5 Hiring Strategies to Retain Top Sales Talent

Let’s be honest... Training and mentoring a good sales team is one thing, but finding them in the first place? That’s where things get tricky. Right now, salespeople, especially top performers, are being swayed by other opportunities faster than ever - making it hard to attract and retain candidates in the hiring process.

In an industry with a turnover rate averaging 35% (Hubspot), with most salespeople staying in a role for only around 18 months - it's tough for employers to avoid constant turnover, especially when competitors offer more compelling packages.

If businesses want to attract and keep top performers, it’s time to rethink their strategies.

Here are five ways to do just that.

Offer a Clear Path for Growth

A strong compensation package is essential, but a good salary and commission structure alone won’t keep top talent. Sales professionals are inherently driven, so if they don’t see a future in your company, they’ll start looking elsewhere... and fast. Whether it’s leadership opportunities, tackling larger accounts, or diving into more strategic roles, it’s crucial to provide clear progression paths for advancement.

Regular 121 career discussions help retain top performers. Salespeople want to know what’s next for them and that their efforts today are contributing to bigger opportunities tomorrow. And this isn’t just speculation. According to LinkedIn’s 2022 Global Talent Trends, 94% of employees said they would stay longer at a company if it invests in their careers (CNBC).

The key takeaway? Growth opportunities aren’t optional anymore. Sales talent expects to grow, and if those opportunities aren’t apparent, they won’t stick around.

Get Creative with Compensation Packages

Money might not mean everything but it does mean something and salespeople need a package that reflects the competitive nature of the market.

Guaranteed earnings or security in pay is appealing in a commission-driven environment. A great way to stand out is by offering guaranteed bonuses for the first 3 or so months. This gives candidates peace of mind, especially when they’re comfortable in their current role and hesitant to make a risky move.

Salespeople are financially driven, and knowing they won’t be taking a financial hit during a transition can make all the difference.

But if budgets are tight, don’t just focus on salary. Offering additional perks like health benefits, wellness programs, or enhanced holidays shows that you value their overall well-being.

Offer Flexibility – But Find the Right Balance

It’s no secret that the world of work has shifted drastically since 2020.

Remote and flexible working have become more than just trends - they’re expectations. And while sales has traditionally been an office-based role (thriving on team energy and collaboration), a hybrid model may be the key to keeping your team happy and engaged.

That doesn’t mean everyone should work remotely full-time, but it does mean offering more flexibility in how and where your salespeople work. A balance between office days and working-from-home days can provide the best of both worlds. Sales teams can still feed off the energy of in-person collaboration while having the autonomy to work at home on other days.

Research backs this up: Harvard Business Review found that companies offering flexible work hours experienced a 13% boost in productivity.

Salespeople often have different working styles and time preferences, so giving them the flexibility to work during their most productive hours could be a game-changer. Just remember - while sales culture thrives on collaboration, today’s top talent expects a more modern, balanced approach.

Create a Culture of Recognition and Reward

Salespeople thrive on recognition. It’s part of the DNA of high performers in this industry.

While commissions are certainly a strong motivator, there’s something to be said about the power of recognition beyond financial rewards. A well-structured recognition program — whether it’s monthly awards, regular shout-outs in meetings, or personal acknowledgement from leadership — can make a significant difference in keeping your team engaged.

In fact, according to Gallup, employees who don’t feel adequately recognised are twice as likely to say they’ll quit in the next year.

And you may be wondering what this has to do with attracting sales candidates? Well, they can tell if this is your culture in the interview stage. How you talk about the team and the culture will shine a light on the day-to-day atmosphere.

With culture being a more valued factor than ever, top talent will be paying attention - especially if they want to avoid the stereotypical sales culture that largely lacks appreciation.

Move Quickly with Top Talent

Hesitation can be costly.

Many hiring managers want to "see more candidates to compare" before making a final decision. While understandable, this approach can backfire in the current market.

If you find a candidate that fits, move quickly.

The reality is, top talent won’t be available for long — in fact, it’s not uncommon that top candidates are snapped up within 10-14 days. The longer the process, the more likely it is that a competitor will make an offer first. Streamlining your interview process and being decisive can be the difference between landing a top-performing salesperson and losing them to another company.

Don’t drag your feet, especially if the market isn’t often isn't offering an abundance of candidates to begin with.

- Written by Lauren Whiteman

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