Among the vacancies in Singapore, the sites for sales agents in particular are proven to fill them more difficult and difficult, as the war for talents reaches the boiling point. People who have experience in sales and business development skills (IT), fast -moving consumer goods (FMCG), life sciences and banking services are widely searched by employers who are looking to enhance profits and maintain a competitive advantage.

In line with the wider labor market trends, the movement of sales roles and business development is high. The public employee life cycle ranges between 18 and 24 months. For the generation, it can be short up to 12, or even 6 months. Consequently, one of the biggest challenges faced by employers in sales and business development is to attract and preserve talents.

Here are some tips to help ensure that employers can secure the best talents.

1. Acknowledgment of talent deficiency
Some senior managers maintain the perception that there are many job seekers to choose from, which is a market for employers. However, with 1.9 percent of unemployment in Singapore, this is not the case. For some companies, sales roles and business development can remain vacant for up to six months. Once this is achieved, the need to get a gravitational strategy for talents becomes clear.

2. Focus on the main skills
In the tight talent market, employers must maintain an open mind when considering the new appointments of the company. See the deeper in the candidate’s experience, instead of refusing it immediately because it does not match all the required skills sets. Industry and initiative experience plays a big role. Also, although some candidates may not have years of experience, they may be enthusiastic and ready to learn. Once they are given the opportunity to learn and grow, they will quickly succeed in their roles.

Most sales specialists in the situation usually have positive success and good knowledge skills. This means that they listen to customers closely, provide correct solutions, and be able to clarify the benefits of products for customers. They also need to get a high level of energy and are able to think strategically. If the researcher has no relevant experience, but he has these qualities, it may be the next sales star.

3. Acting quickly
Interviews and approval procedures can take some time. It is important to keep in mind that if you take some time to return to a good filter, you are risking that they have accepted another offer and continued. The lesson is: Once a talented person selects, you act quickly and secure it immediately.

4. Care for your talent
Once a new member joins the team, it is important for employers to raise quickly as soon as possible. Give them clear goals and strategies, and let them know expectations from the beginning. It would be good for them to give them goals in the first, third and sixth month and reward them as soon as these goals are achieved. This helps to keep them enthusiastic and participants.

Not only does job researchers focus on the package of competitive rewards, but also focuses on training and job progress opportunities. Business leaders need to think strategically, make sure to attract them and keep the best talents to push their business forward.

Securing the best talent in sales and business development by: Richard Farmer, Director of Professionals, Randstad