Posted By Adam Malanaphy, Project Coordinator at Glenmont Group
A strong sales team is one of the most important components of an effective player in the Information Governance space. As new players arrive to this industry, or existing players bring new products to market, it is extremely important to have the proper sales team to “hit the ground running” and penetrate new markets. This scenario raises an important question, “Where do we find these salespeople?” The answer is concise; they must come from somewhere else in the space. This fact is undeniable with respect to the reality that it will require too much time and effort to build a new sales force from the ground up. I have worked at Glenmont Group for just over a year and although a similar argument can be made for other types of positions, it is abundantly obvious that the top players in the Information Governance space are constantly looking for strong sales reps.
Sourcing candidates for sales roles is often a bit different than sourcing for other types of positions (naturally). Let me begin by saying that I love speaking with sales reps across the country. Being in a sales role myself, I can relate to many aspects of their daily activities, and I truly enjoy hearing success stories as it helps to keep my spirits high and my motivation consistent. In fact, I learn a lot of what I know about the various solutions available within information governance directly from the mouths of the most effective reps in the space!
With that being said, it is important to consider the nature of sourcing top tier sales reps. The very notion of recruiting a top performer is somewhat of an oxymoron. Let’s take a moment to consider this; our clients are constantly asking us to present top performing candidates. In order for us to show them these candidates, we are tasked with contacting them and developing some level of interest on their part – at least enough to entertain a first level conversation. The tricky part is that the primary motivation for movement within the industry is that a given candidate is unhappy in their current role. The strongest sales reps are more often than not energetic hunters that seek out and close new business; these candidates are money motivated. Thus, if you are a top performing sales rep you are going to be making a lot of money! So now we see the conundrum come full circle. We are tasked to recruit the candidates who are doing very well, but these candidates are not likely to be interested for the simple fact that they are doing very well!
Now let’s take a moment to step back and pay homage to the truism that of course there are situations that can make interviewing for a new role within this space quite appealing to a top sales rep. For instance, a stronger compensation plan, relocation, a more appealing product/service etc. can all be factors that are worth considering. These situations can (and often do) create a situation that is a win-win for both the client and the candidate. These are the specific situations that our team at Glenmont Group spend hours a day searching for, the needle in our metaphorical haystack! When these situations do arise it is important to seize the opportunity. Many times sales candidates analyze a position on a micro level and their perception can become muddled by minor details. The fact is that this perfect situation does not present itself very often and it is extremely important to step back and look at the big picture. As the interview process progresses from the courtship phase to the interview stage it is not uncommon for sales candidates to get cold feet. When this happens one must consider why he/she decided to consider new opportunities in the first place – and proceed accordingly with all of the confidence that a top sales rep should have! What is right for us and what is right in front of us does not overlap very often so when it does you must seize the moment.