By Jeff Beals
Workers in the United States are choosing to leave their jobs at the fastest rate since the internet boom 17 years ago, according to a recent Wall Street Journal article, and it’s paying off for them in the form of bigger paychecks and more satisfying work.
The Labor Department reported that 3.4 million Americans quit their jobs in April, near a 2001 internet-fueled peak and twice the 1.7 million who were laid off from jobs in April. The job-hopping phenomenon is not limited to certain industries, instead occurring across the economy. Workers are buoyed by a strong economy and the lowest unemployment rate in years.
As you might imagine, young people are switching more than older employees. Approximately 6.5 percent of workers under age 35 changed jobs in the first quarter of last year, according to the article, versus 3.1 percent of those ages 35 to 54.
What does this dynamic employment market mean to you?
If you’re an employee, it means that you may have more choices now than at any other point in your career, perhaps ever. But you now have the “curse of choices:” some employees may agonize over leaving a comfortable or safe job versus chasing a new opportunity that pays more and offers more enjoyment/career satisfaction.
If you’re looking to hire or retain talent, your job is getting harder, and it’s probably going to get worse in the future. There is growing evidence that artificial intelligence (AI) is actually creating more jobs than it kills thanks to the massive productivity gains it causes.
So how do business leaders make sure they have enough talent in a talent-scarce environment where workers are becoming more restless?
First and foremost, you need to create a motivational culture that people don’t want to leave. Second, compensation needs to be competitive. Third, you need to recruit perpetually. Recruiting talent is the lifeblood of a company. Even when you’re “full up,” you need to keep recruiting at least a little because personnel situations can change fast.
This is especially true if you lead a sales team. More than 26 percent of sales jobs are expected to turn over this year. Even during down economies, it’s difficult to find talented, motivated sales people who are willing to work on commission.
Here are a few ideas to help you find the sales talent you need:
- Look for a vendor who is good at selling. That talented salesperson who sells things to your company might enjoy becoming a part of your company.
- The same thing goes for a client. Obviously, you have to be very careful about this, but if the situation is right, there might be a sales rep from one of your client companies that might be a good fit for you.
- You can post ads online, but for many companies in many industries, this turns out to be a waste of time and money.
- Engage a recruiting firm? Some companies have a lot of success with this. Other companies prefer to bird-dog for sales reps on their own.
- Good, old-fashioned networking is the best way to bird-dog for reps. The key is to network efficiently and with the end goal in mind. Only network at events and in places that are target rich. Otherwise, you’re wasting your time.
- Seek referrals from your current reps. Ask your reps, “Who would you like to work with?” Some companies give incentives to reps who recruit people.
- Social media is critically important. You most likely won’t directly fill vacant sales jobs solely through social media, but it will help. Social media builds brand familiarity and credibility.
This is important: If you’re a sales leader, be sure to sign up for my webinar, “How to Recruit Rockstar Sales Reps,” which will take place on Thursday, August 16th at 10:00 a.m. Central Time.
We’ll share with you:
- The simple, right-in-front-of-you places you can find top-shelf sales reps
- How to get prospective sales reps excited about your company’s culture and growth opportunities
- How to differentiate yourself from all the other companies competing for the best talent
It’s only $49, and each attendee will receive the “Recruiting Blueprint,” a printable resource which provides you with a step-by-step process that will help you win the sales-rep recruiting race!
Jeff Beals shows you how to find better prospects, close more deals and capture greater market share. Jeff is an international award-winning author, sought-after keynote speaker, and accomplished sales consultant. He has spoken in 5 countries and 41 states. A frequent media guest, Jeff has been featured in Investor’s Business Daily, USA Today, Men’s Health, Chicago Tribune and The New York Times.”
Here’s Why Should You Choose Jeff Beals as Your Next Speaker:
“Jeff Beals has presented four different topics at five of our internal events this year. At each event, the audience of commercial real estate principals and agents was completely engaged and motivated the entire time. Jeff facilitates his training sessions in such a way that each member of the audience was able to relate and understand how to apply it every day in the field. Jeff is brilliant, and we have hired him to continue speaking at our events next year!” – Lindsay Fierro, Senior Vice President, NAI Global, New York, NY
“Jeff Beals is a consummate pro. With short notice, he put together an engaging, fun, sales-focused presentation full of specifics – just what our exec team needed. We’ll ask him back for annual company retreat again next year.” – John Baylor, President, On to College, Lincoln, NE
“You brought great value to our event. The workshop was a huge experience for our attendees by giving them the opportunity to improve their work in the critical environment in which we are living today. Your talent as a speaker and your qualities as a person made the difference during your time with us. I would certainly recommend you to anyone who asks.” – Ana Paula Costa, Educational Planner, Febracorp, Sao Paulo, Brazil
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