Why Job Hoppers Make Great Salespeople

By Tricia Lucas | Leadership

Aug 02
Smiling Business Man with Thumbs Up

Some of the reasons to initiate a job change are to increase salary, gain more responsibility, better career growth opportunities, more challenging work, or a better working environment. Many will agree that too many job changes can be an issue.

Traditional recruiters may steer clear of job hoppers but resourceful ones have come to expect candidates to have some history of job hopping. A recent survey from CareerBuilder shows that 55 percent of employers reported hiring a job hopper. As I mentioned in Why You Should Hire a Job Hopper, not all job hoppers are alike. It is important to identify the “escape-driven” from the “advancement-driven.” “The advancement-driven are self-directed with a strong drive toward achievement and actively seek out a variety of responsibilities and work experiences.” Employers see the value these job hoppers can bring to certain positions such as sales roles.

Performers:  Sales job hoppers are performers. Because their income is tied to their performance they understand metrics and the need for measurement. They are constantly measured and know the consequences of missed targets, the loss of an account or client, and competition in the marketplace. They understand business practicalities.

Open to Change:  Successful sales job hoppers are open to change. They are confronted by change daily and adjust, regroup, and move forward. They are constantly learning about new products and technologies, new industries, new clients, new acquisitions, new territories, new compensation plans, new processes, new company cultures, new competitors, and new players within their accounts. Meeting, engaging, and networking appeals to the sales pro who is used to moving and facing new changes, challenges, and environments frequently.

 Valuable Knowledge and Insight:  Sales job hoppers have experience working with different businesses, processes, people, and clients, and can bring their knowledge to your company. They may have experience in a variety of industries and native business practices and processes. Their diverse background can bring in new ideas and approaches to stale practices and outdated processes.

 See Challenges as Opportunities:  Sales job hoppers won’t back away when new challenges pop up. Instead, they’ll view the issue as a growth opportunity and seek out solutions. Companies need strong talent to develop innovative solutions that give them the competitive advantage.

 Valuable Network:  Sales pros who have held multiple positions will have a wide network of contacts and resources. The relationships can help serve your business when expanding teams and partner networks. Job hoppers know it’s their network that gets employment. Jump on LinkedIn and find your LIONS. I guarantee they’re largely sales professionals.

Sales job hoppers are looking to expand their career opportunities, grow their professional networks, and find more relevant and stimulating work. In order to keep a sales job hopper be sure to offer constant engagement and room for growth. Provide interesting opportunities to contribute to company growth and direction and motivate them with additional challenges and responsibilities. NEVER bore a job hopper. They don’t wait around for things to happen. They make things happen. Keep them engaged and you’ll benefit from their energy, innovation, enthusiasm, creativity, and desire to excel.

Tricia Lucas has over 25 years of demonstrated success in recruiting, marketing communications, and social media and helps technology companies recruit more efficiently by focusing on Recruiting Efficiencies, Employer Branding, and Social Media.

At Lucas Select, based in Raleigh, NC, we are passionate about technology startups and about sales and marketing as professions and have built extensive national networks of top-performing executives and managers. Unlike typical staffing agencies and headhunters, our recruiting services ensure that your company maintains a sustained growth model that is supported by strong sales management, talent recruitment at scale balanced by on-going people development while aligning with your Company’s core values.

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About the Author

Tricia Lucas has over 25 years of demonstrated success in recruiting, marketing communications, and social media and helps technology companies recruit more efficiently by focusing on Recruiting Efficiencies, Employer Branding, and Social Media.


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