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Companies typically rely on a series of disconnected databases to manage activities such as tracking applicants, onboarding new employees, and monitoring performance. For sales teams that typically experience high turnover, there are benefits to connecting these systems into a single digital talent hub. This will accelerate the hiring and onboarding cycle, identify patterns in how people with specific backgrounds benefit from certain types of training, and better leverage artificial intelligence to You can encourage sales reps to take specific actions. All of these can improve the productivity and performance of your sales reps.
B2B sellers have an average turnover rate of 25% to 50%. This means that many companies are constantly over-recruiting, on-boarding, coaching, and training their sales force. That’s why it’s important to shorten the four to nine months it takes to hire and train salespeople (even experienced ones) to reach or exceed acceptable levels of productivity. By leveraging data and analytics, sales organizations can attract, develop and nurture better talent faster with fewer resources. But the benefits of speed and impact are only fully realized when the various talent systems work together in real time.
Sometimes sales talent management systems are home-built, but often they come from another provider. Each system is individually designed to reduce friction and increase impact in specific areas of talent management. Human resources (HR) systems streamline employee records, payroll, and benefits to increase efficiency. Applicant tracking systems organize resumes and applications, schedule interviews, keep in touch with candidates, and reduce cycle times associated with hiring. Recruiting platforms like LinkedIn Recruiter can help you find and connect with better candidates. A learning management system manages and delivers targeted training. Sales performance management systems track and improve sales performance, and customer relationship management (CRM) systems facilitate customer interactions. Sales organizations can make talent management more market-centric and agile by connecting these systems through an always-on talent support platform (which we call a digital talent hub). This hub hosts digital assets (data, technology, algorithms, intelligence engines) and human capital management decisions and processes, from shaping success profiles to attracting, developing and retaining talent to supporting sales leaders and key stakeholders. Provides data-driven insights on these efforts. Through the hub, each system shares data (with appropriate privacy safeguards) and other digital assets (such as AI capabilities) with other systems in real time.
Hubs can support talent decisions for any job, but the opportunities are especially strong in sales roles. Sales has a wealth of metrics to measure opportunities (such as customer likelihood), inputs/sales activities (such as customer visits and digital contacts), and outputs (such as sales and profits). Sales talent data changes frequently and decisions are made frequently. Linked data and systems can provide actionable insights to improve and accelerate decisions and processes for all sales talent.
Digital Talent Hub – Added Value with Links
Customer relationship management (CRM) and sales performance management (SPM) systems are often linked, but most recruitment and learning management systems are siled. This is mainly because recruitment and training are handled by a separate group managed by the HR department. Some examples show how hubs can accelerate talent processes and increase their impact. For isolated systems, each of these tasks can take weeks or months to complete.
Create a better sales rep development plan.
By analyzing linked data from sales performance management systems (results and target attainment), CRM systems (sales activities), and applicant tracking systems (seller profiles), the hub provides insights into learning management systems. to develop learning management systems. A personalized training program for each sales representative. Focus your sales team’s attention on what matters most.
Hubs let you coordinate automated nudges generated by disparate systems so your sales team can focus on what matters most. Consider the example of an enterprise software sales team.
The CRM system uses AI to share the following insights with sales reps: Expand platform product registration opportunities within 6 months.” The same salesperson receives a semi-manual reminder from the learning management system. As a sales performance monitor, she issues a rule-based nudge: “Congratulations on winning $170,000. We’re two more times and we’ve exceeded our quarterly goals. ”
Personalized prompts are timely and highly effective. Integrating systems so that messages can be delivered in a logical order can have an even greater impact. This avoids situations where too many nudges occur at about the same time, causing salespeople to respond to only the most urgent nudges or, at worst, ignore them all. In this figure, renewal may be prioritized over long-term investment in training. Additionally, shortcuts can make the nudge more appropriate for the person. Skilled individuals can receive reminders to reach their goals and receive prompts for renewal and expansion opportunities while prioritizing training for less skilled individuals. Implement new sales roles in half the time.
Evolving requirements for sales roles impact the ongoing recruitment, onboarding, development, training, retention, and management of sales talent. Analysis of sales performance data can identify the skills and competencies of successful employees and provide real-time insight into designing employment profiles. New profiles can be automatically fed into applicant tracking systems to help LinkedIn Recruiter find the right candidates. Once hired, your learning management system is ready to board your sales force. Cycle time from role definition to new role fulfillment can be reduced from a year to months. This requires linking all systems and supporting sales, HR, and sales operations teams in planning and executing processes.
Supports field service downsizing.
When a sales organization makes the difficult decision to reduce headcount, it is important to make objective staffing decisions while minimizing disruption to customers and the business. A linked talent system brings speed and fairness to an always painful process. Links between sales performance, CRM and HR systems reduce the time it takes to decide who stays and who leaves based on performance, leads and key customer relationships. The link also helps create migration plans for sales reps (who stay and leave) and troubled customers.
Many tools are available to support sales organizations in their transition to a more digital and connected approach to talent management. For example, Oracle uses its own unified platform, Oracle Fusion Cloud Human Capital Management, to bring all of his talent data together in his single source of truth. As a result, Oracle employees (including sales team members) have a more connected experience, from hiring and onboarding to performance management, career development, and learning. SAP also offers integrated solutions. However, most companies believe they use best-in-class solutions from multiple vendors managed by sales, sales operations, IT, and HR personnel. Connecting these separate systems can be difficult, but can have a measurable impact.
The power and influence of a digital talent hub will grow over time. Early successes are often focused on reducing the time and cost of key talent management steps and improving the quality of talent decisions by improving visibility into talent and performance. Ultimately, the tighter linking of systems makes sales talent management more market-centric, agile, and aligned with business strategy.
