Friday, 21 July 2017

Revealed: What Premier League Transfers Will Cost In 10 Years Time

Premier league transfers have grown an outrageous amount over the last 10 years, with premier league spend tripling in the last decade.
Yesterday, Aaron Wallis Sales Recruitment published a data led study into the price of football recruitment fees in the 2027/28 season.

The study suggests that the average premier league transfer will cost over £50m in 10 years time, compared to the £9.29m average transfer fee of the 16/17 season. 

We believe that the recent transfer of Romelu Lukaku for £75m would have cost Manchester United £303m if transferred in the 2027/28 season.

The research also suggests that Paul Pogba’s move to Manchester United would cost £415m if the same transfer were to happen in 10 years time.

Our model looks at the top transfers of this year, and suggests what they’d cost in 10 years time:
Price 2017/18
(Million £s)
Price 2027/18
(Million £s)
Romelu Lukaku
Alexandre Lacazette
Kyle Walker
Bernardo Silva
Mohamed Salah

The analysis uses data around total premier league spend, number of transfers, and individual transfers to predict the transfers of the future.

For more information about Aaron Wallis Sales Recruitment, visit:

Monday, 17 July 2017

How to Motivate Sales Staff

A motivated and happy sales team works harder, and strives to win business. If you want to keep your sales staff on form, working hard and more importantly, happy in their role, read on for some of the best ways to motivate your sales staff.

When staff lose passion for their work they become less productive – and passion fades when positivity does too.

Make sure your sales staff are surrounded by positivity, so they can start each campaign with enthusiasm, proactivity and enjoyment. One of the best ways to foster productivity amongst staff is simply to surround them with positive, energetic, team members. But sales professionals often travel, and as of such social outings, and group meetings, can be a good way to get the team together.

These meetings, and meet-ups, can be used to plan objectives and visualise achieving bigger goals – giving staff a chance to discuss and get excited about pursuing targets.

All staff need training in order to do their job properly, if you’re noticing a slump in your sales team, don’t blame the individuals; look at how you can help the whole team. Regular training can help to staff continue to feel relevant, and purposed, in a dynamic, ever-changing industry.

Investing in staff training makes staff feel confident in addressing new challenges. Training also shows your team your faith and belief in them as a valuable asset to your team.

Staff who feel inadequately equipped are less enthused about work, aware of how competition may have a competitive edge due to having the latest tools available. New gadgets and tools motivate staff, both in piquing their curiosity but also in making them feel relevant and competitive; new tools also improve results.

Improving staff efficiency through using better CRM systems, mobile apps, software, computing hardware means they have more time for, and better tools to deal with customers and produce results. These advancements can be hit and miss, but ones which provide meaningful benefits to your staff will motivate them, and see greatly benefit overall business.

Create individual plans by making each employee list three things that inspire them, three things they’d like to achieve, and three reasons why they enjoy their job role.

Individually focusing on employees’ personal qualities will make them feel valued, as well as giving you insight into how better to motivate them.

Consider using a motivational speaker to come and give a talk to your sales team. Motivational speakers are notorious for leaving your team buzzing with energy, excitement and positivity, that they can’t wait to showcase at their next sale.

One of the easiest ways to motivate your sales team is to offer significant financial incentives – but needs to balance sensible finances with justified rewards. 

Capping bonuses is a flawed scheme as once an employee hits their target, they then coast until a new target comes up. By making sure your reward system is linked to the profit the company makes, then the pay only relates to the money they make for the business.

People enjoy different kinds of incentives as a way to feel good about their work.
Here’s some methods:

• Recognise and appreciate your employees efforts – thanks are rarely dished out but give a huge boost, either personally or through cards.
• Showcase top performers! Introduce them to senior management – raise their profile and demonstrate that their work has been recognised.
• In-house competitions, with creative rewards, motivating staff to outperform one another – while having a bit of fun, helping with creating a positive work environment.

There are so many ways to motivate your team and keep spirits up with non-financial rewards and if your business does have the budget, consider an unusual variety of goals and incentives to keep things fresh. Try some of these out and watch your team’s attitude and selling power improve instantly!

Friday, 14 July 2017

Key Points To Include In A Sales Employment Contract

Drafting an employment contract is key to establishing a new employee’s role within your business. They dictate each party’s (you and the employee’s) respective rights and responsibilities.

These contracts are legally binding, and ensure any disputes can be settled outside of courts.
Sales staff contracts are, by nature, varied from other roles due to the nature of their work – for example, accounting for a commission or bonus structure unique to sales roles.

Fundamentally, these contracts outline what both parties’ expectations and duties are, ensuring a harmonious working relationship. To help create a great sales employment contract, here are the key points you should consider.

1. Confidentiality

Sales staff will have access to a wealth of company knowledge and sensitive data. A strong confidentiality clause is integral in protecting your business, and you can ensure that this is enforced long after the employee contract is terminated.

Non-disclosure agreements and soliciting requirements are also necessary to include, so the employee fully understands the importance of protecting the business and where the limits are. This section must be clear and easy to follow, yet thorough; you do not want loopholes.

2.  Restrictive Covenant Schedule

Restrictive Covenant Schedules retain the rights to all customers, clients, and contracts for your business – preventing ex-employees from poaching customers, interfering with transactions and damaging staff relations.

It is crucial you include this, and that you term it in a non-conditional manner.

3. Termination

While most employees will serve a notice period, this may not be advisable for sales staff whose continued access confidential information to can damage client and staff relationships.

Garden Leave and Pay in lieu of notice (PILON) are items to be considered when devising a sales contract, to prevent tragedy.

4. Probation.

Probation periods are an excellent way to test out new recruits; this can also work in their favour by offering a get-out if the job isn’t what they expected. In the event that a new employee isn’t able to deliver to your standards, these clauses allow you to dismiss them.

It is important to remember that everyone can have a run of bad form in sales and the probation period should take into account an establishing time as well as a period of unexpected bad fortune.

Points To Include In A Commission Plan and Sales Employment Contract

Great sales people are rare, and commission plans are the lifeblood of any sales team. For your sales team to have passion and belief in your product as much as you do, a compensation plan is a priority. 

While a commission plan is likely to be highlighted in the sales employment contract, it is wise to make the agreement as a side to the contract so it can be amended without the difficulties of changing an entire employment contract.

For both the commission plan and the employment contract it is important that this is legally compliant and legally reviewed to prevent your business breaching employment legislation.

Three Key Points

1. Keep Employment Contracts Simple and Goal Oriented

Make sure your agreement covers all necessary points that motivate sales staff and sells products. Different commission plans drive different behaviour so consider the objectives that your company want to focus on such as;

• New accounts
• More business on existing accounts
• New product line
• Ensuring customer loyalty
• Grow contract length
• Deal profitability

2. Allow Change

Commission agreements should be subject to change as the business sees fit, with all agreements it is wise to put the following clause in;

“The company reserve the right at any time, in its absolute discretion, to vary the amount of commission payable and/or to vary the terms of the commission arrangements and/or to withdraw the commission arrangements in their entirety upon giving one months’ notice.”

Remember that if there is any ambiguity or you do not have this clause in your agreements, then the courts will naturally side with the employee.

3. Confirm Timings

Commission payment needs to find a balance between keeping sales members motivated, and discouraging rushed transactions with disreputable companies.
When reimbursing customers, staff can pocket the commission while companies lose out - consider an appropriate recovery policy. These protect you from cancellation and non-payment, encouraging staff to pursue stable companies with secure credit.

Clearly determine when commission is granted, such as when;

• The order is booked
• It is shipped
• It is delivered
• You have received full payment.

With a clear timeline, it shows transparency to the agreement, and it is easy to calculate for all parties.

There are many different types of commission schemes to consider when drafting up sales employment contracts, so make sure you educate yourself and choose, and adapt, the most suitable.

For more information on attracting and recruiting sales staff have a browse on this blog, or head to our website.

Thursday, 13 July 2017

How To Ensure Your Chosen Candidate Doesn’t Accept A Counter Offer

Employment for those aged between 16-64 is at its highest since records began in 1971, and unemployment at its lowest since 1975*. As of such anyone looking to grow their business, and hire talent is faced with the difficulty that pools of available talent are depleting, and contest for for ideal candidates is high.

So when you find great talent and make them an offer, the last thing you want is their previous employer to play a counter offer, and you to lose that perfect team member. Counter offers often utilize competitive financial packages, personal relationships, and taking advantage of known vulnerabilities.

To avoid, what may seem like inevitable, bidding wars over rare talent we’ve compiled a few tips on how to prevent potential employees accepting counter offers – winning your candidate with an offer they can’t refuse.

1. Offer the Correct Salary

You are excited about having the candidate who offers bags of potential on board, but then you crunch the numbers and offer a salary that is similar or less than what they are receiving now. Offering a candidate a lower amount on the salary range is insulting for top talent, and it wastes everyone’s time.

While financial incentives may not drive a candidate, it’s almost guaranteed that a counter offer will be better in comparison - and likely would be the decider. If you’ve found the right person for your business, don’t skimp, or you’ll fall at the final hurdle.

2. Be Unique
However, if you know you’re unable to match a candidate’s current salary, that doesn’t mean that you can’t secure the talent. You can win over the candidate by offering a unique, and interesting set of benefits to your employee – how can you stand out from other employers?

Consider what you can offer over competitors: will the candidate experience working with exceptional businesses and fantastic clients? Do you have a social work environment, with outings? Highlight how you’re not offering a simple job but a career opportunity. Whatever you do best, sell it to your candidate and make it incomparable.

3. Let your Recruiter Help

A recruitment company can fight the counter offer battle with you. Recruiters hold the candidate’s hand throughout the whole process and are seen as impartial – positioning themselves as pursuing the candidates best interests. Recruiters are the friendly face that can help candidates after a tough resignation and will be there to listen to their offer dilemmas.

Recruiters offer invaluable aid through conducting role play, or discussing counter offers with candidates – helping them reason through their decision, and explaining why accepting counter-offers is often unwise, due to the displayed disloyalty to the original company, or highlighting the strengths of your business.

With a recruiter on your team, you have extremely beneficial insight into the candidates mind, and far more security against a counter offer.

4. Don't Be Afraid to Discuss Counter Offers

There is no point avoiding the elephant in the room. It is acceptable to discuss counter offers in the interview stage, it will help to open the mind of the candidate and will allow both you, and the candidate to prepare for the situation. Ask how their organisation handle resignations, which will mean they are ready for the scenario when it happens to them, and they know you’re aware of it too.

Another question to ask in the interview is why they want to move on, by having this knowledge you can use this to counteract if a counter offer sways them, it also helps you to create an offer that is tailored to their requirements.

5. Get Commitment on a Start Date

Having a start date imprinted in the candidate’s mind gives them time to prepare their notice, and forms a sense of commitment. Knowing when the candidate plans to hand their notice in means you can offer friendly moral support afterwards. Offering a friendly ear without pushing the candidate into a decision shows what a caring employer you are, which shines in your favour.

6. Plan Progression
The majority of candidates that come to you are looking for a future, not a job. If they’re considering moving on, they may feel like they are stagnating – take advantage of this and outline progression routes.

Offering a six-month performance review from the outset, evidence your commitment to their future. Don’t do this after a counter offer, make sure you are ahead of the game and are already forward-planning for their career.

7. Stay in Touch

Send press releases, newsletters and emails about upcoming business events, or simply call just to say hello. Make the candidate feel welcome, and like they belong.

An excellent way to get them mentally involved in your organisation is to ask their opinion about a business matter, so they feel their opinion is valuable. With this attitude, your new talent will look forward to joining your team.

8. Be Realistic

Finally, with every job offer, it is important to be realistic. Change is a difficult process for many people, and a comfortable old job with added counter offer benefits can be difficult to say no to. Don’t be defeatist, but be ready to accept that counter offers do happen – don’t pin all hopes on one person, and make sure to search for, and consider, multiple candidates. 

For more advice on recruiting the best sales professionals, or to get recruit the top candidates visit our website.

Tuesday, 18 October 2016

Most Common Sales Roles and the Salary you should expect to pay

According to a candidate survey from totaljobs, 66% of candidates say that salary is what attracts them to a company; this makes it very important for Employers to understand the going rate for the most common sales jobs. Below you will be able to see the most common sales roles and the salary you should expect to pay.

Internal Sales - Internal Sales roles can be a combination of sales, marketing and general administration. The role can often expose you to many different sales and marketing skills and as such an internal sales role can be a great starting point for a career in sales. Salaries are typically £16k - £22k.
Telesales - Encompassing telemarketing, appointment setting, and incoming sales to complex technical solutions sold via the telephone. Often the roles support or 'buddy' with a field sales professional.  Salaries range from £14K to £28K.  Sometimes the 'on target earnings' or OTE is double the basic so the potential to earn can be extremely high.
Field Sales Executive – This is the most common field sales role which is a client facing role and a mix of new business generation and account management.Typical basic salaries are £20K to £32K.

Account Manager Jobs - Usually a field sales or client facing role where you are tasked with maintaining accounts and increasing the account spend. Salaries range from £18K to £70K although typically are in the £24K - £34K bracket.

Business Development Manager Jobs - A more sophisticated new business orientated sales role where accounts are strategically targeted and are normally high valued. Perhaps targeting clients where some business is already being done and the objective is to leverage the account. Salaries are typically £32K - £55K basic salaries.

Channel Sales/Distributor Sales - Selling product through a distribution or wholesale chain the role is often introducing new products, product training, encouraging the distribution staff to sell your product over competitors, setting incentives, etc. Salaries range from £25K to around £45K.

Regional Sales Management/Field Sales Manager -  Managing a team of field based sales professionals this is a people management role where you will mentor, drive and develop your sales team to greater success. Normally your bonus is based upon their performance. Salaries typically range from £32K to £50K.

Sales Manager A hands on management role ensuring that your team are trained and motivated to succeed. Usually you are remunerated on your team hitting their sales performance targets and key performance indicators (KPI's). The role normally has a heavy element of administration - sales forecasting, sales appraisals, etc. Salaries range from £35K to £80K.

Field Sales Engineer - Sales Engineer roles vary widely from component sales to hugely complicated project led solution sales roles. At the more complex end an engineering/science/mathematics qualification is often required and the sale is often won by your technical abilities rather than your sales skills. Salaries range from £22K - £45KBasic.

Pre-sales or Technical sales support - Normally in technical, engineering or IT sectors your role is to support the sales team from a technical capacity in order to 'close the deal'.The role varies enormously between companies as do the salaries as they range from £16K - £60K and sometimes the role is titled Applications Engineer.

Export Sales and International Sales - Selling outside of the UK.  Representing UK manufactured products (or more normally US or Chinese manufactured products!) overseas. From the UK this is typically into Europe or EMEA (Europe, Middle East and Africa). Languages and knowledge of customs/cultures are normally required. Salaries range from £25K to £55K Basic.

Sales Director - As Sales Director you are ultimately responsible for all of the commercial aspects of an organisation - bids, tenders, costing, estimating, marketing, etc. Dependent on the size of the business it could be a largely 'desk job' analysing data and performance to a very hands on people management role. Salaries range from £50K to £140K dependent on the size of the business and the industry sector.

Written by Liam Oakes

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