We know the value that an effective sales team can add to your business and the important role that national account managers (NAM) have to manage key accounts and drive revenue. The core skills and experience of a great NAM such as driving and delivering growth, negotiation of annual trading terms, and the development of joint business plans for the year, can be difficult to come by as this talent is in such high demand. So, we have explored the best ways for businesses to attract top talent for this essential role in today’s market. Winning talent in a challenging marketSales-based roles are fundamental to the success of many businesses, this is part of the reason why great talent can be so difficult to secure. In order for your business to stand out, and to lure talent away from your competition, it is crucial to adopt a robust recruitment campaign. This includes advertising, headhunting, and conducting database searches to ensure you are covering the entire market. This will give you the best chance to put together a strong shortlist of the best candidates. However, once an offer has been made and accepted, it doesn’t end there. This is the time that top talent can be bought back, or offered better opportunities by competitors. It is crucial to keep in contact with the candidate throughout their notice period, as this will keep them engaged with you, and excited about the role. Tailor your interview processEnsuring that your interview process is streamlined is crucial when attempting to attract the top talent in today’s market. Firstly, be sure that you have mapped out your recruitment process with the key decision makers. If you wait until the last minute to finalise who should be interviewing a candidate, it is likely that the process will be unnecessarily held-up. Therefore, it is crucial that you move quickly, especially if there are multiple stages. If a candidate is left waiting for a prolonged period of time for feedback or to have the date of a second interview confirmed, it is likely they will lose interest. A national account manager is a senior position, which is why it isn’t uncommon to have multiple interview stages that involve senior members of the business. Be sure that the leadership team has bought into any candidates that you are interested in from the early stages. Getting members of the organisation on-board and invested from the outset is key to ensuring that the process runs smoothly. How to appeal to NAM talentNational account managers are looking for more than just remuneration in a new role. However, it is important to offer a fair salary package to attract top talent in the market. This typically ranges from £40-65k, depending on the account base and category. For insight on NAM salary offerings in your area, use our salary benchmarking tool to compare average remuneration in your specific market and region. Above all, it is the full benefits package that skilled professionals are most interested in. Here are some typical benefits that NAMs are looking for.Security in a role; NAMs tend to be risk-averse. Long-term development and progression opportunities; NAMs are more career driven than money motivated. A progressive, fun, and flexible company culture.It is crucial to highlight the progression, training, and development opportunities that are available throughout the interview stage. Not only will this give the candidate a clear picture of what it will be like working for your organisation, but it also highlights the longevity of the role. These are key motivators for professionals at all levels.Takeaway points for hiring NAMsIn the future when you are attempting to attract, recruit, and retain national account managers, it is important to remember to branch out on all outlets when planning your recruitment campaign. Being sure to cover advertising, headhunting, and a database search, and attempt to offer flexible working opportunities if you can, as well as outlining the opportunities that are within reach whilst working with you. Lastly, ensure you sell yourself to the candidate at all stages of the interview process as this will make you a standout employer.If you are looking to hire a national account manager for your business, get in touch with one of our specialist recruitment consultants today. We can provide you with a shortlist of the top talent available in the current market.Stephanie LidsterBusiness Manager, Michael Page SalesT: 0113 388 9006E: stephanielidster@michaelpage.comStacey TillsonSenior Consultant, Michael Page SalesT: 0113 388 9067E: staceytillson@michaelpage.comSalesLinksAbout usInterim and contractsSalary comparison toolContact usInsight and adviceLinksWhy should you develop the talent in your sales team?What does a great sales CV look likeWhy should you use a recruiter in your job search?What are the effects of candidate uncertainty in the market?How to identify a top sales candidateDo you value your employees as much as you should?A flexible sales team: why you need dynamic working optionsWhy should you use a recruiter in your job search?Successfully prepare and pitch your sales solutionThe science of sales part 3 – ForecastingThe science of sales part 2 – Selling valueThe science of sales part 1 – Intelligence based prospectingInterview with Francois Stoop, vice president of sales Europe at First Sight In…Interim commercial managers bring positive changeSales recruitment: key skills to identify when hiring top talentPrinciples of persuasionManaging clientsSales networkingSales interview guideSelling in a slow marketEffective sales recruitment: the key behaviours of a top sales managerThe sixty seconds sales seriesSeven insightful interview questions to ask a sales candidateSales recruitment and employee ‘buy back’
