In an era where sustainability and environmental protection are at the forefront of corporate decisions, designing workspaces is no longer just about functionality but also about ecological awareness.
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The active search and direct contacting of management and specialist professionals for sales is practically its own discipline within the field of headhunting. Special positions in this area can scarcely be filled using classical methods, which is why the only alternative is often to hire away top executives from other companies. This delicate process can only be carried out in a satisfactory way through direct contact at the highest level.
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Due to the constantly rising demand, the supply of headhunters has increased significantly in recent years. For companies, this does not necessarily make the issue any easier. It is also even more difficult to find the best headhunter for your company. The quality of the services performed and the level of seriousness vary widely. This makes two questions all the more urgent: What makes for the best headhunter? And how do you find them?
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When making a targeted search for qualified managers in sales there are basically two options. Either one relies on one’s own human resources department, or one outsources this difficult task to professional headhunters who are, ideally, specialised in the recruitment of top executives in sales. The latter may be the better decision for a variety of reasons.
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Nowadays, headhunters face numerous challenges in searching for top sales candidates. Applicant pools are shrinking, and the demand for executives is growing. Increasingly high-profile corporate cultures and changing applicant needs don't make things any easier. So what is essential for recruiting in sales? Here's a quick assessment.
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Nearly 50 percent of new salespeople fail within the first one to two years. Among many other factors, this can often be due to a suboptimal selection process on the part of HR departments as well as the hiring manager with the final say. On the one hand, wrong decisions are understandable due to the demanding recruiting process in the sales area. On the other hand, they still should not happen.
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The consequences of covid and other crises do not necessarily make it easier for companies to succeed in the employee market. So it's all the better to have a headhunter at your side who can nevertheless fill important sales positions with highly qualified people, taking into account current and, in some cases, crisis-related trends in the recruiting process. Two key words here are: virtual search and corporate social responsibility.
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Sales is a man's business? Not at all, although the figures still make a different claim. Research shows that the percentage of women in sales is probably somewhere around 25 to 30 percent. In management positions, this figure is even lower. However, a professional headhunter knows very well that women have many strengths that are extremely valuable, especially in sales.
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In the course of the socio-ecological transformation, not only the way we do business is changing. People's values and priorities are also changing towards sustainability – and with them the mindset of candidates in the skilled labour market. An increasing amount of headhunters and companies are responding to this, ideally on two different levels.
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