How The Hiring Market For Salespeople Has Evolved During The Pandemic

By Tony Restell

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Does a top performing salesperson today have different skills to those who were top performers before the pandemic?

Is prospecting online and via Zoom calls fundamentally different from doing so at business breakfasts and at tradeshows?

The evolving skillset a salesperson needs and the impact of remote and flexible working are just a couple of the topics we touched on in a recent interview with Louisa Fleet of Louisa Fleet Recruitment Consultancy.

Watch the full interview

Here's the full video:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Interview Transcript - How The Hiring Market For Salespeople Has Evolved During The Pandemic

The following transcript is generated by artificial intelligence. It may contain errors.

 

money is certainly deplete on CEO off Louisa Fleet equipment on DH.
We'd help sort of medium size businesses exact level
down,
build on,
retained,
successful,
fail things on DH insanity for years,
being recruited for over 20.
Fantastic.
And in terms of the South's recruitment market and the pandemic,
How have you seen things be impacted?
Has there been a change in the kind of skill sets and experience that companies are looking to hire?
What,
what kind of things Have you seen that a different?
Well,
it with the pandemic has a huge impact on the sails recruitment
sector.
I mean,
even if we look at the numbers of people quoted on pay bowls,
I think it was in August it was down 730,000,
I think,
between March and July,
on the sale of sectors we didn't Patrick usually because South people,
they will face the face on that wasn't possible anymore.
So there's been a huge decrease in vacancies on in terms
of the skill sets.
Yeah,
there's a really needed to be looked at and redefined leadership down.
You know,
leaders have,
you know,
had to,
you know,
really sort of inspire from a remote
perspective and leaves that l seems through such challenging times at a
whole new way of working on.
Then,
when it comes to sales people,
they had to completely change the way that they communicate.
Everybody's have shamed to communicate on DH.
Everybody makes that Dana's has had to learn to communicate online,
to engage customers online through social media through videos
on DH.
Yeah,
I mean,
they're happy with the new job roles created purely around sort of remote
working,
I think ahead of remote working was it is a new job,
I'm saying,
coming up for more again ous a result of this pandemic.
Yes,
on I'm hearing in various sectors that companies are
increasingly having to offer flexible working and remote working or something they're
going to do long term,
just in order to be attractive to the best candidates.
Are you seeing that when you're when you're talking to sales candidates?
Is that the kind of message that you're hearing,
or is that less of an issue with it within sales?
You know,
I'm a massive Africa of flexible working.
My whole business has been built on harming flexible workings,
the practical workers and that was over eight years ago.
So we've been driving towards this is a country for a long time on the pan.
Danica's was forced many businesses to look at this
when they resisted it in the past.
So have bean.
Industry sectors are particular old fashioned kind of leaders that a bit stuck in their ways
that refused to think that people can be trusted to work from
home and to be effective.
So I think that being a lot of lessons in the pandemic about this
number one,
those people were being proven wrong.
Number two,
You know,
I hope that people can actually lead productive from home number
three.
Actually,
home working isn't for everybody,
and for some people,
it would be detrimental to their mental health.
So So,
yes,
I do believe the company should give the option and flexible working.
And yes,
I do believe that this will help businesses attract and
retain good employees for longer.
I think that should be the choice.
I think we're living in a in a nation where,
you know,
we now embrace family values,
family culture and,
you know,
I'm hearing from leaders that they're thinking,
you know,
I'm not sick.
I'm not,
You know,
not wanting to go back to this international travel anymore.
It's just not necessary.
I don't need to be in head office all the time.
All these things can be done over zoo.
Yeah,
sales people is that they don't want to clock in and out of an office just to prove that they're
working on,
you know,
they want to start work at six o'clock,
some of them,
and they go to the gym.
But 11 o'clock,
and then you've got others that want to do the school runs on DH,
you know,
and then they want to put the laptop on after the kids have gone to bed.
So it is definitely what candidates one.
And it is definitely the way we need to move forward is that you know the
recruitment sector.
I guess the great thing about sales is very transparent,
whether you know you're doing your job well and how you're doing your job compared to your peers,
because the sales numbers don't lie,
do they?
So it's probably evil.
The sectors It's the one where it's the the easiest to feel comfortable with having
people work at home.
By that,
Yeah.
I mean,
I think there is definitely there will be people that
decide that Maybe they might need to change jobs because actually,
they physically need people around,
though There's a small proportion of people that,
especially in sales with the big personalities,
I need to bounce off others.
And I think I think remote working completely wouldn't work.
I think in sales you have to get together because it's all about recognition.
It's about,
you know,
back off others and sharing ideas.
And s o.
I think the ideal solution is where you have an office that you go into
every now and again to meet with your colleagues,
share ideas,
to recognise great performance.
But actually,
you could work around your family like any personal commitments from home as well.
Yeah,
I completely agree.
So tell me about the impact that the pandemics had on your own business on.
Do you know what kind of actions of you be taking their to adapt to everything that's happened?
Okay,
so it's had a huge impact on my business on my goodness.
When I looked at the stats,
43% of our clients were actually companies that
sold its products or services and solutions into the hospitality and leisure
sector.
So,
you know,
I'm recruiting the exact level down teams for those types of businesses.
That was nearly half of mine business wiped out cos I worked with for years and
years.
So,
you know,
we we lock down.
We just moved into officers.
We've moved everybody back.
Processes were frozen,
recruitment was frozen on DH.
Just a massive job vacancies while companies figured out how they were gonna approach
saying,
And you know how they make their own businesses survive s so it was a really
tough time.
So what action did I take?
Well,
after the initial shock had gone,
I took about two contacting my network off
leaders.
And I did find this really,
really lucky and grateful that I had such a great network around me that I could
talk to on DH,
basically asked them how they were going about navigating these difficult times in this
period of change.
And you know what?
It was absolutely amazing.
You know what I was hearing about the challenges that people were facing and how they were
dealing with those challenges,
and I thought this is too good information not to be shared because
everybody's struggling women to share best practise on DH.
So that was the driving inspiration behind my first initiative,
which was the creation ofthe video YouTube channel.
Fast forward Andi.
This is a video interview channel where I interview leaders who have
found new and unique ways off getting through difficult
times and these things go way past.
Hope it on DH,
you know,
for the people that are being interviewed,
it's a great way for them to connect with their audience and to share the storey in a really
human way that some of the marketing just just can't get across on.
For the listeners,
it's been quite a comfort for them to know that they're not the only ones
to have gone through these kind of challenges,
and it's kind of inspired them,
you know,
the solutions that have been offered in how business is about three on and on,
and then from there,
obviously for everybody that wass period of reflection.
Even though we worked throughout its anti social time,
I spent a lot of time thinking about not the types of
customers that I've got and what challenges they were they were going through.
And I was thinking about small businesses that were struggling to grow because they were
fearful of recruiting on DH.
You know,
they might have recruited before and had a bad hire.
It's not worked out.
It's been frustrating for them.
It's cost money time,
you know they lost customers.
It's been really painful experience for them,
and I was thinking about How can I help and support these businesses?
To get over this fear of recruiting,
you have to recruit to grow your business.
As you quite rightly said the other day.
You know,
in order to build up the company,
you need other people in the business that you could pass it,
pass over to you.
So then this inspired the higher your own programme on.
This is a programme I created to give business leaders of
small businesses,
quit them with the resources and the knowledge that I've got some catching,
hire their own people on and do it well.
So that's the second initiative that I've launched on DH way,
grateful that you know,
we've had this opportunity to re evaluate and reposition off business
and very excited now that we have,
you know,
more than one solution,
excited just the pure recruitment offer in tow,
help and serve our customers better leaning forward.

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