome in a prospect call. It’s also hard to say no with a smile on your face. Plus, a study found that a quick grin made people 10% more willing to trust.” – Gemma Foster, bta Sales Consultant, Industrial, Manufacturing & Engineering

“Perceived value creates a sale. Received value creates retention.” – Kris Halls, bta Sales Consultant, Information Technology

“Subject lines with three to four words get more responses than shorter and longer ones. This is also the perfect length to fit in a mobile phone screen.” – Matt Rowles, bta Sales Divisional Manager, Information Technology

“It takes a lot less effort to retain a customer than find a new one. Turning your customers into raving fans is a process. Don’t consider just what your customers experience is up to the sale, you must also consider the 5, 30, 90 and 200 days after the sale.” – Pamela Panagopoulos, bta Sales Senior Consultant, Healthcare & Medical

“An oldie but a goodie: always under-promise and over-deliver.” – Ali McCormack, bta Sales Talent & Marketing Executive

“Devote time to prospecting every day. You should be prospecting just as much on the first day of the month or quarter as the last. Gong’s data science team analysed 15 months of data and found on average salespeople made far more calls in the last month of the quarter than the first two. And the success rate of those “eleventh-hour” calls were usually lower than any other month.” – Steele Baillie, bta Sales Managing Director

“Invest in yourself: You will only become a better salesperson by learning. Find opportunities to further your education and find a mentor to guide you. Udemy and HubSpot are great places to find cheap or free short courses.” – Bobbi Williams, bta Sales Senior Consultant, Building & Construction, Architecture & Design

“60 second rule: Don’t solely talk for over 60 seconds without allowing the prospect back into the conversation.” – Gabrielle Cammilleri, bta Sales Senior Consultant, Healthcare & Medical

“Be generous and share your best ideas. Your ideal client will appreciate and respond to your generosity. Don’t worry about people getting too much for free, it will be worth it in the end.” – Bruno Parisi, bta Sales Consultant, Information Technology

“Avoid using individual terms such as “you,” “I,” “me,” and “your” and try collaborative words such as “we,” “us,” “our,” and “together.”” – Alex Kavic, bta Sales Consultant, Building & Construction, Architecture & Design

“Show up and follow up. Too many sales are lost when salespeople fail to show up to a meeting, show up late or fail to follow up with an email or call.” – Mark Taylor, bta Sales Divisional Manager, Industrial, Manufacturing & Engineering

“Whether you think you can or think you can’t, you’re right.” (Henry Ford) – Mike Surawski, bta Sales Senior Consultant, Business Services

9 key ways to retain high performing sales staff

Thu, 27 Feb 2020 10:27:55 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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It’s a question most sales managers face at one time or another – how do I stop that revolving door of sales staff turnover?

It’s a tricky question to answer and while a small amount of turnover in your sales team is inevitable (and healthy!), it’s in your best interest to retain great sales staff rather than constantly recruit new ones. Think about the impact staff leaving has on your work culture, in productivity losses, and in time and money costs (hiring, onboarding, training etc.)!

In an attempt to help answer this question, we surveyed some of Australia’s best salespeople about what’s important to them in a sales job, and what makes them stay.

Here’s what they had to say…

Note: this is a small snapshot of some great Australian salespeople. It’s good to keep in mind everyone is unique so may have different reasons for staying or leaving.

1. You need great managers

2. Have realistic expectations

3. Provide growth and training opportunities

4. Pay fair, pay well

5. Reward staff with perks and benefits

6. Realise that teammates matter

7. Offer a good work-life balance

8. Give staff a sense of purpose

9. Ensure that it’s a match between your salespeople and your company values and mission

Want to know how you can achieve these this in your sales organisation?

Download the free retention guide here.

20 CLASSIC SALES QUOTES THAT STILL INSPIRE US TODAY

Thu, 27 Feb 2020 10:23:36 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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If you’re looking to inspire your sales force to reach for the skies this year; you’ll want to be able to reach for some motivational quotes every now and again. Here are 20 awesome sales quotes that you can communicate to your sales team:

“Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time.” – Thomas Edison

“Everything you’ve ever wanted is on the other side of fear.” – George Addair

“Do you want to know who you are? Don’t ask. Act! Action will delineate and define you.” -Thomas Jefferson

“Setting goals is the first step in turning the invisible into the visible.” – Tony Robbins

FREE INTERVIEW GUIDE

Do you want the world’s best salespeople on your team?

Grab your free bta Sales interview guide, where we outline the qualities of the world’s best salespeople, and give you some invaluable questions to identify them at interview.

Download My Free Interview Guide

“Motivation will almost always beat mere talent.” – Norman Ralph Augustine

“I attribute my success to this: I never gave or took any excuse.” – Florence Nightingale

“Human beings have an innate inner drive to be autonomous, self-determined, and connected to one another. And when that drive is liberated, people achieve more and live richer lives.” -Daniel Pink

“It’s not about having the right opportunities. It’s about handling the opportunities right.” – Mark Hunter

“Outstanding people have one thing in common: An absolute sense of mission.” – Zig Ziglar

“Lean in, speak out, have a voice in your organization, and never use the word ‘sorry.'” – Trish Bertuzzi

“Always do your best. What you plant now, you will harvest later.” – Og Mandino

“The difference between a successful person and others is not a lack of strength, not a lack of knowledge, but rather a lack of will.” – Vince Lombardi

“Most people think “selling” is the same as “talking”. But the most effective salespeople know that listening is the most important part of their job.” – Roy Bartell

“You don’t close a sale; you open a relationship if you want to build a long-term, successful enterprise.” – Patricia Fripp

“Obstacles can’t stop you. Problems can’t stop you. Most of all, other people can’t stop you. Only you can stop you.” – Jeffrey Gitomer

“Opportunities are usually disguised as hard work, so most people don’t recognize them.” – Ann Landers

“Most of the important things in the world have been accomplished by people who have kept on trying when there seemed to be no hope at all.” – Dale Carnegie

“Foreverysale you miss because you’re too enthusiastic, you will miss a hundred because you’re not enthusiastic enough.” – Zig Ziglar

“Your competition is EVERYTHING else your prospect could conceivably spend their money on.” – Don Cooper

“Goals aren’t enough. You need goals plus deadlines: goals big enough to get excited about and deadline to make you run. One isn’t much good without the other, but together they can be tremendous.” – Ben Feldman

HIRING? HERE’S HOW SMART SALES LEADERS ATTRACT GREAT TALENT

Thu, 27 Feb 2020 10:19:39 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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Good sales leaders keenly understand that their salespeople are their greatest asset.

There’s simply no hitting targets without a cohesive group of focused and hard-working team members.

And that’s precisely why it’s so important you attract the best people for your team.

Just how do you position yourself to do that?

Think about what talent want…

Before you think about capturing the best of the best, you need to know what they’re looking for. According to a

Glassdoor survey, talent look at four crucial things in a new job – salary, benefits, work environment and the company mission, vision and values.

This means the people you want to attract to your sales team will want to know about:

1. Your team and sales leader

2. Your company

3. The job itself & what it offers

Showcasing each of these areas during your recruitment campaign can make or break your chances of snagging top talent. Here’s how.

1. DO SOME SOUL SEARCHING

Your current employees are a goldmine of information when it comes to your team, sales leader, company and the job you’re recruiting for. Get talking to them about what they love, but also what they would change. What should you ask? Get the full report here and find out.

2. REVIEW YOUR ONLINE PRESENCE

61% of job seekers read online company reviews and ratings before making the decision to apply for a job.

79% read social media profiles when applying for a job.

69% wouldn’t take a job if the company had a bad reputation (even if they were currently unemployed).

84% would consider leaving their current job for a company with an excellent reputation.

55% abandoned a job application after reading a negative review.

Concerned about the above stats about your online reputation? Here are my top tips on managing yours.

3. SHOWCASE YOUR BEST IN YOUR JOB DESCRIPTION

Your job description is a key element in your recruitment material. A great one not only helps you attract the most qualified candidates, it also sells the job for you (provided it’s well written of course!).

A job description should be a true reflection of not only the job itself, but who you are as a company. Showcase what you have to offer, rather than focusing on what you want in the candidate.

Note: you will still need a responsibilities, requirements and qualifications skills section. But you don’t have to lead with that.

Want to know what to include in your Job Description? Use our guide here.

4. SHOWCASE YOUR BEST IN YOUR JOB AD

Your job description can seal the deal in getting a candidate to proceed with their application – but you have to attract their attention in the first place! This is where your job ad comes in.

A great sales job ad should be a highlights reel of your job description. One or two lines about your company mission/values, team/sales leader attributes, work environment, perks/ benefits and salary. You can also flesh it out with some key team LinkedIn profiles.

If you’re not sure how to pull off a great job ad, we’d be happy to help . We have content writers who specialise in creating concise, yet compelling, job ads.

5. SHOWCASE YOUR BEST DURING THE CRUCIAL INTERVIEWING STAGE

Now that you’ve got some great talent applying for your job, the next phase to reel them in is during the interview stage. This is where you can really showcase your stuff and nurture a great prospect into coming on board. It’s also the stage where many companies get it wrong.

According to CareerBuilder, there’s a direct correlation between a bad candidate experience and bad sales results.

Their study found 58% of applicants wouldn’t buy from a company that didn’t answer their job application, and 69% wouldn’t if they had a bad interview experience. So it’s wise to treat applicants like your customers, because in reality, many of them are (or could potentially be!).

It is important to do some prep work before your interviews. Note down the key bene ts of working with your company (if you’ve put together a great position description, you should be able to nd them there). It could be salary increases, of ce competitions, sales target rewards, autonomy in how the candidate reaches their target and so on.

This list will be very handy in enticing candidates on a personal level in the interview (more on that soon).

Take these steps during your interviews and you’ll be on your way to attracting great candidates to say ‘yes’ to your

job offer.

6. ONGOING SHOWCASING

Attracting the best talent is a never-ending quest. Everything you do in your everyday work practices should raise awareness of your company brand and team, whether you have job openings or not. You can continually do this by:

1. Updating your website & social media with regular content (thought leadership articles, blogs, workplace photos and so on)

2. Seeking reviews from employees, clients and customers and posting them online

3. Actively responding to online reviews, both positive and negative

4. Encouraging current employees to give you feedback about your company, your leadership and the work they do

By consistently building an awareness of your company and team brand, you will naturally attract interest from top talent. And when they do come enquiring – or you have a spot to fill – the recruitment process will be that much easier.

Should you need help with attracting great talent to your brand, feel free to download the full guide here or contact us here at bta Sales, no matter your industry specialisation, we cover a number of areas!

The Sales Tactics You Need to Drop in 2019

Thu, 27 Feb 2020 10:14:07 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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OUT WITH THE OLD, IN WITH THE NEW – THE SALES TACTICS YOU NEED TO DROP IN 2019

Sales is a fast-paced and exciting career, but at times it can also be stressful and a bit of a struggle. As we exit 2018 and enter 2019, tweaking your sales strategy could be just the pick-me-up you need to leave your sales tensions behind and make 2019 your best year yet.

We have compiled a list of 16 outdated sales tactics, with realistic ways you can improve them. Here are our top 3 (if you want to check out all 16 you can here ).

1. Just say no (to cold calling)!

Today’s consumers are savvy. With instant access to information 24/7, they possess a healthy dose of scepticism about products and/or companies they’ve never heard of before, or only know briefly. This is precisely why traditional cold-calling alone doesn’t work anymore. If you’re using this sales tactic, you might want to give the 1990s a call and ask them to take it back!

Instead…

Breathe some hot air into your cold calling by:

1. Researching prospects to understand their problem and how your product can help fix it (social media, websites & mutual connections might help here).

2. Build brand awareness and trust through online mediums (your website and content marketing on social media platforms is a good place to start. Use analytics to target the correct audience).

3. Discuss your lead’s problem without selling. Building the relationship in this way may not end in a sale on the spot but will gently warm the bones of that cold lead.

4. Consider using marketing automation as a hot water bottle for cold leads. It’ll save you time and your company money – both great outcomes!

2. Be realistic, be truthful

This point is closely linked to the above one. In a world filled with fake news, your clients have been forced to hone their ‘you-know-what’ radar. As such, they’re now more likely to realise and back away when a salesperson is overdoing it.

That ever-present stereotype of the pushy, dishonest salesperson doesn’t help either!

Instead…

People appreciate honesty so much more than a pushy old-school sale. If you demonstrate this, your prospects’ trust factor shifts up a notch.

Sell realistically, offering real value, not fake value. If you don’t know the answer to a question, say so, but assure your prospect you’ll find out and call them back (and please, for the love of sales, call them back!).

3. Don’t ignore your follow-ups (yes, that’s plural!)

Marketing Donut did a little research into sales staff follow-up rates and the results were astounding. They found 44%

of salespeople stop following-up after one rejection. That’s right. Almost half gave up after just one shot! Imagine how many deals they’re failing to close just because they lack a little persistence?

Instead…

Follow-up … multiple times! But also develop your feeling for when a ‘no’ (or silence!) is really a no.

Still using outdated sales tactics?

If you’re being honest, you know you probably still use some outdated tactics – we are all guilty of this. However, these don’t need to be the downfall of your 2019 sales goals.

We have compiled a list of The 16 Sales Tactics You Need to Drop in 2019 and the realistic changes that you can make to smash your 2019 goals.

You can check it out here .

3. Don’t ignore your follow-ups (yes, that’s plural!)

Marketing Donut did a little research into sales staff follow-up rates and the results were astounding. They found 44% of salespeople stop following-up after one rejection. That’s right. Almost half gave up after just one shot! Imagine how many deals they’re failing to close just because they lack a little persistence?

Instead…

Follow-up … multiple times! But also develop your feeling for when a ‘no’ (or silence!) is really a no.

Still using outdated sales tactics?

If you’re being honest, you know you probably still use some outdated tactics – we are all guilty of this. However, these don’t need to be the downfall of your 2019 sales goals.

We have compiled a list of The 16 Sales Tactics You Need to Drop in 2019 and the realistic changes that you can make to smash your 2019 goals.

You can check it out here .

HIRING? HERE’S HOW TO GET YOUR NEXT SALES HEADCOUNT APPROVED

Thu, 27 Feb 2020 10:08:33 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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It’s an issue that plagues you daily…

You need more salespeople for your team.

But convincing upper management of this reality is tough. Take comfort knowing you’re certainly not alone in this pain, as sales managers in every sector all across the world feel it too.

Putting in an increased sales headcount request can be quite intimidating, especially when the consequences of a ‘no’ might be dire for your team and your results. But there are a number of key ways you can ensure it’s approved. Follow these steps to help you build your business case and up your chances of a ‘yes’.

KNOW YOUR AUDIENCE

As a top-notch salesperson yourself, you understand the importance of tailoring your sales pitch to the intended audience. Treat your sales headcount request the same as if you were pitching to a new client.

Do your due diligence and think about:

Who you’re pitching to
What sort of information might pique their interest
What type of presentation is more likely to hold their attention (and get their buy-in)
How much time you’ll have to present (so you can tailor your presentation accordingly)

These answers will direct you in selecting the right information and format in presenting your business case.

HERE’S THE HARDEST THING ABOUT FINDING SALESPEOPLE RIGHT NOW (AND YOU CAN FIX IT)

Thu, 27 Feb 2020 10:02:49 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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We asked our clients what the worst thing about hiring salespeople is…

And what we heard over and over again was…

“It’s hard”

“It takes too much time”

“I hate sifting through the resumes and finding no one”

“It’s never-ending”

When you consider that SEEK reported an 8.6% increase in jobs posted over the last 12 months, hiring within Australian businesses isn’t set to slow down any time soon.

SO HOW CAN YOU SPEND LESS TIME, FINDING MORE SALESPEOPLE, WITH BETTER SKILLS?

Stephen Hughes is the State Manager at AFEX in Victoria. Stephen has 7 Business Development Managers and Relationship Managers currently reporting to him across Melbourne and Brisbane, who were placed by bta Sales.

We sat down with Stephen to chat about why he chooses to work with bta Sales for his recruitment needs. Here’s what he had to say…

It saves me so much time

Not only do bta Sales save me time sifting through resumes and LinkedIn to find great people, it also saves me dealing with bad hires. I don’t have to worry about spending time and money onboarding a new sales team member, only to realise they’re not what I was looking for. Bad hires like this just haven’t happened with bta Sales.

The team at bta Sales now know what I’m looking for and can match candidates accurately to me without wasting time. I generally don’t have to look at CVs of unsuitable candidates – they only send over people I’d be interested in meeting for interviews.

They’ve broadened my talent pool

The team at bta Sales have helped me broaden what a “successful applicant” looks like.

I now look for a wider range of skills and different industry backgrounds in my new hires, that I didn’t seek before. It took a huge amount of trust for me to consider this broader range and it couldn’t be working out better. As a result, my team now have a vast and complementary set of skills and experiences that help us succeed in our sales and business goals.

High-calibre sales candidates

All of the candidates that bta Sales send me are of a consistently high level. I’ve only had one experience where the offer went out and they ended up taking a different job. As an employer I need that consistency – I don’t want 3 duds and 3 gems, I’m looking for at least a 9/10 hit rate!

I’m so happy with the quality of the candidates and how well presented they are when they come to interview. They aren’t over prepared and don’t come in scripted BUT they do come in knowing what they need to about the role. No surprises.

They have big networks and strong relationships

My Account Manager at bta Sales is amazing. From a candidate attraction perspective, I don’t have to wait long for him to come to us with CVs of candidates that are great for the role.

I would definitely recommend bta Sales to other organisations, in fact, I already have!

Here’s what a few of our other clients had to say about working with bta Sales for their sales talent needs:

If you’re currently hiring and would like to chat to someone about finding the right salespeople for your team, please get in touch here.

THE 8 QUALITIES OF THE WORLD’S BEST SALESPEOPLE – AND HOW TO IDENTIFY THEM AT INTERVIEW

Thu, 27 Feb 2020 09:47:45 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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Here at bta Sales, we love sales!

Some might call us obsessed…. But we like to think of ourselves as passionate.
We spend all of our days meeting with sales industry experts and discussing their highs and lows in sales.

This connection with Australia’s sales leaders gives us a front row seat to see both those that succeed and those that fail.

Over time we have seen some common patterns and consistent qualities of the top sales performers. Those raw, innate qualities that make salespeople great.We made a list of all the qualities that make salespeople great, and then we put our heads together and thought about a few simple questions that we can use to help identify the world’s best salespeople at interview.

And we’d like to share these insights with you below.

Curiosity

The best salespeople show curiosity in all their interactions. They want to know what it takes for their customers to succeed and they listen more than they talk. They dig deep into the industry they work in and build a broad knowledge of their field rather than relying on light product knowledge with nothing more substantive in reserve.

Potential Interview Questions

Tell me about your favourite client’s business? What are their major objectives and challenges?
Let’s do a quick role play: I’m thinking about moving to a new suburb. Sell me on why I should move to where you live?
“You are due to meet with the purchasing manager of ABC Corp; it’s your first meeting with them. How do you prepare?”
“Give us an example of when you did deep research on an issue and what was the result of that research?”

Positive Signs

They have taken an active interest in the desires and needs of their clients previously
When roleplaying a sales process, they first seek information before presenting a solution tailored to the discovered information
They establish that the first step is the need to learn more before acting
They have ideas as to where they can get information from

Negative Signs

They are keen to “wing it” and take action immediately
They are more interested in talking than listening

Resilience

Sales is a hard job and it comes with its ups and downs. Great salespeople can dig deep inside and deal with those problems without making mountains out of molehills.

They know that they will face regular rejection and can handle it, if not welcome it. They are comfortable dealing with uncertainty and ambiguity for much of the time.

Potential Interview Questions

When was the last time that a prospect said no to you? What did you learn from that?
What was the most frustrating day of your sales career to date? Why?
Have you ever missed a sales target or a personal target? How did you react to that?
What everyday thing in your work drives you a little crazy and why?

Positive Signs

Willing to accept personal accountability
A willingness to learn from failure and not be deterred by it

Negative Signs

A refusal to acknowledge any problems in the past
Glib answers that turn failures into successes

Persistence

It’s important to remember that there’s a difference between being persistent and being obnoxious. Sales superstars are politely persistent and dogged in pursuit of their goal without becoming an irritant in the process. They appreciate the need to gain and maintain a prospect or customer’s attention without trying to dominate or monopolize that attention.

Interview Questions

Tell me about a time when you refused to take “no” for an answer?
How do you keep your prospects aware of developments in the field?
What steps would you take to ensure that a prospect in the middle of a long decision making cycle was kept in the loop?
When do you think that it’s appropriate to give up on a prospect?

Positive Signs

An indication of a planned & structured process for following up
A tacit understanding that there is a limit to how much you can push a prospect too

Negative Signs

A casual attitude to keeping on top of a relationship
A sense of persistence which borders on harassment

Responsibility

The best people of any stripe not just sales are those that understand their responsibilities and endeavour to live up to them. They do not shirk or shy from the understanding that they are in charge of their own destinies and that it is not fate which will propel them to achieve targets but themselves.

They seek not to excuse what has gone wrong but rather to learn and to ensure that it never goes wrong again.

Interview Questions

Tell me about a time that you failed in what you set out to do. What did you afterwards?
When was the last time that someone you worked with became annoyed with something that you had done? Why was that? What did you do about it?
If you realized that you were going to miss your quarterly target what steps would you take next?
Can you explain what you did last time something went very wrong during the course of a sale?

Positive Signs

An acknowledgement that things do go wrong
A sign that they accepted responsibility and took steps to prevent something similar going wrong in the future

Negative Signs

A refusal to acknowledge that anything has ever gone wrong in their life
A lack of planning or process to put things right
Blaming others for problems rather than accepting responsibility

Conscientiousness

Customers and colleagues alike expect to be able to rely on the salesperson they interact with. That means that the top performers will pay attention to the details.

They know that they have to follow up when they commit to following up and that they must prepare for meetings and presentations. They spend time engaged in research to deliver holistic, high-value proposals and interactions.

Interview Questions

When do you think the best time is to follow up with a customer after a meeting?
Can you walk me through the process that you use to prepare for a presentation to a prospect?
You promised a customer some data on a Friday but it won’t be released by the supplier until the following week, what do you do next?
How do you make sure that you have all the important information to hand when you need it in a customer interaction?

Positive Signs

A clear process for recording important details
A clear plan for actions which is easy to execute

Negative Signs

“I keep things in my head”
A reliance on other people within their environment to keep them on track

Adaptability

When things aren’t going according to plan or there’s a little something extra needed, the stellar salesperson is adaptable and resourceful. They aren’t afraid to roll up their sleeves, get their hands dirty and be both creative and innovative in their search for solutions.

They apply the same level of dedication in both customer interactions and with their colleagues. They know that success is a team effort.

Interview Questions

It’s Friday afternoon and your prospect calls and needs a ton of extra information. You’re due to attend to an important personal matter in the evening and can’t do the work and get the personal matter handled. What do you do?
You’re sat in a meeting and the prospect presents you with a problem that you’ve never seen before, what do you do?
A colleague comes to you and says that they’re worried about the deal they’re working on and could you help them get back on track? How would you approach helping?

Positive Signs

Evidence of a process in place to tackle problem-solving
Creative approaches including involving others

Negative Signs

An insistence that they can handle everything themselves
No planning or process but a tendency to “think on their feet” as it’s required

Honesty

Your business has a reputation to manage and you can’t squander it needlessly. If you’re thinking of hiring someone who is dishonest, you may make short-term gains but in the long-term, you’ll lose every single time. Salespeople should value their and your reputation.

They should work to do the best for their customers every single time they interact with them and know that the long-term payoff is worth short-term sacrifices.

Interview Questions Things To Watch For

Can you give me an example of when you explained to a client or prospect that you couldn’t fulfil their needs?
Can you tell me about a time when you had to deliver a truthful message that made you uncomfortable?
You have a friend working for a prospective client. They phone and give you the details of a competitor’s bid for the prospect’s work. What do you do?
It’s clear to you that the prospect’s decision maker isn’t really up to speed with the industry and you can make a lot of extra cash by substituting old models in your quotes without mentioning it, how do you handle this?

Positive Signs

An acknowledgement that telling the truth is not always easy
An ethical and honest process relevant to the individual’s status within an organisation'

Negative Signs

A willingness to cut corners for personal gain
A view that truth is malleable when necessary

Focused

People can’t hit their targets consistently if they’re not looking at them. Your top salespeople will always have their eye on the ball and know exactly where they are in relation to their objectives.

They’ll actively plan to beat their targets rather than scrambling for ideas on the last day of the month.

Interview Questions

How do you deal with distractions at work?
What’s your current sales target and how close to reaching it are you?
What do you believe is the way to consistently exceed targets?

Positive Signs

Able to deal with distraction in a positive manner
Has a very clear picture of their current position

Negative Signs

Is prone to being easily distracted or has no clear strategy for handling distractions
Is unsure of where they are or is obstructive about revealing their position

Caring

People like people who are like themselves says the truism. In truth, people like people who care about them. The right path to success is one which places the best outcomes for everybody at the fore.

Salespeople who care about their customers, their colleagues and the company are always going to project the right image to others.

Interview Questions

What’s more important to you? Ensuring that a customer meets their objectives or that you meet your sales target?
If a colleague comes to you for help with a project and you have no spare capacity, how do you handle that?
Can you walk me through a time when you demonstrated caring for the company you worked for?

Positive Signs

An ability to balance caring for others with caring for themselves
A clear understanding of the difference between care and compassion and becoming a doormat

Negative Signs

A lack of concern for others
Too much concern for others at their own expense

ARE YOU GETTING PAID ENOUGH? READ OUT SALARY SURVEY TO FIND OUT

Thu, 27 Feb 2020 09:26:22 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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Are you getting paid enough?

Odds are you’ve probably asked yourself this question countless times when stress levels are high, your workload suddenly increases, your colleague gets a new job or just at random times throughout the work day (at least once every hour if you’re honest).

With all the secrecy surrounding compensation, sometimes it’s hard to tell.

Foreword

2017 was a milestone year for Australia’s employment market. In December 2017 Australia’s jobs growth reached an all-time high, and Australia has now had our longest run of job growth on record, with 17 consecutive months of increase. During 2017 a total of 400,000 additional jobs were added to the Australian economy, with over 75% of these being permanent, fulltime roles. (Source: ABS, Feb 2018 Jobs Report).

Even more impressive is that the latest SEEK Employment Trends data released in Feb 2018, shows that from Jan 2017 to Jan 2018 there has been a 14.7% Y.O.Y increase in the number of new jobs advertised in Australia. This shows that the jobs growth trend appears to be continuing into 2018. Despite this, in Australia, average salaries have only increased slightly. This is due to two key factors – a trending increase in the labour force participation rate, and population increases. Jobs growth has been matched with the available talent pool, keeping unemployment steady and wage growth pressure under check.

Based on the consistent jobs growth, increasing job advertising trends, optimism and increased hiring intentions we are hearing from our clients, we are expecting increased pressure on salaries throughout 2018. Looking speci cally at the sales profession in Australia, the big trends we are seeing across all industries

is increasing demand for technical sales specialists. Sales professionals that combine a technical skillset within their given eld, a strong relevant network, and the drive and soft skills required of sales are in constant demand and short supply. Jobs and job advertising growth shows major increases across the mining, trades, healthcare, medical, and science & technology industries during 2017. This means that technical sales specialists across these verticals are commanding a signi cant premium and we have seen salary increases across these industries for sales professionals. We are also seeing a shift in what salespeople are looking for in their career.

While compensation continues to be a primary consideration for salespeople, there is an increasing focus on job flexibility, development opportunities, and a positive workplace culture. If you need the right sales team to help you grow your organisation, or perhaps you are considering your own career, then don’t hesitate to get in contact and together we can explore how bta Sales can help.

Business Services

Matt Summers – Senior Consultant
matt@btasales.com.au
03 9283 9035

What trends are you seeing?

The business services market is currently experiencing a trend of increased salaries driven by emerging technology. In particular, FinTech and FMCG are experiencing high demand and higher salaries.

What roles are in demand?

In business services, we are seeing high demand for more senior roles such as Sales Directors and National Sales Managers as well as demand in the growing FinTech and FMCG sectors.

What are employers looking for?

Employers are focused on people that are natural communicators and connectors. They tend to be more open on industry experience, and place their emphasis on sales aptitude. Another emerging trend is that companies have become more open to employing and sponsoring talent from international markets.

What are job seekers looking for?

Job seekers are looking for international products and well-known brands. Large scale US companies, such as Amazon and Tesla, are entering the market and job seekers are excited by these new opportunities. Job seekers are searching for long term opportunities and smart employers are recognising and supporting this in the roles and beneits offered.

THE ULTIMATE GUIDE TO DESIGNING SALES COMPENSATION FOR PERFORMANCE

Thu, 27 Feb 2020 07:32:17 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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What is sales compensation?

It’s the driving force that motivates salespeople towards their targets and company goals.

In other words, money drives actions and actions achieve results.

There are a lot of additional factors such as culture, training, managerial support, your product/service, and more – but compensation is proven to be a primary driver for salespeople.

A well-designed sales compensation package will lead to a high performing salesperson, sales team, and company.

Given the impact of sales compensation on success, companies face many challenges when designing it. From determining which compensation structure to choose, identifying and aligning compensation with business objectives, and ensuring the chosen structure is fair, clearly communicated and accurately paid to employees.

How do you motivate your sales team with strategic performance compensation and drive them to performance success?

Download our free bta Sales guide to designing sales compensation for performance and find out:

How to design compensation that stops your top performers leaving
Which compensation structure you should use to motivate your team and drive results
The compensation tools that can dramatically accelerate your sales performance
How to fail proof communicating your compensation strategy and get your team on board and on track for success

7 PROSPECTING TOOLS THAT SALES PROFESSIONALS NEED TO KNOW

Thu, 27 Feb 2020 07:24:22 GMT

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

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You want to smash your numbers and you know that means prospecting for all you are worth but it’s hard, right? Prospecting is a huge challenge for many sales people but the good news is that while you can’t eliminate the effort required – you can cut it down, dramatically. Each of these 7 prospecting tools takes some of the weight off your shoulders so that you can get more done and increase your chances of breaking your own sales records.

1. EMAIL ADDRESS HUNTER

Want to send a prospect an email but you don’t know their email address? Hunter.io is the way forward. Enter a company’s web domain and sit back and watch the program harvest every known email address at that company and deliver it to you. Even if you can’t go directly to the person you want to reach, you’ll be able to reach their colleagues to get a message through to them.

2. FIND PROSPECTS AND THEIR CONTACT INFORMATION

Headreach is a clever tool which lets you specify as much or as little data about the prospects you want and then it fills in the blanks. It can find the contact details of a single person at a single company or provide a list of prospects by job title and industry.

FREE INTERVIEW GUIDE

Do you want the world’s best salespeople on your team?

Grab your free bta Sales interview guide, where we outline the qualities of the world’s best salespeople, and give you some invaluable questions to identify them at interview.

Download My Free Interview Guide

3. AUTOMATED LINKEDIN RESEARCH

You can use the Triggr.ai tool or Firefox or Chrome to capture your prospect’s LinkedIn info in your email window. It can be extremely handy to have a prospect’s data on hand when you’re sending them a message.

4. BREAK THE ICE WITH UP TO DATE PERSONAL INFORMATION

Not knowing exactly what to say can make that quick meeting just a little awkward but

Charlieapp comes to the rescue. It scans the web to harvest all the latest info on your contacts and compiles an easy to read brief that you can use to get things moving smoothly.

5. AUTOMATED MEETING SCHEDULING

OK, you’ll want to keep a close eye on Clara the automated scheduling tool but it can be tweaked to feel very human and not at all like a robot when it sends emails to your prospects trying to set up meetings. We like the fact that Clara is ready with a follow up if the prospect doesn’t reply.

6. ATTENTION TRACKING FOR YOUR PROSPECTS

This is an awesome tool from YesWare which allows you to monitor which parts of your e-mail correspondence (and any attachments sent) are catching your prospect’s eye. That means you can go back and rework your emails for greater future results.

7. DATA ANALYTICS FOR SALESFORCE DATA YOU ALREADY HAVE

InsightSquared has several free tools which integrate with your Salesforce data to deliver performance insights from your current accounts and prospects. The fact that these tools are all free doesn’t hurt either!

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The rise of hybrid selling: how Australian sales leaders are blending digital and face-to-face

The rise of hybrid selling: how Australian sales leaders are blending digital and face-to-face

The state of sales leadership in Australia: benchmarks and insights

Leading your sales team through market disruptions

Leading your sales team through market disruptions

1. Focus on the human element

2. Leverage industry-specific insights

3. Evolve your strategy to match customer intent

4. Embrace technology as an enabler

5. Foster a culture of agility

6. Recognise achievements and sustain motivation

7. Plan for growth amid disruption

Sales leadership in regional vs metropolitan Australia

Sales leadership in regional vs metropolitan Australia

Regional Australia: Opportunity meets ingenuity

Concurring an employer-driven market

Concurring an employer-driven market

Scoring your dream job in sales

How to score your dream job in Sales

The importance of getting the right person in a Sales Leadership role

Sales managers play a critical role in driving revenue growth and building strong customer relationships.

Can AI Ever Replace a Salesperson?

﻿ Can AI Ever Replace a Salesperson? ﻿

AI’s Exponential Growth Curve

Predictions And Possibilities For AI In Sales

The Role of Humans in Sales

Adaptation To Change Is Key

Salespeople Are Your Company’s Most Valuable Asset

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!) ﻿

The Role of Emotional Intelligence in Hiring and Developing Sales Leaders

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!) ﻿

Hiring For Emotional Intelligence In Hiring Sales Leaders

Developing Emotional Intelligence In Your Sales Leaders

Emotional Intelligence Is Crucial For Your Sales Leaders

The 7 Secrets To Sales Team Success: How To Hire And Retain Top Sales Talent

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!) ﻿

Hiring and retaining top sales talent is essential for the success of your business.

The importance of cultural fit when hiring your next salesperson

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

The benefits of a strong, cohesive sales team

How cultural fit affects team morale and productivity

The sales leaders’ role in assessing cultural fit at the interview

Tips for fostering a positive sales team culture

The bottom line: why cultural fit should be a top priority in sales team hiring

The 4 absolutely critical red flags to watch out for when hiring your next salesperson

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

They’ve failed to prepare for the interview properly

Evasiveness of dishonesty

A lack of passion for sales

Poor communication skills

Watch out!

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

The pros of using personality assessments

The cons of using personality assessments when hiring your next salesperson

How to use personality assessments for hiring salespeople effectively

So, to assess or not to assess?

bta Sales can help

WHY GOOD SALESPEOPLE ARE ALWAYS IN HIGH DEMAND

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Revenue Generators

Maintaining Relationships

Hard to Find and Replace

Becoming a Good Salesperson

DOES COLD CALLING STILL HAVE A PLACE IN SALES?

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Spark new relationships

Build rapport

Qualify leads

Generate immediate results

IS SALES A SAFE OR RISKY CAREER CHOICE?

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Why Sales Is A Safe Career Choice

Why Sales Is A Risky Career Choice

So, Is Sales A Safe Or Risky Career Choice?

SALES STRATEGIES FOR CONNECTING WITH HARD-TO-REACH BUYERS

“To assess or not to assess”: the debate over personality assessments in hiring salespeople

Use Social Media Platforms

Can AI Ever Replace a Salesperson?

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)

SALESPEOPLE: 9 STEP TO CRUSHING THE END OF YOUR YEAR (PLUS A BONUS STEP!)