Your salesforce is enduring some growing — and shrinking — pains. In 2020, millennials will represent the most significant generation in the workplace at 35 percent. In the meantime, the percentage of baby boomers, the generation that comprises the majority of manufacturing sellers, will sink to 9 percent.

 

So here's the good news: There couldn’t be a great time to attract millennial sellers. Eighty-five percent of current employees assert they would recommend a career in sales to a young person. In the meantime, the worldwide salesforce is expected to stay relatively solid through 2020, with a 46 percent compound annual growth rate — a positive sign for millennials, who are expected to prioritize job security over other considerations.

 

So what do manufacturing sales teams have to be mindful to attract, hire and retain potential millennial sellers?

 

Tell your company story the right way

 

While compensation is the No. 1 factor that affects millennials’ assessment of a potential job, they also desire to work at a place that recognizes and fosters their passions. Manufacturing sales careers offer the opportunity to develop expertise in cutting-edge technology. Play up the exciting features behind your company’s robotics program or the new software driving your automated sensors.

 

In addition, millennials are fascinated with a forward-thinking company culture which makes them think that a person rather than a faceless asset. They want companies with a strong work-life balance, adjustable and remote work environments and transparent parental leave and vacation policies.

 

Be clear about the personality and skill set you’re seeking

 

As it is with any role, your sales and human resources departments should develop a good definition of the characteristics, skills and personality traits that can certainly make a millennial applicant a good fit. Talent and skills assessments during the interview process can help you ensure a cultural fit and identify where their strengths can best serve your company — and how you can develop their expertise once they are on board.

 

Do not discount a millennial candidate simply because he or she doesn't have a unique background in selling. As the traditional definition of sales swings more toward a proof-based practice, graduates with a science, technology, engineering and mathematics (STEM) education are going in sales. In 2017, sales were the most popular non-computer-related job for STEM graduates.

 

Develop training programs that go beyond the technical

 

Millennials matured as a digital-first generation and generally possess intuitive knowledge of the technical aspects of manufacturing sales. However with the increase in the number of stakeholders in the manufacturing sales process, it's really important to train and coach them on connecting with customers — exclusively for STEM graduates who carry a reason-based approach. Young sellers really need to diagnose and speak to the value of solutions based on valid business needs.

 

Something different STEM-grad millennial sellers will appreciate: There's evidence to back up the success of this training. Companies that blend sales education with technical and product training achieve greater success; organizations with reps that exceed client expectations in serving insights and perspectives have win rates 12.4 percent higher than those who simply meet expectations.

 

Invest in millennial sellers to cement a long-term relationship

 

When millennials see a process to advancement that sets them up for success at your manufacturing company, they're going to feel connected to your mission and future. Be specific about how they can accelerate their careers through benchmark goals and provide them with the appropriate resources. Millennials definitely want to become great in their careers; 87 percent say professional development represents a critical part of their jobs.

 

Tech-savvy millennials have the actual possibility to contribute to your manufacturing sales team from day one. Ask about their career priorities, like for example participating in the launch of new technology, and give them opportunities to showcase their capacity to help and lead others in these initiatives from the beginning. Millennials who believe their companies exhibit a high-trust culture are 22 times rather more likely to want to work there for a long time.

 

With a vibrant, energized perspective, millennial sellers have the potential to make a difference in your manufacturing sales team. Train them with the job benefits, technology, data, and training to succeed, and they will certainly reward you in spades.

 

This article is originally posted on tronserve.com