Hiring Salespeople & Business Development Recruitment
Whether you're an SME looking to build your team and hire a sales rep, or a global company looking to hire a sales team; Give A Grad A Go can offer you specialist sales recruitment, completely tailored to your needs.
Since 2009 we've supported the growth of over 800 companies, streamlining and enhancing recruitment processes for businesses of all shapes and sizes.
Whether you're looking to hire Sales Executives or recruit Sales Managers, we have helped to professionally develop thousands of graduates in various stages of their careers, with a huge 96% of candidates we place passing their probation period.
Whilst there are many ways to recruit sales talent, the best way is to speak to a specialist graduate recruitment agency (like us) who can send you incredible candidates within 48 hours, with no obligation to hire and no upfront costs.
What our clients say about us
"I found your sales recruitment a very smooth and pain free process! Both yourself and Dom were friendly and professional, explained the whole process in great detail, and were very quick and efficient in finding us some great candidates. I would definitely recommend Give a Grad a Go, and wouldn't hesitate to use you guys to recruit sales reps again."
Katie, Head of Client Accounts, Business Consultant Services
What makes Give A Grad A Go the best sales recruitment agency?
With over 10 years' experience recruiting sales staff for UK businesses, we have refined our sales recruiting strategies and know how to hire the right salesperson for you. Whether you're recruiting Account Managers, hiring Sales Agents or hiring Business Development Managers, there are many great benefits of hiring graduates.
We're different from other sales recruitment companies, providing extra support with career micro-sites, assessment days, as well as onboarding employees; providing a 360 recruitment service tailored specifically to your business needs. Find out more about our recruitment services and how we can help you grow.
Receiving thousands of CVs every week, we have over 260,000 graduates in our database and 49.5% have Sales or Business Development on their CV. We are never short of excellent, graduate sales talent to add to your team, with 84% of our candidates graduating with a 1st, 2.1 or Masters degree.
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How Give A Grad A Go can help your sales hiring process
If you are wondering where to recruit sales representatives, you've come to the right place. Successfully placing hundreds of graduates into Sales and Business development roles has given us sound knowledge and experience on how to hire salespeople, with 90% of clients using us on a repeat basis.
We have created flexible and cost effective solutions for our clients, including:
- Temp-to-perm hiring: With a short 1 - 6 month trial period to start working with graduates quickly, whilst reducing the risk of making the wrong hire.
- Talent pipe-lining: If you're experiencing rapid growth, or if you need access to a larger talent-pool, then talent pipe-lining might be the answer. Please get in touch to find out more.
- Hiring now for delayed starts: If you're looking to hire in the future, deferring start dates is a great way of securing people, getting contracts signed and agreeing start dates for later in the year
- Contractors: (Usually more suited to larger firms) If headcount is an issue then we can payroll your hires and charge a margin on top for processing.
- Marketing: Whether it be sponsored content, if you're interested in becoming a partner, or if you would like to consider an email campaign to our database, we can provide this additional marketing support.
- Referral scheme: We are currently offering 50% discount on your next hire when you refer us to a company that we successfully place with.
Top Tips for recruiting sales reps
Give A Grad A Go's experienced sales recruiters have compiled tips and advice to help you hire sales staff as well as retain your hires. If you choose to recruit sales graduates through us, we can help you through every stage in the recruitment process.
1. Consider which level you're hiring
Before searching for sales professionals to hire, are you going to be recruiting Sales Managers or hiring Sales Executives? This will be important in determining what salary to offer. There are different benefits for each; hiring a junior with little experience in your industry will mean that you can teach them sales techniques and mould them to fit your company processes. On the other hand, if you hire a sales rep with experience, you may find that they bring some invaluable sales tips and insight for the rest of the team, without spending as much money and time on training.
2. Offer a competitive salary
Our first top tip when recruiting sales personnel is to make sure the salary you are offering is competitive. You really do get what you pay for, and so providing a strong base salary will ensure you find the very best talent when recruiting sales professionals or hiring a sales team. Visit our Graduate Employment Statistics Archive to find out what other companies are paying Business Development graduates.
3. Solid commission structure
It's not just about the salary for your sales employee, remember to ensure your commission structure is competitive too. A common mistake that sales companies make when looking for sales reps is to oversell what the company can offer in the interview. Any sales staffing agency will tell you that if the salary and commission structure isn't solid, then employee retention may drop.
4. Targets and incentives
Before you recruit sales staff, make sure that you have good incentives in place to keep your employee's motivated. If it's your first time hiring sales staff, it's important to think about what realistic and achievable targets you can set, before you start looking for a sales representative, as the candidate might ask you about this in the interview. Think about what personal and team incentives you can offer, such as 'Sales Employee of the Month', or additional monetary bonuses to recognise exceptional hard work.
5. Learning and development
In a recent survey we conducted on graduates, learning and development ranked first on their list of ‘what is most important in a job’, scoring higher than salary, benefits/ perks and company culture.
6. Opportunities for progression
Take into consideration both the personal and professional development of employees. Growth opportunities ranked second in importance for graduates when looking for a job, and so having a clear path for progression will help to attract great talent, particularly if candidates enquire about this at interview stages.
7. Onboarding process
Employee onboarding shouldn't be an afterthought, ensuring you have a well thought out onboarding procedure will help to retain the graduates you hire. What makes us different from other sales recruitment agencies in London, is that we can help you with the onboarding of your hires too.
We hope this has given you some insight into how to recruit sales executives, if you follow these sales recruitment strategies we are confident you'll find the perfect candidate for the job. Get in touch today to recruit sales agents and find out more ways we can help your company grow.
What to look out for when hiring a salesperson
The best sales recruitment agencies will tell you that the most important thing to look out for when recruiting Account Managers or hiring Business Development Executives, is their personality. If you want to know how to recruit top sales talent, the things you should be looking for are resilience, drive, grit and authenticity.
A desire and natural ability to sell are important in any sales staff recruitment. Look out for a determination to succeed in a competitive environment, perhaps competitive backgrounds on their CV such as sport, these are all signs of a natural salesperson.
Other attributes and skills of a salesperson:
- Drive to suceed
- Positive attitude
- Rapport building
- Excellent phone manor
- Competitive nature
- Relationship management skills
- Closing sales techniques
- Time Management skills
- Smartly presented
- Confident verbal abilities
- Active listening skills
- Quick at thinking on the spot
- Resilient and adaptable
- Written communication skills
- Able to accept criticism
- Patience and demo skills
- Fast learner
- Sound product knowledge
- Strategic prospecting
- Optimistic outlook
- Bubbly personality
- Objection handling abilities
What to be wary of when hiring sales reps
It's important when thinking about how to recruit sales associates that you consider warning signs in the recruitment process. It is agreed amongst sales recruiting firms that one of the key things to look out for is longevity. Although it is well-known that sales roles have a shorter shelf life than most jobs, it is still a good idea to be wary of ‘job-hopping’. This is any individuals who have had multiple sales roles in a short space of time; it then begs the question if they're suitable for a role in sales.
One of our sales recruitment experts explains:
"When you recruit sales reps, you're aware that it is a target driven industry. The better your sales staff are doing in their job, the more they'll be earning, the happier they'll be. Salespeople tend to stick around when they're doing well and are happy. Granted, sometimes job's don't work out, but if there's a repetitive 'job-hopping' pattern then it's often not the job, it's the person."
When you hire a sales representative, it is important to have a structured training and progression plan in place. Even if you find sales staff with many years of experience, they will still need to understand your company specific processes, for a smooth transition from their previous sales working style. That's why the onboarding process is so important, once you find sales reps, you need to retain them.