Many manufacturing sales reps are about to age out of the workforce. That’s because a quarter (26%) of industrial workers were over age 50 in 2022, compared to just 14% in 2002, according to The Manufacturing Millennial. And since talent scarcity is a significant challenge for manufacturing, companies have struggled to attract new talent. “Manufacturing jobs are less attractive than alternatives in technology, healthcare and other sectors, says Mark Grimshaw, Senior Client Partner in the Global Sales and Service Practice at Korn Ferry. “Because we have fewer salespeople interested in manufacturing careers, we have fewer people with the training and education needed to fill jobs.”
With retirement around the bend, industrial manufacturing companies need to find new ways to optimize their talent recruitment and retention. That means rethinking the skills required to excel in those roles and investing in technology.
Rethink the selling skills needed for recruiting
Now is the time to recruit new sales team members so they can learn the ropes from today’s best sellers before the salesforce ages out. Many manufacturing businesses are hiring students with degrees in technical fields like engineering, and master’s degrees in business administration.
But technical knowledge and business acumen are just two pieces of the puzzle. To excel in sales, sellers also need soft skills that will help them engage buyers in conversation, elicit important information about deals and build lasting relationships. And the skills needed can often be more nuanced, as different roles demand different skill sets. For example, direct sellers may require different skills than channel sellers.
Jason Allen, Senior Client Partner at Korn Ferry, explained another common question that organizations ask when deciding who to hire for manufacturing sales jobs: technical experts who need to learn sales skills, or sellers who need to learn the product. “My view is that you hire for sales acumen and have a ‘sales engineering team’ that backs up your sellers. By that, I mean they’re the people who sit behind the salespeople, ready to jump in with an explanation of what the product is and why it matters for the client. Just because someone is technically sound doesn’t mean they know how to hunt for business. Depending on the size of a sales organization, I’d find three good hunters and then recruit a technical expert.”
Instead of taking a wholesale approach to hiring, industrial manufacturing companies need to take a forward-looking approach to recruitment. This is done by creating a desired skills inventory for each selling role and defining what “good” looks like. Instead of looking to past results, companies can study your CRM data to figure out what competencies lead to sales success. This data can help to pinpoint the mix of skills that sellers need to succeed within an organization, whether in an individual contributor role or as a sales manager.
As a next step, predictive assessments will help companies understand how potential candidates measure up against the skills needed for a role, helping to build a more well-rounded salesforce. This also ensures a better fit with the sales organization and its culture, which will encourage sellers to stay.