almostmaximumbread

[almostmaximumbread]

Why Modern B2B Buyers Don’t Want Traditional Salespeople

Introduction to the Shift in B2B Buying Behavior

The Rise of the Empowered Buyer

Let’s face it—today’s B2B buyers aren’t waiting around for a salesperson to show up and walk them through a product brochure. They’ve already Googled it. They’ve read the reviews. They’ve compared your solution with your competitors. And by the time they actually speak with a salesperson, they’ve already made up their mind—or are pretty close.

In this digital-first world, buyers are in control. They want to steer the ship, not just be passengers. With so much information at their fingertips, they're more informed, more selective, and more strategic. They expect interactions to be tailored, timely, and valuable. The days of blindly trusting someone in a suit with a slick pitch are long gone. Trust must be earned, not assumed.

The empowered buyer demands a different experience—one that respects their intelligence and time. They’re not just looking for a product; they’re seeking insights, partnership, and proof that you understand their specific challenges. That’s a far cry from how things used to work.

Traditional Salespeople: Who Are They?

Characteristics of Old-School Sales Reps

Remember the classic image of a salesperson? Loud tie, louder pitch, armed with a rehearsed script and ready to close the deal no matter what? That’s the traditional sales rep—a relic of a bygone era.

These reps are often focused on their own goals instead of the customer’s. They lead with features instead of value. They ask leading questions just to drive you toward a “yes,” not to actually understand your needs. And they usually come across more like performers than partners.

It’s not that they’re bad people—they’re just using an outdated playbook. In an age where buyers do their homework and expect real conversations, this old-school approach feels tone-deaf at best and pushy at worst.

The Pushy Pitch: Why It’s No Longer Effective

Aggressive selling might have worked back when buyers didn’t have many choices. But now? It’s a huge turn-off. Buyers don’t want to be “sold to.” They want to feel like they’re discovering the right solution with someone who actually cares about helping them win.

The pushy pitch often skips the most important part of the sales process: listening. Instead of asking thoughtful questions, traditional reps often bombard prospects with jargon, pressure tactics, and urgency tricks. That approach might get a quick close—but it rarely builds lasting relationships.

Worse still, it creates friction. And friction in a buying journey is the enemy of trust. Today’s B2B buyers are more likely to ghost a salesperson who comes on too strong than to respond favorably. That’s why modern sales success is rooted in empathy, not ego.

What Today’s B2B Buyers Really Want

Insight-Driven Engagement

Today’s buyers crave insight. They’re not just looking for someone to explain features—they want someone who can connect the dots between their business challenges and real outcomes. Salespeople who can offer tailored, strategic insights are far more valuable than those who just regurgitate specs.

Imagine you're selling software to a CFO. Don’t just talk about automation—show them how it will reduce their monthly reporting time by 30%. That’s insight. That’s value.

Modern buyers are busy and overwhelmed. If you can cut through the noise with relevant, meaningful advice, you earn their attention—and their trust.

Self-Serve and Digital Preferences

Let’s be real—most B2B buyers would rather not talk to a salesperson at all. Not because they don’t want help, but because they prefer to do things on their own terms.

They want to browse your pricing online. Watch a demo video at midnight. Read your case studies without handing over their email. When they’re ready, then they’ll reach out.

Companies that embrace this self-serve mentality—offering tools, content, and experiences that help buyers explore independently—win big. Those that put up barriers? They lose out before they even get a chance to talk.

B2B buyers now expect the same digital convenience they get as consumers. And that means traditional sales tactics just don’t fit the new mold.

The Impact of the Digital Era on B2B Sales

Research Before Contact

One of the biggest game-changers? Buyers don’t need you to start their journey. According to research, most B2B buyers are 60-70% through their decision-making process before they ever speak to a salesperson.

They’ve read blogs, watched webinars, followed your LinkedIn posts. They already know the basics. When they do reach out, they expect deeper dialogue—not an introductory pitch.

This has massive implications for sales teams. It’s no longer about initiating conversations—it’s about elevating them.

The Role of Content in Decision-Making

Content is the new closer. Blogs, whitepapers, case studies, and videos now carry the weight that used to belong to the sales rep. Smart sales teams use content as a way to educate, engage, and move prospects along the funnel—before they ever talk.

This also means that marketing and sales must work hand-in-hand. The most effective salespeople today are part marketer, part consultant. They curate and personalize content, rather than relying on generic decks.

And yes, this is where B2B Sales Training Company in India becomes essential. Teams need to be equipped not just with soft skills, but with the digital fluency to engage buyers where they are—and that’s online.

Trust and Credibility is the New Currency in B2B

Building Credibility Online

Gone are the days when a firm handshake and a polished presentation were enough to seal a deal. Today, trust is earned long before a buyer ever agrees to a meeting. And much of that trust is built online.

Think about it—what’s the first thing a modern buyer does when they hear your company’s name? They Google it. They check your website, LinkedIn, reviews, and what others are saying about you. Your digital footprint is your first impression, and it better be impressive.

To build trust online, you need to show up consistently with valuable, transparent content. Share case studies that tell the real story—not just the highlight reel. Be open about your pricing or at least provide clear ranges. Let your customers do the talking with testimonials and user-generated content.

Buyers want to know they’re not taking a risk when choosing you. If your online presence feels vague, dated, or overly salesy, you’re not just missing an opportunity—you’re actively losing credibility.

Thought Leadership Over Sales Scripts

Traditional salespeople stick to scripts. Modern sellers speak with authority. They offer unique perspectives, challenge assumptions, and share relevant industry knowledge. That’s thought leadership—and it’s what today’s B2B buyer respects.

Instead of asking “What keeps you up at night?” modern salespeople offer new ideas the buyer hasn’t thought of. They write articles, share insights, and actively participate in industry conversations. This doesn’t just establish credibility—it makes them the go-to person when a buyer finally needs help.

Thought leadership turns salespeople into trusted advisors. And trusted advisors don’t chase deals—they attract them.

The Rise of the Consultative Sales Approach

Helping Over Selling

Here’s a simple truth: buyers don’t want to be sold, they want to be helped. The consultative sales approach is built on that principle. It’s about understanding the buyer’s world first—and only then offering solutions that truly fit.

Consultative selling is like being a doctor. You don’t prescribe without diagnosing first. That means asking deeper questions. Not just “What features are you looking for?” but “What’s the root cause of this problem? What happens if it’s not solved?”

This approach builds trust, shows empathy, and positions the salesperson as a partner, not a pusher. It’s more collaborative than confrontational, and it leads to better deals—not just in size, but in long-term satisfaction and retention.

Buyers remember how you made them feel during the sales process. If they felt heard and understood, they’ll keep coming back.

Asking the Right Questions

Asking the right questions is a superpower in modern B2B sales. But here’s the thing: it’s not just about more questions, it’s about better ones.

Great consultative sellers dig deeper. They don’t settle for surface-level needs. Instead, they explore the broader context—goals, stakeholders, timelines, risks. They ask, “What does success look like for you?” or “What would it mean if you solved this next quarter?”

These questions don’t just gather info—they spark reflection. They help buyers see their situation more clearly. And when that happens, the salesperson naturally becomes part of the solution.

In this new world, the best sellers are also the best listeners. They follow curiosity, not checklists.

Why B2B Sales Training Must Evolve

Outdated Tactics vs. Modern Skills

There’s a glaring gap in many sales organizations: the training they provide is stuck in the past. Reps are taught how to cold call, handle objections, and follow scripts—but not how to navigate the modern buyer journey.

Today’s B2B Sales Training Companies in India must go beyond techniques. It needs to cover buyer psychology, digital selling, and how to create real value in every interaction. Reps should learn how to read LinkedIn profiles for clues, how to personalize emails using intent data, and how to align sales messaging with content strategy.

Old tactics are like trying to sell DVDs in a world of streaming. They just don’t fit. If companies want to thrive, they need to retrain their teams not just to sell—but to serve, educate, and guide.

Sales enablement isn’t optional anymore. It’s mission-critical.

Enabling Sales Teams with Real Buyer Insights

Imagine handing your sales team a playbook based on real buyer data—what content they’ve consumed, how long they spent on certain pages, what challenges they’re researching. That’s the kind of enablement that wins in today’s environment.

Instead of generic advice like “follow up in three days,” teams need to be equipped with insights: “This buyer spent 10 minutes on our pricing page and downloaded a whitepaper on ROI—here’s how to approach them.”

The companies that win are the ones that bring marketing, product, and sales together. That’s how you create a seamless, insight-driven buyer journey.

It’s not about getting louder. It’s about getting smarter.

Case Studies: Companies Doing It Right

Real-World Examples of Buyer-Centric Sales

Let’s talk about companies that get it. Take HubSpot, for example. Their sales teams act more like coaches than closers. They focus on helping businesses grow, not just pushing software. And the results speak for themselves—high conversion rates, high retention, and tons of customer love.

Or look at Drift. They turned the traditional sales funnel upside down with conversational marketing. Instead of making you fill out a form and wait for a callback, they chat with you in real time, answer questions, and build trust instantly.

These companies succeed not because they’re pushy—but because they’re helpful, human, and hyper-relevant.

Measurable Results from New Sales Approaches

Modern sales isn’t just better for the buyer—it’s better for the bottom line too.

Companies that adopt buyer-first, digital-first sales strategies report shorter sales cycles, higher average deal sizes, and increased customer loyalty. Why? Because buyers don’t feel “sold to”—they feel supported.

And when customers feel supported, they stick around. They advocate for your brand. They bring you referrals. That’s not just sales—that’s smart business.

How Companies Can Adapt to the New Buyer Mindset

Cultural Shifts in Sales Organizations

Adapting to modern B2B buyer expectations isn’t just about updating your sales scripts—it’s about changing the very culture of your sales organization. This starts at the top, with leadership championing a buyer-first mentality.

For years, sales teams have been rewarded for speed and volume: the fastest dialers, the highest number of meetings, the quickest closes. But today’s sales environment values depth over speed, and empathy over aggression.

Companies need to cultivate a culture where curiosity, listening, and long-term relationships are prioritized. Where it’s okay to slow down to better understand a client’s needs. Where collaboration with marketing and customer success is seen as a strength—not a distraction.

Sales reps should feel empowered to question outdated tactics and suggest improvements. Managers need to focus less on micro-managing calls and more on coaching, developing, and enabling reps to be strategic advisors.

Investing in Modern Tools and Training

The future of B2B sales doesn’t just belong to the most persuasive talkers—it belongs to the most informed and equipped teams.

That means investing in tools that help reps work smarter: CRM systems that provide real-time data, AI tools for prospecting and lead scoring, video platforms for more engaging demos, and collaboration tools for internal alignment.

But tools alone aren’t enough. You also need training—modern B2B sales training that equips your reps with the skills needed today: digital communication, content sharing, virtual selling, and data analysis.

Companies that invest in both the right tools and the right mindset are the ones who will stand out in the modern marketplace.

Mistakes to Avoid in the New B2B Sales Landscape

Just Sticking to Cold Calling

Let’s talk about the elephant in the room: cold calling. While it still has a place in some strategies, clinging to it as your primary method of outreach in 2025 is like using a flip phone in a smartphone world.

Buyers don’t want unsolicited calls interrupting their day. They want meaningful connections. They want relevant, timely outreach that reflects an understanding of their business. If you’re dialling hundreds of leads without context or personalization, you’re not prospecting—you’re annoying.

Modern sales teams are shifting to smarter outbound strategies. They use social selling, warm introductions, and intent-based outreach. They create value before asking for time. Cold calling might not be dead, but lazy calling definitely is.

Over-Automation Without Human Touch

Automation is powerful—but it’s not a replacement for empathy. Too many companies fall into the trap of over-automating the sales process, turning what should be a human conversation into a robotic sequence of emails and tasks.

Yes, automation can help with efficiency. But when it becomes your entire strategy, you lose the connection. Buyers can sniff out a templated message in a heartbeat.

The solution? Balance. Use automation to handle the repetitive stuff—scheduling, reminders, follow-ups. But always inject a human touch where it matters. Personalize your outreach. Reference real challenges. Show that you actually care.

Because at the end of the day, people don’t buy from workflows. They buy from people.

Metrics That Matter Now

Tracking Engagement Instead of Just Conversion

In the old days, sales success was measured by one thing: did you close the deal? But in the modern world, there’s a whole lot more to consider.

Today, engagement is the real currency. How much time are buyers spending with your content? Are they interacting with your emails, attending webinars, watching videos, or revisiting key pages on your site?

These signals provide a richer, more accurate picture of buyer intent. They help sales reps prioritize leads, tailor conversations, and guide prospects more effectively through the funnel.

Conversion still matters—but it’s the byproduct of consistent engagement, not just a final checkbox.

Long-Term Relationship Value

Another metric that’s gaining importance? Customer lifetime value (CLTV). It’s not just about closing a deal—it’s about creating loyal customers who stick around, expand their business, and refer others.

Salespeople who take the time to build trust, deliver value, and align with customer goals are far more likely to drive long-term success. And that’s a win-win for everyone.

Modern sales metrics should reflect modern priorities: relationships, not just revenue.

The Future of B2B Sales Roles

Transition from Seller to Advisor

The role of the salesperson is evolving—fast. In the past, reps were product experts. Today, they need to be customer experts.

Modern B2B buyers don’t need someone to walk them through a brochure. They need someone who can help them think strategically. Someone who understands their industry, anticipates their challenges, and offers real solutions—not just pitches.

This shift from seller to advisor requires new skills, new training, and new expectations. It also requires a mindset shift. Sales isn’t about persuasion anymore—it’s about partnership.

Reps who embrace this change will thrive. Those who resist? They’ll be left behind.

Hybrid Roles and Cross-Functional Teams

Another big change? The rise of hybrid roles. In today’s environment, top-performing salespeople aren’t just “closers”—they’re part marketer, part consultant, part success manager.

They work closely with marketing to develop messaging. They collaborate with product teams to shape the roadmap. They stay involved after the deal closes to ensure customer success.

This cross-functional approach leads to better results and better experiences. It also means that sales is no longer a siloed function—it’s a strategic asset that touches every part of the business.

[almostmaximumbread]

Overcoming Common Hiring Challenges in B2B Tech Sales Recruitment

Hiring the right talent for B2B tech sales isn't just hard—it’s one of the toughest tasks in the industry. You’re not only looking for people with exceptional communication and selling skills but also a deep understanding of technical products. The pressure’s high, the competition’s fierce, and the stakes are huge.

Let’s walk through the most common hiring challenges companies face in B2B Sales Recruitment and how you can actually solve them.

Understanding the B2B Tech Sales Landscape

What Makes B2B Tech Sales Unique

B2B tech sales is not your average sales gig.

Here’s why it stands out:

Complex Products: You're not selling coffee or clothes—these are high-value, technical solutions that often require deep product knowledge.

Longer Sales Cycles: B2B tech deals typically involve multiple stakeholders, longer negotiations, and highly customized solutions.

Relationship Building is Key: This isn't just about cold calling. It's about nurturing leads, educating prospects, and offering strategic solutions.

Need for Tech Fluency: Reps need to understand cloud, AI, SaaS, or whatever their company is selling. That demands a rare hybrid skill set.

And because of all that, not every sales rep can make the leap into tech—which brings us to the first big hiring hurdle.

Challenge #1 – Attracting Top Sales Talent

The Shortage of Skilled Sales Reps

There’s a talent war out there, and B2B tech is in the trenches.

Why is it so hard to attract great candidates?

High Demand, Low Supply: Everyone wants experienced sales reps who can hit quota fast—but there aren’t enough to go around.

Candidate Burnout: Many have been overworked and underpaid in fast-paced startups. Now, they’re choosy.

Perks vs. Culture: Money matters, but so does flexibility, purpose, and career growth.

And let’s be real—B2B Sales Recruitment Services doesn’t always have the “cool” factor that top talent might find in product, marketing, or tech roles.

Solutions: Employer Branding & Outreach

So, how do you stand out?

Invest in Employer Branding:

Highlight your sales culture on LinkedIn.

Show off career paths, not just commissions.

Use employee testimonials in job ads.

Get Proactive with Outreach:

Don’t wait for talent to come to you.

Use outbound recruitment on platforms like LinkedIn and niche communities (e.g., RevGenius, Pavilion).

Tailor your message: show them what’s in it for them.

Simplify Your JD (Job Description):

Be real. Be clear. Cut the jargon.

Outline the actual challenges and opportunities.

Don’t just list requirements—sell the role.

Challenge #2 – Identifying the Right Fit

Sales Skills vs. Tech Knowledge

One of the trickiest parts?

Balancing soft skills with technical know-how.

Too often, companies lean one way:

Hire tech-savvy reps who can’t sell.

Or go for sales veterans who can’t grasp the product.

The best tech sales reps sit at the intersection of tech understanding and consultative selling.

What to look for:

Ability to simplify complex ideas.

Experience selling to IT or C-suite buyers.

Past roles in similar B2B environments (SaaS, cloud, cybersecurity, etc.)

Screening Techniques That Work

Don’t just rely on resumes or gut feelings. Try this:

Scenario-Based Interviews:

“Walk me through how you’d sell X product to a non-technical buyer.”

Listen for clarity, confidence, and curiosity.

Sales Simulations:

Create a mock pitch or discovery call.

Look at how they handle objections or ask questions.

Use Structured Scorecards:

Rank candidates on predefined criteria.

Focus on things like adaptability, coachability, and product learning curve.

Tech Assessments (When Needed):

Lightweight quizzes or conversation tests to check their grasp of your domain.

Don’t forget: culture fit matters just as much as skills—we’ll get to that soon.

Challenge #3 – Lengthy and Inefficient Hiring Processes

Time-to-Hire Matters in Sales

In sales, speed kills—and delays cost talent.

Top sales reps are often in multiple interview processes. If yours takes weeks (or months), you’re losing them.

Common time-wasters:

Too many interview rounds.

Unclear decision-makers.

Delays between interviews.

By the time you're ready to make an offer, your competitor already did.

Streamlining Sales Recruitment Companies Steps

Fix it with these quick wins:

Set a 14-Day Target:

From first interview to offer, aim to close within 2 weeks.

Pre-Align Internal Stakeholders:

Get HR, hiring managers, and leadership on the same page.

Define your “must-haves” early.

Batch Interviews:

Schedule all interviews within a 3-5 day window.

Use back-to-back panels when possible.

Automate the Admin:

Use ATS tools to manage communication, feedback, and scheduling.

Consider one-way video interviews for early screening.

Stay in Touch:

Keep candidates warm with updates, even if there’s a delay.

Ghosting = instant drop-off.

Challenge #4 – High Turnover Rates

Why Sales Reps Leave

High turnover in B2B tech sales isn’t just common—it’s expected. But that doesn’t mean you should accept it.

Here’s why reps bail out:

Unrealistic Quotas: If the targets are sky-high and the tools are low-grade, reps burn out fast.

Poor Onboarding: A rushed or confusing onboarding leaves reps underprepared, frustrated, and ready to quit.

Lack of Career Growth: If your top rep doesn’t see a future at your company, they’ll build one elsewhere.

Toxic Culture: Micromanagement, lack of recognition, or poor communication will always drive talent away.

The cost? Hiring a new rep can run you $20K to $40K+ in lost productivity, recruiter fees, and training time.

Strategies to Improve Retention

Retaining top sales talent is cheaper—and smarter—than constant rehiring.

Here’s what works:

Set Realistic Expectations:

Be upfront about quotas, ramp times, and challenges.

Offer support to help them succeed early on.

Offer Clear Career Pathing:

Build out internal mobility options (e.g., SDR → AE → Sales Manager).

Host regular growth conversations.

Level-Up Onboarding:

Provide clear 30-60-90 day plans.

Combine product training, shadowing, and live selling practice.

Create a Feedback Loop:

Regular 1:1s to check in—not just check up.

Celebrate wins and coach through misses.

Recognize and Reward:

Give public recognition, bonuses, and promotions to top performers.

Small perks and praise go a long way.

The goal? Make your company a place where salespeople thrive, not just survive.

Challenge #5 – Cultural and Team Fit

The Importance of Soft Skills

Hiring the best doesn’t just mean hiring the smartest or most experienced—it means hiring the best fit.

Soft skills that matter in B2B tech sales:

Emotional Intelligence: Can they read the room and build rapport?

Resilience: Can they bounce back from rejection?

Curiosity: Are they genuinely interested in solving problems for customers?

Team Collaboration: Sales isn’t a solo sport—can they work with product, marketing, and support?

You can’t always teach these—so you have to hire for them.

Behavioral Interviewing Tips

Behavioral interviews are gold for spotting red flags (and hidden gems).

Ask questions like:

“Tell me about a time you lost a deal—what happened?”

“Describe a time you worked with a difficult client or teammate.”

“How do you stay motivated when things aren’t going well?”

Look for:

Self-awareness

Honesty

A growth mindset

Also—let team members sit in on interviews. Peer insight is powerful, especially if you’re hiring for a collaborative sales org.

Remember, a high-performing lone wolf can still tank team morale.

Challenge #6 – Remote & Hybrid Work Environments

How Flexibility Affects Recruitment

The post-pandemic workplace is different—and so is the talent pool.

Remote and hybrid setups have changed the game:

Wider Talent Pools: You can hire reps from anywhere.

Higher Expectations: Candidates now demand flexibility and autonomy.

Communication Gaps: It’s harder to build culture and coach remotely.

But while flexibility attracts candidates, it can also bring new challenges.

Especially in sales, where energy, collaboration, and real-time coaching are crucial.

Finding Self-Motivated Remote Sellers

To succeed remotely, reps need more than just a laptop and CRM login.

Look for candidates who:

Are proactive communicators

Thrive without micromanagement

Have experience in remote or field sales

Can self-manage their pipeline and schedule

Hiring tips for remote roles:

Include asynchronous tasks in your interview process.

Ask how they structure their day or keep motivated without a team nearby.

Use tools like Loom or Notion to create a great virtual onboarding experience.

Want to keep them engaged?

Set clear goals and check-ins.

Use Slack, video calls, and virtual leaderboards to keep energy high.

Celebrate wins in public channels—it builds momentum, even from afar.

Challenge #7 – Competition from Big Tech

Competing with Tech Giants

Let’s be honest—recruiting against big names like Google, Salesforce, or Microsoft is tough.

They offer:

Fat salaries

Prestigious brand names

Unlimited resources

But don’t tap out just yet.

Offering More Than Just a Paycheck

Startups and mid-sized tech firms have advantages—you just need to market them well.

What you can offer:

Faster career growth: Your rep might move from AE to Sales Manager in 12 months.

More impact: At a smaller company, every sale counts—and they know it.

Flexibility: Remote options, 4-day weeks, or unlimited PTO are huge draws.

Equity: Stock options might not be flashy now—but they’re a long-term bet many reps value.

Also, create personalized offers:

Tailor perks to each rep’s values (parental leave, wellness stipends, etc.)

Focus on purpose: What’s your mission? How does your product actually help people?

If your offer is thoughtful, fast, and human—you’ve got a shot, even against the giants.

Challenge #8 – Data-Driven Hiring Decisions

Using Metrics to Hire Smarter

Gut instincts are fine—but they’re not scalable.

You need hard data to make better hiring calls.

Metrics to track:

Time-to-fill

Source of hire

Interview-to-offer ratio

Ramp-up time for new reps

Retention rate after 6 months and 1 year

These numbers help you find bottlenecks, test new hiring tactics, and forecast future needs.

Tools and Platforms That Help

Want to automate and optimize? Here’s what to try:

Applicant Tracking Systems (ATS): Greenhouse, Lever, or Workable.

Assessment Tools: TestGorilla, Wonderlic, or Criteria for skills and culture fit.

Sales Enablement Platforms: Gong, Chorus, and Outreach help train and assess new hires fast.

Analytics Dashboards: Use HR tools that track candidate journeys and outcomes.

The more you track, the more you can improve. And in today’s hiring market, you can’t afford to guess.

Challenge #9 – Diversity and Inclusion in Hiring

The DEI Gap in Tech Sales

Diversity in B2B tech sales isn’t just a buzzword—it’s a business necessity.

Yet many companies fall short. Why?

Bias in Hiring Practices: Unconscious bias can lead to a team that all looks, thinks, and sells the same.

Limited Talent Pipelines: Relying on the same networks or schools often means missing out on diverse candidates.

Lack of Inclusion: Even when diverse talent is hired, they may leave if they don’t feel included or supported.

Here’s the kicker: Diverse sales teams perform better. They’re more creative, better at connecting with a wide range of clients, and more resilient in tough markets.

So, if your team isn’t diverse, you’re leaving money—and talent—on the table.

Building Inclusive Pipelines

Here’s how to start making real progress:

Broaden Your Sourcing Channels:

Partner with diversity-focused organizations (e.g., Women in Sales, Black Tech Sales Network).

Post jobs on inclusive job boards and forums.

Train Hiring Managers:

Provide regular bias training.

Encourage structured interviews that level the playing field.

Audit Your Job Descriptions:

Avoid gendered language.

Focus on skills, not buzzwords or unnecessary experience.

Foster a Culture of Belonging:

Create employee resource groups.

Celebrate different perspectives and cultural backgrounds.

Set Real DEI Goals:

Track metrics like diversity of applicants, hires, and promotions.

Hold leadership accountable.

Diversity isn’t just about checking boxes—it’s about building a stronger, smarter team.

Challenge #10 – Aligning Sales and HR Goals

Bridging the Communication Gap

Sales and HR often operate in silos—and that’s a big problem.

What happens when they’re out of sync?

Sales says HR is too slow.

HR says sales doesn’t know what they want.

And great candidates fall through the cracks.

You need alignment across teams to make great hires.

This means open lines of communication, shared goals, and ongoing collaboration.

Creating a Unified Hiring Strategy

Want to bridge the gap? Try this:

Create Joint Hiring Committees:

Bring sales leaders into the recruitment process.

Involve HR in sales strategy meetings.

Agree on the Ideal Candidate Profile (ICP):

Just like marketing has a customer ICP, define a hiring ICP.

Include soft skills, experience, selling style, and cultural traits.

Define Clear Metrics for Success:

Sales and HR should align on what “success” looks like in a new hire.

Review these metrics quarterly to adjust your strategy.

Keep the Feedback Loop Alive:

After a hire, sales and HR should debrief—what worked, what didn’t?

Use real data to refine future hiring.

Celebrate Wins Together:

Share success stories and wins from new hires.

This reinforces collaboration and builds a stronger partnership.

Bottom line? Sales and HR aren’t rivals—they’re teammates

[almostmaximumbread]

The Biggest Mistakes Companies Make When Hiring B2B Sales Talents

Hiring the right B2B sales talent is one of the most critical decisions a company can make. A skilled sales team can drive revenue, build strong client relationships, and contribute to business growth. However, making the wrong hiring choices can lead to lost opportunities, wasted resources, and high turnover rates.

Many companies unknowingly fall into common hiring pitfalls that prevent them from securing top sales talent. From focusing too much on industry experience to neglecting soft skills and cultural fit, these mistakes can significantly impact a company's sales success.

In this article, we'll explore the biggest hiring mistakes companies make when B2B sales recruiters professionals and how to avoid them.

1. Lack of a Clear Hiring Strategy

One of the biggest mistakes companies make is not having a well-defined hiring strategy. Many organizations rush the hiring process, hoping to fill vacant sales positions quickly without a structured approach. This leads to hiring candidates who may not be the best fit for the role.

A clear hiring strategy should include:

A detailed job description outlining responsibilities and expectations

A structured interview process with predefined evaluation criteria

A focus on long-term fit rather than just immediate sales performance

Without a solid hiring plan, companies risk hiring sales professionals who lack the skills, motivation, or cultural alignment needed for success. Taking the time to develop a strategic approach can prevent costly hiring mistakes.

2. Overemphasizing Industry Experience

Many companies mistakenly believe that hiring sales professionals with extensive industry experience is the key to success. While industry knowledge is valuable, it does not necessarily guarantee strong sales performance.

Sales skills such as persuasion, communication, and negotiation are often more important than prior industry experience. Candidates with a strong sales background but limited industry knowledge can quickly learn the specifics of a new field.

A balanced hiring approach should consider:

A candidate’s ability to learn and adapt

Proven sales success in previous roles

A mix of industry knowledge and transferable sales skills

Instead of solely focusing on past industry experience, companies should prioritize raw sales talent and potential.

3. Ignoring Soft Skills and Emotional Intelligence

B2B Sales Recruitment Agency are about building relationships, understanding customer needs, and communicating effectively. While technical knowledge and sales experience are important, soft skills and emotional intelligence (EQ) play an equally vital role in sales success.

Key soft skills to look for in B2B sales candidates include:

Active listening and empathy

Strong communication and interpersonal skills

The ability to handle rejection and stay resilient

Emotional intelligence helps sales professionals connect with prospects, navigate objections, and close deals. Companies that overlook these qualities may end up with sales reps who struggle to build meaningful client relationships.

4. Poorly Defined Sales Metrics and Goals

Without clear performance expectations, it’s difficult to hire and manage a successful sales team. Many companies fail to establish measurable goals and key performance indicators (KPIs) before hiring, leading to confusion and misaligned expectations.

Effective sales hiring should involve:

Setting clear revenue targets and quotas

Defining success metrics such as conversion rates and pipeline growth

Aligning compensation with performance goals

By clearly defining sales objectives, companies can attract candidates who understand expectations and are motivated to achieve results.

5. Relying Too Much on Resumes and Interviews

Traditional hiring methods, such as reviewing resumes and conducting interviews, do not always reveal a candidate’s true sales potential. A polished resume may highlight impressive achievements, but it doesn’t guarantee that a candidate can deliver results in a real-world sales environment.

Alternative evaluation methods include:

Role-playing exercises to test sales skills

Case studies and problem-solving scenarios

Trial sales projects or probationary periods

By incorporating practical assessments, companies can identify candidates who can truly excel in a B2B sales role.

6. Failing to Assess Cultural Fit

Cultural fit is often overlooked during the hiring process, yet it plays a crucial role in a salesperson’s success within a company. A sales candidate may have excellent skills and experience, but if they do not align with the company’s values, work environment, and team dynamics, they are less likely to thrive.

A poor cultural fit can lead to:

Lower job satisfaction and engagement

Increased turnover rates

Conflicts within the sales team

To assess cultural fit, companies should:

Clearly define their company values and work culture

Include behavioral interview questions to gauge alignment

Introduce candidates to potential teammates during the hiring process

Hiring sales professionals who align with the company’s culture improves collaboration and long-term retention.

7. Neglecting Continuous Training and Development

Another major mistake companies make is assuming that training ends after onboarding. The B2B Sales Training Companies are constantly evolving, and even the best sales professionals need ongoing development to stay ahead.

A lack of continuous training can result in:

Stagnant sales performance

Difficulty adapting to new market trends

Decreased motivation and engagement

Effective training programs should include:

Regular sales coaching and mentorship

Workshops on emerging sales techniques

Access to industry conferences and professional development resources

Investing in ongoing training keeps sales teams competitive and ensures long-term success.

8. Not Utilizing Data-Driven Hiring Practices

Many companies still rely on intuition when hiring sales talent instead of leveraging data-driven recruitment methods. While gut feeling can sometimes work, it often leads to bias and poor hiring decisions.

Data-driven hiring improves accuracy by:

Using AI-powered recruitment tools to analyze candidate potential

Tracking historical hiring trends to refine selection criteria

Assessing performance data from previous hires to identify success patterns

By integrating data into the hiring process, companies can reduce turnover and improve sales team performance.

9. Hiring Based on Gut Feeling Instead of Data

Even experienced hiring managers can fall into the trap of making decisions based on intuition rather than objective evaluation. This often leads to inconsistent hiring outcomes and a lack of predictability in sales performance.

Common biases that affect hiring include:

Confirmation bias – Favoring candidates who confirm preexisting beliefs

Halo effect – Overestimating a candidate’s abilities based on one strong trait

Similarity bias – Preferring candidates who resemble the interviewer

To avoid these biases, companies should:

Use structured interviews with standardized scoring

Implement skills assessments and role-specific tests

Gather feedback from multiple interviewers before making a decision

A more objective hiring approach leads to better results and a stronger sales team.

10. Underestimating the Importance of Onboarding

A strong onboarding process sets the foundation for a salesperson’s success. Unfortunately, many companies either rush through onboarding or lack a structured program, leading to poor performance and early turnover.

Common onboarding mistakes include:

Failing to provide clear product and market training

Overloading new hires with information too quickly

Not assigning mentors or sales coaches

An effective onboarding program should:

Last at least 60-90 days with a structured plan

Include hands-on sales training and role-playing exercises

Provide ongoing feedback and coaching

A well-designed onboarding experience ensures that new hires integrate smoothly and start delivering results faster.

11. Not Offering Competitive Compensation Packages

Top B2B sales professionals expect competitive salaries and incentives. Companies that offer below-market compensation packages risk losing top talent to competitors.

Common mistakes in sales compensation include:

Rigid salary structures with low commission potential

Unclear or overly complex bonus plans

Lack of performance-based incentives

To attract and retain top sales talent, companies should:

Offer a competitive base salary with uncapped commission opportunities

Provide clear and transparent bonus structures

Include additional perks such as stock options, travel incentives, or career development programs

A well-designed compensation plan motivates sales teams and boosts performance.

12. Failing to Evaluate Long-Term Potential

Many companies focus solely on immediate sales results rather than assessing a candidate’s long-term growth potential. Sales Recruitment Services Hiring for short-term needs can lead to high turnover and missed opportunities for internal promotions.

To identify long-term potential, companies should:

Look for candidates with leadership qualities

Assess a candidate’s ability to adapt to changing sales environments

Provide career development plans and growth opportunities

Hiring with the future in mind helps companies build strong sales teams with lasting impact.

13. Ignoring the Candidate Experience

The way companies handle the hiring process affects their reputation and ability to attract top talent. A negative candidate experience can discourage high-quality applicants from joining the company.

Signs of a poor candidate experience include:

Long and unorganized hiring processes

Lack of communication or delayed responses

Impersonal interviews that fail to engage candidates

To improve the candidate experience, companies should:

Streamline the hiring process with clear timelines

Maintain open and transparent communication

Provide feedback to all candidates, even those not selected

A positive candidate experience enhances employer branding and attracts top-tier sales professionals.

14. Not Leveraging Employee Referrals

Employee referrals are one of the most effective ways to find high-quality sales talent, yet many companies fail to utilize this hiring strategy. Employees often know strong candidates within their network who would be a good fit for the company.

Benefits of employee referrals include:

Faster hiring process and reduced recruitment costs

Higher-quality candidates with a proven track record

Improved cultural fit and team cohesion

To encourage referrals, companies should:

Offer referral bonuses or incentives

Make the referral process simple and accessible

Recognize and reward employees who refer successful hires

Leveraging internal networks can significantly improve hiring outcomes.

[almostmaximumbread]

Internal Hiring vs. Sales Recruitment Agencies: Which One Is More Cost-Effective?

Introduction

Finding and hiring top sales talent is a challenge for many businesses. The cost of hiring the wrong person can be significant, affecting productivity, morale, and revenue. This brings us to a crucial decision: should companies rely on internal hiring or use Sales Recruitment Agency?

Each approach has its advantages and drawbacks, particularly when it comes to cost-effectiveness. Internal hiring may seem like a budget-friendly option, but it has limitations. On the other hand, recruitment agencies offer access to top-tier talent but come at a price.

So, which method truly saves more money in the long run? Let’s break it down and compare internal hiring with recruitment agencies in terms of costs, benefits, and effectiveness.

Understanding Internal Hiring

What is Internal Hiring?

Internal hiring refers to the practice of filling job vacancies with existing employees. Instead of looking outside the company, businesses promote from within or reassign employees to new roles. This approach can take several forms:

Promotions: Elevating current employees to higher positions.

Lateral Moves: Transferring employees to different departments or roles.

Employee Referrals: Encouraging employees to recommend candidates from within their network.

Benefits of Internal Hiring

Cost Savings on Recruitment Fees

No need for external job postings or recruiter fees.

Lower advertising costs for open positions.

Eliminates the need for extensive background checks.

Faster Onboarding and Training

Existing employees already understand company culture.

Familiarity with internal processes reduces training time.

Employees can transition into their new role quickly.

Improved Employee Retention and Morale

Employees feel valued when given growth opportunities.

Boosts engagement and motivation.

Reduces turnover, saving long-term hiring costs.

Challenges of Internal Hiring

Limited Talent Pool

Only existing employees are considered, restricting diversity.

May not find the best candidate for the role internally.

Potential Skill Gaps

Employees may need additional training to fill skill gaps.

Not all internal candidates are ready for higher-level roles.

Internal Politics and Biases

Managers may favor certain employees over others.

Can create conflict among team members.

Understanding Sales Recruitment Agencies

What are Sales Recruitment Agencies?

Sales Recruitment Services specialize in finding and placing sales professionals in companies. They handle everything from talent sourcing to interviews and negotiations. These agencies use their expertise and networks to match businesses with qualified candidates.

Benefits of Using Recruitment Agencies

Access to a Larger Talent Pool

Agencies have extensive databases of qualified candidates.

They can source candidates from different industries and locations.

Expertise in Screening and Selection

Professional recruiters assess skills, experience, and cultural fit.

Reduces the risk of hiring the wrong candidate.

Faster Hiring Process

Agencies streamline the recruitment process, reducing time-to-hire.

They handle background checks and initial screenings.

Challenges of Using Recruitment Agencies

Higher Upfront Costs and Fees

Agencies charge fees that can range from 15-30% of the candidate’s salary.

Some agencies require retainer payments before starting the search.

Less Control Over the Hiring Process

Companies rely on the agency to find suitable candidates.

Potential disconnect in understanding company culture.

Risk of Cultural Misfit

External hires may take longer to adjust to company culture.

Higher chances of turnover if the candidate doesn’t fit well.

Cost Comparison: Internal Hiring vs. Recruitment Agencies

One of the most critical aspects of hiring decisions is cost. Businesses must evaluate both direct and indirect expenses associated with each method. Let’s break down the cost differences between internal hiring and using recruitment agencies.

Direct Costs

Salaries of HR Team vs. Agency Fees

With internal hiring, companies rely on their HR team, whose salaries and operational costs are ongoing expenses.

Sales recruitment agencies charge a percentage of the new hire’s salary (often 15-30%), which can be a significant upfront expense.

Advertising and Job Posting Costs

Internal hiring may require companies to spend money on job boards, LinkedIn postings, and career fairs.

Agencies cover job postings and talent sourcing in their fees.

Indirect Costs

Time Spent on Recruitment vs. Cost of Vacancies

Internal hiring may take longer, especially if the company lacks a large talent pool.

A prolonged hiring process can lead to lost revenue due to unfilled sales roles.

Agencies can expedite hiring, ensuring minimal downtime.

Training and Onboarding Expenses

Internal hires require less onboarding since they are already familiar with company processes.

External candidates may need extensive training, increasing onboarding costs.

Long-Term Costs

Employee Retention and Turnover Costs

Internal hires are more likely to stay with the company, reducing long-term hiring costs.

External hires through agencies may leave if the cultural fit isn’t ideal, leading to rehiring costs.

Productivity and Performance Impacts

Internal hires may already be accustomed to the company’s sales strategies, leading to faster productivity.

External hires might need time to adapt, potentially affecting initial performance.

Factors to Consider When Choosing Between Internal Hiring and Sales Recruitment Agencies

Each company has unique hiring needs, so it’s essential to weigh several factors before deciding on the most cost-effective approach.

Business Size and Hiring Needs

Large organizations may benefit from a mix of internal hiring and agencies.

Startups and small businesses may not have the internal resources to find the right sales talent.

Urgency of Filling Sales Positions

If a position needs to be filled quickly, a recruitment agency might be the best option.

If there’s time to develop internal talent, internal hiring may be more cost-effective.

Budget Constraints and Available Resources

Companies with tight budgets might prioritize internal hiring.

Businesses looking for highly specialized sales talent may find agency fees justified.

When Should You Use Internal Hiring?

Internal hiring works best in scenarios where:

There are strong internal candidates who can step into the role with minimal training.

Employee retention and career growth are a priority.

The company is looking to save on hiring costs over time.

Best Practices for Internal Hiring:

Develop internal training programs to prepare employees for future sales roles.

Maintain an internal talent pipeline to reduce recruitment time.

Offer competitive career progression opportunities to retain top talent.

When Should You Use Sales Recruitment Agencies?

Recruitment agencies are the better choice when:

The company needs to fill a role quickly with top-tier sales talent.

Internal hiring does not provide access to specialized skills.

The business is expanding into new markets and needs external expertise.

Maximizing the Benefits of Recruitment Agencies:

Work with agencies that specialize in sales recruitment.

Clearly communicate company culture and expectations.

Negotiate fees and terms to ensure cost-effectiveness.

Hybrid Approach: Best of Both Worlds?

Some companies combine internal hiring with agency recruitment to get the best results. A hybrid approach can:

Leverage internal promotions while sourcing external candidates for specialized roles.

Reduce hiring costs by using agencies only for critical positions.

Ensure a steady flow of talent without over-relying on one method.

Conclusion

Deciding between internal hiring and Sales Recruitment Agencies comes down to cost-effectiveness, time constraints, and business needs.

Internal hiring is cost-effective in the long run, promotes employee retention, and speeds up onboarding.

Sales recruitment agencies offer access to top talent quickly but come with higher upfront costs.

A hybrid approach can balance cost and efficiency, ensuring businesses hire the right talent while managing expenses.

Ultimately, the best choice depends on your company’s hiring goals and budget.

[almostmaximumbread]

Sales training can help companies in generating high revenue growth, Higher Sales productivity, win deals with the right margins, proper meeting preparation, and opportunity qualification. The Indian market is growing rapidly and so are the sales. So, to keep up with the competition you need to hire a company that can provide you with the best sales training. There are many reasons for this but one of the major ones is that sales training is not a one-time event.

[almostmaximumbread]

Are you hiring the Right Sales Talent?

The winning formula for any Sales organization is hiring the right talent and enabling them such that they become your competitive advantage.

Before you start the process of hiring you should know everything about your current Sales team like

Skill set composition of the team and what are the gaps to fill as per your GTM

Detailed view of the high performers in your team and the reasons they are successful.

Deep understanding of what top talent looks like in your organization and what drives the very best performers to produce results.

Based on the above you should design your Sales talent strategy which includes what top talent looks like, their traits and characteristics, and initiate the hiring process.

Your job description cannot be a generic one wherein every candidate feels they can be a right fit. It’s important that this details what your company deems relevant experience and mandatory expectations of the role. This should also cover what is expected out of this role in clear measurable terms. A good job description will help to screen the right candidates.  

If you engage a Sales Recruitment Agency for sourcing profiles, then a detailed job description will help them source the right talent and support your hiring process. Most competent sales talents are passive job seekers, and you need to look at focused headhunting. From the candidate’s perspective, headhunting is odd when it’s not done in a swift manner. A comprehensive Ideal Candidate profile and where to source will help recruitment agencies to reach out to the right talent and able to reduce your time to hire.

The next focus area in conducting a Sales Interview where is a two-way process of not only you are assessing the right candidate but also ensuring why they should choose you.

 Effective sales interviews are conversations, not interrogations. Your mission is to engage the candidate and keep them talking. This allows you to get below the surface and gain a more accurate view of the “true candidate.”

You should prepare for the interview just like how you prepare for a sales meeting and listen to candidates.  Listening builds emotional connections: When you listen to another person, give them your full attention. You will make them feel important and appreciated. This builds an emotional bond.

When you build an emotional connection with a candidate, they will lower their emotional wall and talk to you.

Sales Recruiters play a vital role in preparing the candidate for the interview by sharing complete details and interview expectations and ensure end to end hand holding a great candidate experience. This will ensure there is no last-minute drop in candidates when an offer is rolled out.

Sales leaders can also depend on recruitment agencies to get insights into candidate expectations and potential risks in hiring the right talent. Even though it appears using a recruitment agency increase the cost of hire but it helps in reducing the time to hire and avoiding a wrong hire.

[almostmaximumbread]

B2B companies usually face alot of roadblocks in achieving their revenue targets. There can be various factors contributing to negative or no revenue growth. As a B2B Sales Consulting Company In India, we help companies navigate through sales challenges and help them achieve their revenue targets

[almostmaximumbread]

A great sales team is the key to the growth of any organization. But for B2B companies it becomes challenging to find and hire sales talents within required timelines. As a sales recruitment agency, we help these companies in recruiting high-performing sales talents within the required timelines

[almostmaximumbread]

Why do companies need to depend on Sales recruitment companies for Sales Hiring?

Sales Hiring is one of the most demanding and tough jobs for both Sales Leaders and the talent acquisition teams. Sales leaders go with their annual revenue plan with sales head counts and are expected to deliver the outcome irrespective of whether there is a delay in hiring, or they had a bad hire.

On top of this, Sales leaders need to face attrition which is around 25%, and all compound together to focus on hiring a good sales talent who can perform. If you end up interviewing candidates all the time, then you need to have a system and process in place to support this.

Sales Managers are always under pressure in closing deals and want to spend time interviewing candidates as a second priority. With the paucity of time, they always want a more suitable candidate for the role and expect the HR team to filter the right candidate for them. In reality, they end up screening most of the profiles and feel there is huge improvement required in prospecting high-performing candidates.

If you need to strengthen the Sales hiring process to meet the business goals, there is a need for a strong process to streamline the right talent. This problem can be addressed to a great extent by engaging a Sales Recruitment Company.

Let us look at what are the benefits of using Sales recruitment companies in the hiring process.

Reduce the time to hire and free up your time in screening candidates

Better reach to potential candidates due to focused efforts

Leverage on external sales recruitment companies’ core competencies in sourcing

Able to share insightful market trends which will help to realign your recruitment strategy

Act as a third-party endorsement about the role to the candidates

Improve the candidate experience & decrease the turnover

Improve the process from top to bottom

A good sales recruitment company isn’t looking to rush the process along, but rather to increase efficiency at every turn. By sourcing candidates from their existing database, companies get high-quality candidates early in the process and can begin interviews quickly. Additionally, they can target passive candidates based on your talent strategy.

Recruitment companies continue the search providing you with a consistent flow of interview-worthy candidates. By keeping the process moving along and thoroughly screening every step of the way, you will find the high-performing candidate as efficiently as possible.

Recruitment spending is an investment worth making because it draws talented, passionate people to your organization. And you’re going to need good hires to succeed in the market.

[almostmaximumbread]

Sales & Profit is one of the leading Sales Recruitment company in India, they specialize in only sales hiring and work with IT & tech companies to hire right sales talents faster. Since any delay in sales hiring can directly impact your revenue targets, they help you reduce hiring time by around 40%

[almostmaximumbread]

Sales Talent Search - Strategic Approch

In today’s competitive job market, HR professionals are working overtime in recruiting the Right Sales talent. They find it difficult to source the right talent as per the expectations of the Sales leaders within the budget and even they do show they struggle to onboard them as the offer to joining ratio is at an all-time low. I want to share some of our learnings on how to plan a strategic approach in Sales talent search rather than following a tactic approach.

Bringing new talent into the Sales team is risky to the organization, so much can go wrong if you hire the wrong person, at the same time if you hire the right talent, they can make a big difference to your organization’s growth.

Adding talent to the Sales team you cannot follow a tactic process like sourcing, screening, interviewing, selecting, and hiring the best talent.  Adding new people to the Sales team changes your culture and allows you to reach a wider market. When a new Sales talent adds value to the business, an organization becomes stronger and when he doesn’t you have a problem.

You should consider adding new talent to the Sales team as a strategic initiative. Sales Outsourcing includes the tactic of recruiting but also some strategic elements that help the business to grow.

Most of the companies adopt tactic Recruitment process while fulfilling the Sales talent positions and that is why you notice symptoms like taking time for hire, unable to source, candidates are not willing to join, dropouts in candidates joining the organization, the role is open for more than six months….

Sales talent acquisition is a strategy, it should align with your business plan and ensure making your company the most attractive place for the right talent.  Some of the Strategic elements you should consider in your Sales Talent acquisition to ensure your business grows are

Talent planning & Strategy - Ensure talent plans are aligned to your business plans. Sales leaders should put in efforts on what type of talent mix is required in the team to meet your business goals. This talent plan to synchronize with the type of resource available in the market, salary band, and most importantly the talent acquisition should align with this.

Employment Branding – Activities that reflect your company image, culture, reputation in the marketplace. When compared to Sales talent the candidates will be keen to know how the organization will support in terms of achieving the business goals.

Candidate Audiences – Target audience & talent pool, current trends & insights. This should cover what skill set, competencies, expertise, target market coverage, where you should look for this type of talent.

Candidate Relationship management – steps you take to offer a positive candidate experience with target audiences.  This should be considered at each and every touchpoint with the candidate during the interview process. It is not only we assess the candidate as the right talent for us but also should give equal importance to why we are the right company for the talent to join.  

Companies who implement a talent acquisition strategy realize that Sales Recruitment is not just about assessing candidates to see if they’re right for your company, it’s also about convincing potential talent that you are the right company to meet their career expectations.

We at Sales & Profit focus on improving Sales Performance Metrics and it is evident you cannot achieve this without hiring the right sales talent. We will be happy to support you if you need some additional ideas in creating your Sales talent acquisition strategy to meet your business goals.

[almostmaximumbread]

Best Practices while doing Customer Follow-ups in B2B Sales

Whoever is in B2B Sales, we all know one thing- “Follow ups” matter and many a times, it is the reason for Sellers winning and not winning the deal. In B2B Sales, seller does multiple activities viz. prospecting, qualifying, mapping stakeholders, proposal making, negotiation & closing. Two activities are the most cumbersome - Prospecting and Follow ups. This blog is to share my thoughts on some of the best practises, I have observed great sales professionals demonstrate.

Average hardworking seller also does follow ups with his prospects. But his follow ups are mainly on following lines:

Sir/Madam, have you decided on our proposal? Further progress on our discussion?  etc.

During the above “follow up” conversations, there is not much value for either party.

There is a reason why few sellers are considered as “Superstar Sales Professionals”. They approach entire customer facing cycle differently. Please find below the “follow up” approach demonstrated by successful sales professionals:

Credibility: They ensure that, with every interaction their credibility improves in customer’s mind. So they prepare for every “follow up” call. Some of the information they uncover during follow up interactions are as under:  

If there has been slow/no movement on the deal: Instead of doing a cold follow up with the customer, successful sellers would ask – reason/s for slow movement and if the project is still valid or if timing priority has changed?

People : Who are the other stakeholders involved and what is their response to seller’s proposal ? Especially those customer decision influencers with “High Degree of Influence”.

Veto’s view : Great seller usually tries to find out who is the final decision maker ( An influencer with a Veto) and during her follow up interactions, she will try to understand “Veto’s” views about her solution.

ROI/ Value: Great seller knows that customer will buy her solution provided customer sees strong value. This value can be in terms of faster/better/cheaper/convenience etc. During follow up conversations, the seller tries to uncover this information if her solution is creating a value/ROI for key stakeholders and if yes- what would be that ROI ? She will also ask her customer contact – “ Are you convinced with my proposal ?, Am I uniquely differentiated? ” Lot of times, sellers don’t have access to all decision influencers and their customer touchpoints manage seller’s proposal internally. Unless these customer contacts are convinced themselves, they won’t be able to stand for the seller’s proposal during internal discussions. 

Any open items: Seller would ask – if there are any open items – any clarifications, concerns or if customer needs more information ? 

Uncovering missing /unknown information: For every Sales opportunity, there would be some missing information ( eg. customer’s buying process, role of internal resources, any new people involved etc). Great seller would also try to minimize all missing information and progresses towards winning the deal ( or if she is eventually going to lose, she will lose it faster with these uncovered information). Great sellers are also quite good at qualifying the deals, she will ensure all important information ( to help her qualify in/out) is uncovered during each follow up conversation. 

Get into the customer’s mind: Few sales professionals have developed a great skill to think like the customer. The seller will make points or ask questions which customer is anyway thinking. This completely opens the conversation and customer starts trusting the seller. With every follow up interaction, the seller helps the customer’s decision making simple and develops customer contact into seller’s Coach. 

Pre-empt customer: Great sellers are able to pre-empt customer’s responses/questions and prepares their responses/answers. Few customer scenarios are: a. Customer does not have any update. It’s there with higher ups.  b.Customer shows indifference/ scepticism or claims to prefer competition’ proposal.  c. Customer claims your pricing is high.  Aligning to Customer contact’s language: Average hardworking sellers do Carpet Bombing. Great seller tweaks her language depending on which customer type she is talking. For eg- if she is speaking with “Veto”, seller will try to talk more about “ROI” and “Organization Impact” instead of “Features”.

Simulate the call: They simulate the entire conversation in their mind before the actual conversation.  I am not saying that the call will go as per seller’s simulation. But the research says – Sales Reps who prepare more, win more. Visualizing the call (before the actual call) will help seller to be ready with minor (but important) details which otherwise would have missed. Our experience says, after few interactions, the above becomes a part of the Sales Rep’s DNA and the probability of “Good Follow up calls” will keep increasing compared to “standard no/low value follow ups”.

In our “Sales Consulting”, we learned to identify 20% interventions that would have 80% impact on “ROI”. “Follow ups Best Practices” falls in this segment.

[almostmaximumbread]

Sales & Profit is one of the leading B2B sales companies in India helping organizations in improving the Sales Performance Metrics by hiring the right sales talents, training your sales teams and providing sales consulting.