Motivators to Move - Surgical Sales
Long gone are the days when the financial elements of a job offer are the be-all and end-all.
Don't get us wrong, it's still important. A strong salary and bonus package will still be needed to attract top talent. But what are the other factors that are pushing sales talent in the industry? Here's what we've discovered from our conversations over the last year…
The need for growth
When we look at talent making a move, one of the main reasons cited time and time again is that they need a position with growth prospects. If there's one thing that rings true amongst most salespeople, it's that they are hugely ambitious. Because of this, feeling stuck at a level in an organisation can be very frustrating particularly for those with big ambitions. Seeking career progression or a role with more responsibility is a key motivator when looking for new roles, or, on the flip side, stunted progression is a key reason for people wanting to make a move away from their current role.
Want to keep hold of your most ambitious employees? Ensure you provide ample opportunities for them to progress in the company. And to attract these candidates, make it clear in your job offer what level of progression should be expected from this role. This can come in the form of 'career story' style case studies to highlight the successes of your employees, or can be as simple as publishing your progression framework publicly.
The need for change
Sometimes people just feel like they need a change. Now this could be for a variety of reasons. Misaligned values with their current company is constantly cited in conversations; in an industry where many people have strong morals, it's so important to ensure key values are aligned.
How do you make sure your employees are aligned with the company values? Make communications about your values clear from the get-go. Don't be afraid to post about the great work your company is doing; mission-led candidates will be paying attention! Increasingly strong, clear EVPs are something companies should be investing time in to help attract the very best.
The need for work-life balance
A constant across a range of industries, many top candidates are looking for a move that allows for a better work-life balance. The working world is changing, and people are more determined than ever to work in roles that allow them to fulfil other passions.
Where possible, hiring managers should be open to conversations with their staff about different work patterns. Working from home, flexible hours, or other initiatives are great ways to cater for staff looking for a better work-life balance and it shows that as an employer you care about their needs. For attracting candidates, ensure that any possibility of flexible working is included in the job advert, and follow through on any promises.
The need for exciting products
This is a key aspect of a role that some may not instantly think of as important is the product portfolio itself. For a salesperson to perform at their best, they need a product they believe in. There is a huge range of surgical devices on offer in the market that will attract different people for many reasons, but they need salespeople sold on them and their potential.
Marketing these products to the right audience and with the right message is key to attract top talent; show off the innovation and how it's going to change the surgical landscape. For retaining talent, consistent innovation of the existing product portfolio is a great way to keep salespeople engaged in what they are selling.
And those are the main points we've found to constantly crop up when discussing with candidates who are looking to make a move. If you want to retain your top talent, then it pays to actively work with your people to ensure they are happy and are getting everything out of their work that they need. And when it comes to attracting candidates, make sure they can find the things they're looking for with you. Whether it's keeping your career site up to date, or posting regularly across socials, keeping the things that candidates are attracted to front and centre in your comms (and then following through with them!) is key.
Looking for help finding your next dream candidate? Reach out to me on charlotte.ashton@fmctalent.com and let's chat!