All of a sudden, it seems, sales leaders face a much different pool of available sales talent than the one they’re used to. Salesperson turnover is high, candidates are scarce, recruiting is slow. Multiple factors are contributing to this: the much ballyhooed “Great Resignation,” a tightening labor supply, demographic shifts to younger workers, the embrace of remote workforce models, and what may be quarantine-induced shifts in what workers value in employers and employment. Failure to adapt to these factors leaves many organizations with outdated talent management strategies, at a time when competing for talent has never been more important.
This Sales Management Association web panel considers talent management approaches critical for adapting to a changed labor market. Topics addressed include:
• Changes in sales labor availability and demographic makeup
• The characteristics of sales jobs top candidates find most appealing
• How new learning and development trends affect recruiting, retention, and productivity
• Accommodating remote work and remote workers
• Increasing transparency and purpose in sales culture