When people think about Diversity in a sales professional’s team they immediately assume hiring of people with different nationalities, or color. However, this is not the only case. Diversity in sales professionals could also be hiring employees with various characteristics that the public can relate to and share different kinds of characteristics that draw them to the influence of the sales professional. This could be ethnicity, age, gender, and the list can go on. Increasing diversity in your sales team is a great tactic to boost your sales. 

Here are 3 reasons why you should prioritise having a sales team.

1. Buyers Favor more Diversity

Buyers feel at ease in an environment that is more inclusive. It gives them the comfort to connect with a salesperson that they can relate to.  The relatability creates an immediate level of trust in the team selling the product or service. The most positive benefit of this is that after feeling that connection with your sales team, the customers will come back in the future. They will feel that this is a place where I am made to feel welcome and where people relate to me.

2. Diversity Builds an Invincible Team

Statistically, according to the ‘Harvard Business Review’, companies with diverse teams increase the revenue of the company. Your sales team is the face of the company. A boost in sales means a boost in revenue. Therefore the more diverse your team is, the more approachable they will be to diverse customers, allowing growth. As buyers are diverse, a diverse sales team can better connect with them. And that is why a sale happens, because there is a connection between the customer and the salesperson. The connection refers to the salesperson relating to the customer and the customer responding positively in the sense that they want to support the business that the salesperson is part of.

3. An Inclusive Work Environment

Most people say a lot to do with sales has got to do with the customer and the salesperson. However, if behind the scenes the work environment of your company is inclusive, your sales team will feel comfortable at work. They will all feel valued. When a sales team feels valued and appreciated, they reflect that positive attitude to the customers. This creates an energy of positivity which customers respond well to. An inclusive environment will make your sales team feel respected and therefore they will come to work with a positive attitude and be more willing to make some sales. A motivated team is a successful team. And a successful team makes successful sales.

We are living in a world where diversity is expected in all industries. Sales is a very important part of life because a salesperson’s job is to represent the company, relate to the customers, and sell them what they need. That is why it is important that your sales team reflect the diversity of the world.

Finding the most qualified candidates for any job can be a daunting task.

There are so many factors that go into finding great talent for any organization and these factors should not be overlooked. There are plenty of qualified candidates out there, you just have to know how to attract them to you. The process recruiters take in the hopes of finding the best and brightest talent is crucial.

It is imperative that recruiters have a passion and believe in the greatness of the organization for which they are recruiting talent. It will be this passion that will attract equally passionate candidates. Recruiters should ask tough questions in order to dig deep and make sure the needs of the organization are understood as well as the needs of the prospective candidates. The key to acquiring the best talent is listening and being perceptive to not only the company but also to the talent’s needs and ultimate goals.

Here are some more tips and tricks to playing matchmaker between company and job seekers.

Understand the needs and culture of the company

Company culture has become more distinct in the past couple of decades. Different companies have different values and those values are a direct reflection of the company culture that is created. Likewise, the values of the job seeker should align with the company’s values to create a cohesive environment. A perfect example of a distinct company culture is Google.

While many people would love to work in an environment that has ping pong tables, not every job seeker’s personality will fit Google’s dynamic. Just like a marriage, happiness is created when values align. Recruiters are the matchmakers that bring together a perfect union between employer and employee. The first step in finding the right candidate is understanding and being able to capture the essence of the company so that prospective candidates can see if it will be the right fit for them.

Bring Some Creativity to your Job Descriptions

Write a unique job description that gets the right talent excited about the opportunity. Think of the job description as a sales tactic. You want to stand out! Your organization is unique, unlike any other, and you want to convey that to your potential new hires. It is the creativity that will gravitate the best talent to your organization. Challenge yourself to be better, do more. Assess unconscious bias in your job descriptions. Creating job descriptions that are inclusive of all talents and backgrounds will attract a variety of talents, making the pool of applicants that much more diverse. Having a diverse group of applicants will ensure that you are bringing in the best of the best. Take ownership of creating a diverse environment.

The job description really sells the position and the right candidates will gravitate towards job descriptions that get them pumped up about applying for the job. It also makes them feel like they would be a perfect fit into the company culture. Creative and effective job descriptions are impactful, unique to the company and highlight specific results. They convey the impact that the role has on the company, and most importantly, the impact that the new hire will have on the company.

Descriptive and powerful job descriptions will excite the perfect candidates and they will be enthusiastic about taking on those challenges. Job descriptions that use a casual, relatable tone gives the job seeker a sense of comfort. Great job descriptions tell a complete story about the company which will let the candidate visualize how they might fit into the role. Talk about the company’s goals, mission, and values. This will help the candidate see if they will be a great fit for the company and if the company is a great fit for them.

Create Relationships with Different Colleges and Universities

Colleges and Universities are a great resource for finding fresh and great talent for your company. These soon to be college graduates are looking for careers and you are looking for smart, eager talent. Universities host career fairs frequently and those career fairs are a great opportunity to attract top talent and really sell your company to job seekers.

Contact universities and colleges in your area to set up a partnership with them and make your company known on campus. Building these relationships will also allow you to tap into other resources such as the school newspaper, website, events, and campus organizations. Most importantly, build a reciprocal relationship with colleges. Give more than you take. Become a resource for your local college; help students prepare for interviews, invite them to company events.

Make the students feel like you are an awesome resource to learn from, even if they don’t end up at your company. The relationships you build with the students will show that your company is an ally and not just a company that they only see at job fairs. Partnerships are more effective than one-way relationships. Think of some creative ideas that will allow your company to be a leading resource for students to learn about the workforce.

Utilize referrals from current employees

Your employees can be a great source for talent acquisition. Your employees may have a great network of friends, former colleagues, old college roommates and other people that they think might fit into the company culture. Your existing employees already know the company very well and they may know people who will be a great asset to the team. Employee referrals also lend a hand in boosting job retention rates as the employees feel a sense of trust from their employer.

Interviews are for Building Relationships

Phone interviews are great for connecting with people on a personable level. We are all just people right. The candidate will be nervous, ease their nerves by showing that you are a person too and not just the gateway to their employment. Break the ice, tell jokes. Challenge yourself to connect with people so that they will be comfortable enough to really open up to you.

Once they are open and comfortable, their real personalities are more likely to come out. When their personality comes out, their greatness will show. That is how you find the best talent. You may overlook great people because you came off as too serious or daunting. The phone interview allows you to further dive into whether the candidates will be able to fulfill the job description, has the correct salary expectations, and has values and personality that align with the company’s. Challenge yourself to go the extra mile to make the candidates feel like they could belong at your company.

The onsite interview is arguably the most crucial part of the process. It is your chance to show the candidates the culture of your company. Be creative, think of ways to really make your company stand out. Make the candidate feel like you need them a little bit more than they need you. Think of an interview as a relationship builder as opposed to a test. If candidates feel like they are taking a test, then it will be difficult for them to really bring out their personalities. The best candidates will shine through. Establish what you are looking for in a candidate before they come in and make them feel comfortable enough to connect. Give them the opportunity to shine.

Provide serious and fun questions that will allow you to assess whether the candidate will be a great fit for the company culture. You will get the information you need in order to make your decision. Yes, it is important to know what college they went to and their relevant experiences but it is also important to know if they have any fun hobbies or if they have any creative talents.

The candidates have made it this far for a reason, go deeper. Give them the opportunity to show you more than just who they are on paper. Make sure to ask your candidates similar questions. Having a standardized set of questions will guarantee that you will be able to compare your candidates based on the same standards but also allow for some flexibility.

Different candidates will give you different vibes. Let the conversation flow naturally but also be fair with the line of questioning so that each candidate has the same opportunity to connect with you and the company. Keep an open mind when it comes to candidates, you never know what diamond in the ruff you may find. Good luck!

Keep COVID in Mind

We are living in unprecedented times and we have to consider how that might affect the interview and job acquisition process. Consider going virtual for interviews to give the applicants peace of mind. If virtual interviews are used for the interview, try to find fun and creative ways to engage with the applicant.

We have all had to change the way we do life, be sure to make these virtual interviews personable enough that it feels that it is happening in person. If the position requires on-site interviews, use all precautions to make the interviewer safe and comfortable. Following the CDC guidelines shows the applicants that the company puts the safety, health, and well-being of their cohort first.