Average-performing bank sales managers often struggle recruiting top talent. Here’s why:
1. They don’t have a short list of potential hires.
2. They leave things up to HR or search firms.
3. They don’t know enough of the top performers in the market and don’t have a strategy in place to meet them.
4. They don’t have a plan to stay in touch with candidates who are happy in their current roles.
5. They don’t know how to compare the skills of different candidates.
6. They don’t get enough candidates to look at for a given opening.
7. They have a hard time getting candidates to accept job offers.
8. They overpay for talent. B players often get A compensation.
If you’re having difficulty attracting high performers, you need to:
* Be clear about what you’re looking for.
* Develop a profile of what the job requires.
* Develop a pipeline of high-performers.
* Use your network to identify who the top players are.
* Start courting them.
Don’t abdicate your responsibilities. This is not HR’s job—it’s yours!
Special offer for Bank Sales Leaders: Sales specific assessments can be used to identify areas for improvement in an existing team. If you would like to see a sample assessment tool that was built for sales, go here
