Inside Sales hiring is up. Way, way up.
I was lucky enough to sit in on a preview call for CSO Insights’ 2011 Telemarketing Inside Sales Optimization Report the other day. This chart really hit me between the eyes.
Said another way, over 70% of surveyed organizations are hiring sales people this year. Nearly 1/4 are bumping their sales force size by 20% +. In case there was any doubt,Inside sales talent is in high demand
Anecdotally, I can testify that folks with 2-3 years sales experience are in white hot demand right now. Doing a little research, I crunched through about 100 LinkedIn jobs looking for “inside sales” reps. Here’s what I found for desired experience:
The height of the curve reflects the proportion of job postings requiring that level of sales experience. You can see that:
- For Lead Generation reps: 1-3 years of experience is in major demand
- For Inside Sales reps: those numbers are more like 2-4 years
So what does all this mean to you? It means two things:
- You are in a highly competitive market for top talent
- You need to have a retention plan for your top performers or they will look elsewhere
Things have changed and your hiring and retention strategies need to change to address that shift. At a minimum, companies need to be thinking about what this market means to their:
- Plans for future growth
What happens if it takes us 60 extra days to fill an open req?
- Plans for retaining current reps
What happens if we lose 2 of our 5 best reps this quarter?
Over the coming weeks, we’ll be spending a bit more time on hiring and retention for inside sales in this market. But this is definitely a trend and already having impact.
What are you seeing out in the market & how are you addressing the challenges? I’d love to hear your thoughts.