Hiring Millennials for sales jobs? What you need to know.

Millennials have received a bad rap as the generation everyone loves to complain about. The stereotype describes them as narcissistic and they have a terrible work ethic. In truth, just about every younger generation gets picked on by older generations who resent change and long for “the good old days,” and
Millennials are not exempt from this.

With Millenials making up about half the workforce, sales organizations would be best served by understanding this key demographic and its motivations in order to successfully recruit and train them. A hiring aptitude test will help select the most promising candidates, and so will understand a bit more about the Millenial psyche.

Here are a few ways to successfully work with Millenials in sales jobs.

Put technology first

Millenials are digital natives, meaning they grew up with cell phones, laptops, tablets, gaming consoles, texting, cable TV and social media. You could say that this generation is defined mostly by this technology.

As a result, they expect automation and efficient communications aided by tech. Bureaucracy and paperwork discourages them, so your job as a sales leader is to listen to their suggestions regarding digital solutions for sales because they are likely light-years ahead of you.

This might push you out of your comfort zone as they conduct client calls via Snapchat on their phones or some other non-firewalled endpoint, and there is little hope of restricting them to one particular app or device as the mobile space evolves so quickly. The benefit is they can reach so many people in so many ways.

Another good thing about their always-connected lifestyles: they do not bat an eye when asked to take an online hiring aptitude test, whereas older people might view this process with apprehension.

Let them exploit their connections

What seems to you like loafing around could very well be prospecting, so take it easy on draconian “no cell phone” or “no social media” policies at the office. You just might be cutting off their primary communication methods to their network – meaning they will struggle to build a pipeline.

Millennials are very comfortable using tech to express and promote themselves, and this is how they build relationships. While LinkedIn is definitely recommended for B2B salespeople, most Millenials bring a ready supply of potential customers through their Facebook, Twitter, or Instagram accounts. Leads, or at least referral sources, are a tweet or live stream away in many cases. Compare that to the time and effort you expend on setting up a webinar three weeks from now.

Connecting and relating to many people is the cornerstone of sales isn’t it? Social media is therefore a perfect avenue for Millenials to do so.

Be tolerant with their approach to work

Millennials are willing to work hard, but they aren’t willing to do things just because someone in power says so. It’s not that they don’t respect any authority; it’s that if they feel they can work smarter, they will bypass rigid routines and processes.

This translates into things which old-school managers might find aggravating, such as taking perceived shortcuts (which they consider efficiencies) or working odd hours (because they simply feel more productive at certain times). They can take the old adage “work smarter, not harder” to heart in big fashion, and this could rub managers the wrong way.

Of course, results matter. So, the real test is whether they close deals and bring in the revenue or not after a period of time. This cannot be faked!

To have the best chance of picking winners, a hiring aptitude test for every prospective hire can help select Millenial salespeople who have “the right stuff”– even if they have some odd ideas about how they will build their pipelines.

Understand their motivations

Millenials began entering the workforce around the Great Recession. They saw firsthand how workers, even at supposedly stable firms such as Lehman Brothers, were subject to losing their jobs at a moment’s notice. The previous generations’ mindset that one could work at the same company for years and be rewarded with opportunities is absent in most Millenials. Who can blame them, when they have seen the opposite and experienced layoffs and instability?

This makes Millenials more likely than past generations to aggressively control their own career path – and this might mean a short tenure if they are not kept engaged and motivated. Apart from decent pay they want greater autonomy over their decisions, schedules, bonuses, and the like. Furthermore, they want a way to advance as time marches on and seek to collaborate and challenge rather than merely follow orders.

Now, this actually makes sales jobs very attractive to Millenials! Think about it: what other profession offers near unlimited pay depending on one’s own initiative and skill at prospecting and closing deals, where one can eventually build and manage his or her own team? I think sales fits that description quite nicely, especially at forward-thinking companies that embrace technology and data science in sales and marketing.

In closing, don’t be hesitant to hire Millenials for B2B or government sales jobs. They bring a lot to the table even if they don’t always do things the way they are “supposed” to. Quite simply, use a hiring aptitude test to ensure you pick the best people possible for the roles you need to fill.

Tips for Improving Performance in Small Sales Teams

In my a lot of experience in sales and purchases management, I have observed many smaller than average medium sized sales teams. Often, they struggle to do at capacity striking their goals this is frequently a sales management issue. Sometimes this is because the CEO or company owner is the de facto sales team leader and is wearing many hats. They are often too busy running their business or spread too thin. Sometimes they’re the technical experts within their field in addition to their expertise and time has been used to boost products, systems or services. It’s sometimes want . top performing salesman was promoted to a sales management role along with their strength depends on salesmanship and delivering revenue to your business personally in lieu of in a broad sense. Below are five actions you can take to improve sales management as part of your company now.

1. Planning
Many company owners have at best a rudimentary sales plan. If they have one, quite often it is made of higher greater sales goals, without making up what will drive that new company. Will a whole new product line be included, a brand new market be opened or new additions made to your sales team? Will this company be able to secure the added expense while financial markets are opened and new sales reps trained? How much risk will the corporation bear? A good but simple sales plan takes this into mind. Takeaway: Make a better sales plan with concrete steps to get towards the desired goal.

2. Modernize
There are numerous new technologies making it easier to get connected to prospects. Among them are CRM systems, collaboration tools, the cloud, dialers, email tracking, prospect and customer information systems. Existing systems are upgraded at all times with the newest capabilities. All are meant to more efficiently and effectively reach more buyers, disseminate information, warm them up and make sales. Social media platforms allow an enterprise to extend its reach inexpensively and makes your organization more visible to find engines like Google.com. Takeaway: Evaluate technology on a regular basis to successfully are using and modernize as required.

3. Training
Training sales reps serves three purposes. The first is so it provides them the opportunity to hone and refresh their skills. The second is it reminds them that performance is significant and that expectations for the children performing well are high. The third is which it shows a willingness to buy them and this they are area of the long term arrange for the organization. Takeaway: Make sure you offer training to your sales representatives every year (a clear axe cuts much better than a dull one).

4. Lead Generation
All businesses need sales and most small, and medium sized businesses are subject towards the feast/famine paradigm. When they’re busy, firstly gets pushed aside is prospecting for new company. Until business slows. Then there’s a flurry of sales activity and shortly business is back where it ought to be. For a while. Most smaller businesses don’t have bandwidth to prospect effectively in the consistent way.

Lists must be highly targeted and refreshed regularly. Technology must be used as well as a proven process followed. The technology should reinforce the process as opposed to detract from that. Top management should enforce the utilization of the technology and following of this process. Utilize web 2 . 0 and blogging to widen your reach inexpensively. Finally, no-one can be a specialist on everything a great idea is help from golf professionals when needed. Takeaway: Make prospecting part of the business routine and culture and bring in the experts as needed!

5. Measurement
You get whatever you measure could be the old adage and it is mostly true. The challenge is top management often carries a hard time pinning on the exact actions, activities and behaviors these are trying to encourage and measure. Here’s a practical example. Maybe top management believes that offering free webinars raises sales because it worked well in past times. So the goal is always to run well attended webinars.

How will these webinars be promoted to prospects and clients? Will some emails be sent, starting a couple weeks before the first webinar? Then a prospect list with contact information will need to be purchased and loaded and also a compelling email invitation created.

Will prospects be called and told in regards to the webinars? Then numbers will be necessary, a script will have to be created as well as a person designated to generate the calls. To track call results, a task report must be created and run frequently to test the messaging, to create sure the calls will be made also to analyze the possibility responses. Will the report be grouped by prospect type (or industry or state or city or source)? Then that data must be captured or imported for every prospect.

The 2 Main Categories

A. Objections

B. Excuses (disguised as objections)

What could be the difference?

Objections pertain to real questions, problems, misunderstandings, point of views and perceptions with the product or service we’re also selling, from your prospect. Once you have those objections through the customer, then YOU KNOW that there’s a real possible opportunity to have a potential client or there’s NOT an opportunity, if your objection how the customer has reflects an actuality that your products or solution cannot satisfy.

Let me explain to you a real-life example from my own, personal experience.

When I was selling Telephone Cards around the Greek Islands, I heard all form of different objections. By doing this job daily for years, I got the knowledge to be able to distinguish the important objections on the false ones.

Once I was with a Minimarket about the island of iOS, a well-located spot where a great deal of tourists passed by daily. The owner of ecommerce, an intelligent young entrepreneur, although he understood some great benefits of my product, said this: “I be aware of the USP (Unique Selling Point) of your respective product, however, I am not planning on buying it because, the Mini Market opposite is belonging to my brother-in-law, and the man sells similar products, and I shouldn’t compete him.” This statement of his was as honest as it might be and I think there isn’t a point wanting to convince him anymore because his argument is indeed a argument.

Furthermore, something else that often happened for me was that this guy I was speaking with, didn’t admit his insufficient authority about the business. So often when I saw a 21-year-old, behind the amount of money machine claiming he was this company owner and saying no thank you to the item, I suspected he was lying, so I paid a trip during rush time and energy to meet and talk to the actual manager.

On additional hand, False Objections (Excuses) have been demonstrated for several reasons and have absolutely nothing to do with your service or product but hide other reasons behind. Those reasons could be, politeness, not enough trust, financial reasons, authority reasons, and in some cases timing reasons.

For example:

Maybe the candidate likes your products or services but don’t even have the money to purchase it and is also ashamed to inform you so.

Maybe the possibility is not the choice maker.

Maybe the possibility did a study and found precisely the same or a similar merchandise that is cheaper and does not explain to you that for reasons of politeness.

Maybe the outlook is prejudiced of the ethnic background or as they had a negative experience from people in the same background when you in the past.

Maybe although he likes your service or solution, his social environment doesn’t.

Maybe it isn’t the right timing for the candidate.

What would you do?

Let’s go ahead and take above examples and attempt to find a solution which will clear the situation, address the matter and attempt to close the sale.

If you think which the prospect don’t even have the money to get the creation that you are selling, talk about if now will be the right time for it to purchase it or if maybe down the road when it’s likely to be more mature. In that way, you retain the door open , nor push for the answer the possibility does not desire to give you anyway.

Always find out should the prospect may be the decision maker. If you might be selling B2B, ask directly, “Are you your choice maker?” Now if you happen to be selling B2C, some of the decision maker will not be the person that you are speaking to. When I was selling time-sharing, we always invited couples making it them the presentation individuals service. The salespeople that achieved developing a good rapport using the couple rather than individually while using husband and the wife were people who made the sale. The mistake a large number of colleagues made was how they gave almost all their effort towards the husband by thinking he was your decision-maker and ignored the wife. So when deciding time came, anf the husband said yes, you know what the wife said…

Do you think that that may be the case? Then address it directly because maybe the chance is assuming by comparing oranges to apples. Or even better prevent the candidate from coming over to this assumption by explaining ahead of time that your goods and services is different from that within your competitors determined by specific reasons you are aware.

Prejudiced can be a human reality, and although it’s obviously wrong, it possesses a logic. Coming through the most corrupt country in the European Union, I know the way in which it feels on your integrity being questioned because from the faults of others. You can do 2 things. First be yourself while you are and also be as honest because you can be, not merely with your prospects though with yourself likewise. Do not tolerate i really enjoy seeing (politeness, fear… ) your integrity being questioned. If you do so, you then give ground with their accusations. Secondly, address the difficulty directly by way of example: “Sir, I understand that you a bad knowledge about XXXXX in past times, but I am insisting because I know I can offer value to you personally. It’s your call to make use of this opportunity and take this decision now. ”

If his Social Environment isn’t going to like the item while he does, find top reasons to explain to him why he should purchase it anyways. Address the issue directly, tell him why it’s not necessarily going to contain the effect on him which he thinks it’s likely to have, reveal to him why it is planning to increase his prestige or how he’ll hide the merchandise if it isn’t case, you understand… that’s why you happen to be a salesperson.

This is usually a very common answer why people decline. See in the event the situation may be the right situation, it’s easy, nevertheless for many people just isn’t as self to comprehend as we think.

Does One Size Fit All?

The best salespeople are wonderful amateur psychologists. They are able to quickly assemble a mental profile with their prospect’s personality to higher understand the points that that prospect is facing. These salespeople / psychologists will often be described as “good judges of men and women.” How do they actually that?

They notice the prospect – their dress, accessories, and hygiene. They focus on speech pattern, inflection, vocabulary, and accent. They read gestures… all immediately. They know that, many times, one size isn’t going to fit all.

After minutes of a personal encounter, the most beneficial salespeople employ a fairly accurate idea of the social, demographic, economic, family, and value issues facing the possibility. They can then ask probing questions determined by these assumptions, to then offer product or service benefits designed to interest that individual prospect.

Are the profile assumptions always right? No, however they are usually close. As the conversation keeps going, the salesperson is consistently modifying the profile.

Does the candidate for shoes want to just resemble an athlete or do they need to actually have fun playing the game better?
Does the middle-aged couple that’s looking to get a home need living area for their children and for occasional visits using their company grandchildren?
Does the objective buyer of business equipment need long-term multi-year reliability or possibly is their need temporary?
Does the owner of any car needing mechanical work consider driving long distances at high speeds or merely for a three-mile commute?

In all of the above scenarios, the “one size fits all” salesperson will most likely lose the sale or execute a disservice thus to their prospect as long as they misread the candidate’s needs and wants. A good amateur psychologist-salesperson are able to make the proper suggestions determined by what they discover concerning the needs and wants on the customer.

A $200 pair of shoes might be appropriate to get a young competitive athlete but not for the middle-aged three-hundred pounder (unless we have a style or ego issue involved).
A 700-horsepower car might be inappropriate for grocery-getting excursions.
Few people thinking about buying a studio condominium have three children.

Informed salespeople use a big advantage. Either they learn that the product or service fits their prospect’s needs and wants, or they see that they are wasting time and carry on to find a better fit between buyer and seller.

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