Digital Sales Team with A Digital Talent Center
Digital Sales Team with A Digital Talent Center is profitable? There is an average turnover of 25 percent to 50 percent among B2B salespeople, which means that for many companies, the recruitment, recruitment, coaching and training of salespeople continues at a consistently high pace.
That’s why it’s so important to reduce the four to nine months of time required to hire and train salespeople (including experienced ones) to meet or exceed acceptable productivity levels. Sales organizations are leveraging data and analytics to acquire, develop, and mobilize better capabilities. And it does so faster and with fewer resources. But the returns of speed and impact only come to full life when the various skill systems work with each other in real time.
Digital Sales Team with A Digital Talent Center is Profitable?
Systems for sales talent management are sometimes developed locally, but often come from different suppliers. Each system is individually designed to reduce friction and increase impact in a particular area of talent management. Human Resources (HR) systems regulate employee records, payroll, and benefits to improve productivity.
With the Application Tracking System, resumes and job applications are arranged, interview interviews are planned and the duration of the recruitment cycle is reduced by communicating with the candidates. Recruitment platforms like LinkedIn Recruiter help find and connect with better candidates. The Learning Management System manages and delivers targeted training. Sales Performance Management systems help track and improve sales performance, while Customer Relationship Management (CRM) systems facilitate customer relationships.
Talent support platform! Digital Sales Team!
When sales organizations connect these systems through a talent support platform we call a digital talent hub, they can better perceive the talent management market and make it more agile. From designing a success profile to acquiring, developing, retaining talent and ensuring that sales managers are key participants in these efforts, the center houses digital assets (data, technology, algorithms, and an intelligence engine) that deliver data-driven insights across talent management decisions and processes. Through the Center, each system shares data (with appropriate privacy measures) and other digital assets (such as AI capabilities) with other systems in real time.
While a digital talent center can help with hiring decisions for any job, this opportunity is especially important for roles in sales. Sales is a rich field that encompasses metrics used to measure opportunities (such as customer lead), inputs or sales activities (such as customer visits or digital links), and outputs (sales and profits). Sales capability data changes frequently, and many decisions are made. Connected data and systems can deliver actionable insights to improve and accelerate every sales talent decision and process.
Digital Talent Center – Creating Value Through Connections!
While customer relationship management and sales performance management systems are often interconnected, most recruitment and learning management systems are isolated because recruitment and training are managed by different groups within HR. Some examples illustrate how a talent center accelerates talent processes and increases their impact. In insufficiently connected systems, each of these tasks can take weeks or months or more to complete.
Create better development plans for salespeople. Digital Sales Team!
By analyzing linked data from a sales performance management system (results and achievement of goals), customer relationship management system (sales activities), and applicant tracking system (salesperson profile), a Center can provide insight into the learning management system so that it can develop a personalized training program for each salesperson.
Direct the sales team’s attention to what matters most.
A hub coordinates automated notifications generated by different systems, allowing the sales team to focus on key priorities. Now let’s consider an example from an enterprise software sales team.
A customer relationship management system uses artificial intelligence to share the following information with a salesperson: “The customer’s $271K potential renewal will be completed within 3 days.” The same salesperson receives a semi-manual reminder from the learning management system: “Sign up for the ‘Earning Using LinkedIn’ workshop scheduled for Friday at 2 p.m.” A third system that tracks sales performance issues a rule-based notice: “Congratulations on the $170,000 win. If you win two more, you’ll exceed your three-month goal!”
Personalized referrals at the right time can be quite effective. When different systems are integrated together, so that messages are logically ordered at specific intervals, the impact can be even greater. This prevents a large number of notifications from coming in almost simultaneously, and the salesperson acting on only the most urgent notification, or worse, ignoring them all. In addition, connected systems enable customization of notifications for people. For example, a talented person may receive referrals regarding goal attainment and expansion opportunities, while training notifications may be prioritized for a less talented and clever person.
Implement a new sales role in half the time.
The constant change and transformation of job requirements in the sales industry affects the ongoing recruitment, development, coaching, retention and management of sales talent. Analysis of sales performance data can provide real-time insights to shape hiring profiles by identifying the skills and competencies of successful people. New profiles can be automatically imported into application tracking systems so that LinkedIn Recruiter can find candidate matches. By connecting all systems and supporting the Sales, HR and Sales Operations teams as they plan and execute processes, the cycle time from role definition to people working in new roles can be reduced from one year to several months.
When sales organizations make the difficult decision to downsize, it’s critical to minimize the likelihood of disruption to customers and business, while being able to make decisions about employees objectively. Connected digital talent systems bring speed and fairness to this painful process. The connections between sales performance, customer relationship management, and HR systems accelerate the time it takes to determine who stays and who leaves, based on performance, potential, and core customer relationships. Connections also help make migration plans for salespeople (who stayed and left) and customers who experienced disruptions.
Help reduce the sales force.
Many tools are available for sales organizations to help them on their journey to take a more digital and connected approach to talent management. Oracle, for example, uses its integrated platform, Oracle Fusion Cloud Human Capital Management, to bring all talent data together in a single source. The result is a more connected experience for Oracle employees—including sales team members—from onboarding and onboarding to performance management, career development, and training. But most companies use solutions that multiple suppliers consider best-in-class, led by people from Sales, Sales Operations, IT, and HR. Connecting these separate systems together can be challenging, but doing so will be quite effective.
The capabilities and impact of a digital talent center grow over time. Early successes often focus on reducing the time and cost of key talent management steps and improving the quality of talent decisions through enhanced visibility into employees and performance. Ultimately, tighter interconnection of systems allows sales talent management to better perceive the market, making it agile and aligned with business strategy.
