Hi all, We recruit candidates with 0-3 years of experience in field sales. Despite explaining the role, offering an attractive package, placing them at their respective locations, providing proper induction, and discussing their career progression, the candidates tend to leave in a short period. Some leave on the same day itself, within a week, or a month's time. Once they stay for more than three months, they tend to continue.
We have conducted several rounds of exit interviews (even after settling their F & F), and we have received responses citing reasons such as the travel distance being too far, discomfort with the sales job, and parental disapproval of a sales role.
How to attract and retain talent at the junior level in Sales & Marketing
I would appreciate your insights on:
1. How to attract and retain talent at the junior level in Sales & Marketing.
2. What motivates individuals at this level?
3. How to engage with them more effectively (suggestions for engagement activities), considering they work at various locations across India.
4. Sources for recruiting freshers and junior-level candidates.
Thank you in advance.
From India, Madras
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1We have conducted several rounds of exit interviews (even after settling their F & F), and we have received responses citing reasons such as the travel distance being too far, discomfort with the sales job, and parental disapproval of a sales role.
How to attract and retain talent at the junior level in Sales & Marketing
I would appreciate your insights on:
1. How to attract and retain talent at the junior level in Sales & Marketing.
2. What motivates individuals at this level?
3. How to engage with them more effectively (suggestions for engagement activities), considering they work at various locations across India.
4. Sources for recruiting freshers and junior-level candidates.
Thank you in advance.
From India, Madras
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You have answers there already. Obviously, you are not asking the right questions at the interview.
Exit Interview Insights
"We have conducted several rounds of exit interviews (that too after settling their F & F). We are getting replies that the travel distance is more, not comfortable with the sales job, parents are not permitting for sales job, etc."
Improving Recruitment and Selection Process
Change the questions you ask in the interview. Also, review your whole recruitment and selection process. I have written extensively on Recruitment and Selection over many years here on CiteHR. Use the search function to find my posts. I have trained managers in recruitment for many years and have achieved outstanding results in the organizations I have worked for, with staff staying for many years with the organization. You are basically recruiting the wrong people.
Common Recruitment Challenges
This has been a perennial problem here on CiteHR in all the years I have been a member. It is not rocket science; you just need a consistent, robust Recruitment and Selection process that all managers are trained to use. One of the main problems I notice in India is that you try to overcomplicate the process and have too many people involved.
From Australia, Melbourne
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Exit Interview Insights
"We have conducted several rounds of exit interviews (that too after settling their F & F). We are getting replies that the travel distance is more, not comfortable with the sales job, parents are not permitting for sales job, etc."
Improving Recruitment and Selection Process
Change the questions you ask in the interview. Also, review your whole recruitment and selection process. I have written extensively on Recruitment and Selection over many years here on CiteHR. Use the search function to find my posts. I have trained managers in recruitment for many years and have achieved outstanding results in the organizations I have worked for, with staff staying for many years with the organization. You are basically recruiting the wrong people.
Common Recruitment Challenges
This has been a perennial problem here on CiteHR in all the years I have been a member. It is not rocket science; you just need a consistent, robust Recruitment and Selection process that all managers are trained to use. One of the main problems I notice in India is that you try to overcomplicate the process and have too many people involved.
From Australia, Melbourne
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Hi Srinivasan,
Attracting and retaining talent at the junior level in Sales & Marketing can be a challenging but crucial task. Here are some strategies and suggestions to address your concerns:
Attracting and Retaining Talent:
a. Clearly Define Expectations:
Clearly communicate the expectations of the role during the recruitment process. This includes travel requirements, the nature of the sales job, and potential challenges. Setting realistic expectations can help manage candidate perceptions.
b. Competitive Compensation:
Ensure that your compensation package is competitive. Consider not just the base salary but also benefits, incentives, and other perks. Make sure to highlight these during the recruitment process.
c. Career Progression Path:
Clearly outline the career progression path within the organization. Emphasize the potential for growth and advancement, demonstrating that the role is not just a job but a career opportunity.
d. Induction and Onboarding:
Enhance your onboarding process. Provide comprehensive training, mentorship programs, and support to help new hires acclimate to their roles.
Understanding Motivations:
a. Recognition and Rewards:
Recognize and reward achievements regularly. This can be in the form of praise, awards, or bonuses. Publicly acknowledging their efforts can boost morale.
b. Skill Development:
Offer opportunities for continuous learning and skill development. This not only improves job satisfaction but also enhances their capabilities in the role.
c. Work-Life Balance:
Emphasize the importance of work-life balance. Address concerns related to travel distances and explore flexible work arrangements where possible.
Engagement Activities:
a. Virtual Team Building:
Organize virtual team-building activities and events to foster a sense of camaraderie among team members working in different locations.
b. Regular Check-ins:
Conduct regular check-ins with remote employees. Use video calls to create a more personal connection.
c. Communication Platforms:
Utilize communication platforms and tools to keep the team connected. Encourage open communication and create forums for sharing ideas and experiences.
Recruitment Sources:
a. Campus Placements:
Collaborate with universities and colleges for campus placements. This allows you to tap into a pool of fresh talent.
b. Online Job Portals:
Utilize online job portals to post job openings. Platforms like LinkedIn, Naukri, and Indeed are popular for recruiting junior-level candidates.
c. Employee Referral Programs:
Encourage your existing employees to refer candidates. Employees often recommend individuals they believe will fit well within the company culture. Ongoing communication about a proactive approach to addressing concerns can significantly contribute to talent retention. Regularly seek feedback from employees and use that information to continuously improve your processes and workplace environment.
Thanks
From India, Bangalore
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Attracting and retaining talent at the junior level in Sales & Marketing can be a challenging but crucial task. Here are some strategies and suggestions to address your concerns:
Attracting and Retaining Talent:
a. Clearly Define Expectations:
Clearly communicate the expectations of the role during the recruitment process. This includes travel requirements, the nature of the sales job, and potential challenges. Setting realistic expectations can help manage candidate perceptions.
b. Competitive Compensation:
Ensure that your compensation package is competitive. Consider not just the base salary but also benefits, incentives, and other perks. Make sure to highlight these during the recruitment process.
c. Career Progression Path:
Clearly outline the career progression path within the organization. Emphasize the potential for growth and advancement, demonstrating that the role is not just a job but a career opportunity.
d. Induction and Onboarding:
Enhance your onboarding process. Provide comprehensive training, mentorship programs, and support to help new hires acclimate to their roles.
Understanding Motivations:
a. Recognition and Rewards:
Recognize and reward achievements regularly. This can be in the form of praise, awards, or bonuses. Publicly acknowledging their efforts can boost morale.
b. Skill Development:
Offer opportunities for continuous learning and skill development. This not only improves job satisfaction but also enhances their capabilities in the role.
c. Work-Life Balance:
Emphasize the importance of work-life balance. Address concerns related to travel distances and explore flexible work arrangements where possible.
Engagement Activities:
a. Virtual Team Building:
Organize virtual team-building activities and events to foster a sense of camaraderie among team members working in different locations.
b. Regular Check-ins:
Conduct regular check-ins with remote employees. Use video calls to create a more personal connection.
c. Communication Platforms:
Utilize communication platforms and tools to keep the team connected. Encourage open communication and create forums for sharing ideas and experiences.
Recruitment Sources:
a. Campus Placements:
Collaborate with universities and colleges for campus placements. This allows you to tap into a pool of fresh talent.
b. Online Job Portals:
Utilize online job portals to post job openings. Platforms like LinkedIn, Naukri, and Indeed are popular for recruiting junior-level candidates.
c. Employee Referral Programs:
Encourage your existing employees to refer candidates. Employees often recommend individuals they believe will fit well within the company culture. Ongoing communication about a proactive approach to addressing concerns can significantly contribute to talent retention. Regularly seek feedback from employees and use that information to continuously improve your processes and workplace environment.
Thanks
From India, Bangalore
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