How to Secure the Competition's Salesperson

In 2009, a majority of our orders have not been new positions, or roles that employers have created. (just shocking huh :) Sure, there are some companies that are doing well and looking to add staff, but most are sitting tight and just trying to weather the storm.

A third group is striking while the iron is hot. (Sorry, I couldn't think of a better saying.) We have received several orders from clients looking to obtain marketshare by acquiring a competitor's sales rep.

I probably don't have to explain the benefit of acquiring a top performing sales rep to this audience, but here goes: As companies continue to battle over customers that are spending less than in previous years, a top sales rep can bring in new revenue, new sales perspective to the team, and hurt the other guy.

Its an uphill battle though. Companies try to retain their best sales professionals through good pay, flexible work schedules and superior benefits. To overcome that and convince these high performers to come aboard, a selling company needs to have a flawless approach to recruiting these professionals. Below are five guidelines to keep in mind when recruiting a competitor's sales rep.

1) What are your company's selling points?---The most important rule to follow. If a top sales executive is going to leave their company, and then be forced to explain to his customer base why they should do business with company x instead, what can you offer this employee? Hint: It better be more than "our people are just great." Think growth plan, company reputation, and modern sales tools.

2) Offer a personalized invitation---Sales reps get contacted about new jobs all the time. (trust me, I make a lot of those calls) The best way to make an impression is to take your time, develop a presentation, and then reach out. "John, we have given this a lot of thought amongst our executive staff, and we believe you are the perfect piece, and possibly the only piece that helps our company reach its goals. We're confident we can put together an opportunity that helps you reach yours as well."

3) No resume required---A top sales professional is serving his or her customers, not revising their resume. Instead of requiring a formal resume, simply ask questions about your industry to verify their experience.

4) Its all about the money---Not all the time, but its a huge factor. Typically 7-10% more than their current employer is expected. However, the senior salesperson may be used to unique bonus programs and flexibility in work hours. By offering similar perks, or new ones that they always were hoping for, your opportunity may be enticing.

5) Casual Interview Process---Along with money, our experience is that a performing sales rep believes that they have earned the ability to be considered a peer, and not be managed. While ultimately there is a reason they have remained in sales as opposed to management, a sign of respect is a casual interview process through lunch with decision-makers as opposed to the sometimes drawn out regular application ordeal.

I know, it feels like you're just bending over backward, what is this hot-shot doing for you? Well, in the end their valuable business should overwhelm the fact that you had to bend the rules.