Sales management recruiting refers to the process of finding and hiring professionals to lead and motivate sales teams. It is a critical aspect of sales management, as effective recruitment can ensure that a company has the right people in place to drive revenue growth. A successful sales manager must be able to identify top sales talent, attract them to the company, and create a culture of excellence that motivates these individuals to perform at their highest potential.
With the high stakes involved, understanding the best practices and strategies for sales management recruiting is crucial to success in today’s competitive marketplace.
What is Sales Management Recruiting?
Sales management recruiting refers to the process of finding and selecting the most qualified candidates to fill sales management positions within an organization. This process involves identifying candidates who possess the necessary skills, experience, and personality traits to lead a sales team and generate revenue. The goal of sales management recruiting is to build a team of skilled and motivated sales managers who can create lasting relationships with customers, drive sales, and increase revenue for the business.
It involves identifying potential candidates with a strong sales background, exceptional leadership skills, and a track record of success in their previous roles. Effective sales management recruiting is essential for businesses looking to thrive in a competitive market and improve their bottom line. Without a strong sales team, a business may struggle to generate revenue and lose out on valuable opportunities.
Sales management recruiting can be challenging for a variety of reasons. The first challenge is identifying the most qualified candidates. The sales management role requires unique skills, such as the ability to motivate and manage a team, negotiate contracts, and analyze sales data. Finding candidates with these skills and experience can be difficult, especially in a competitive job market. Another challenge is ensuring the candidate’s personality and work style align with the company’s culture and values.
A sales manager who doesn’t fit in with the company culture or lacks the necessary leadership abilities can negatively impact the sales team’s performance and morale. Lastly, sales management recruiting can be time-consuming and expensive. Posting job listings, reviewing resumes, and conducting interviews can take significant resources away from other important business activities. In summary, sales management recruiting is the process of identifying and hiring qualified candidates to lead a sales team and generate revenue for a business.
It is essential for businesses to build a team of skilled and motivated sales managers to stay competitive in the market and improve their bottom line. However, recruiting the right candidates can be challenging due to the unique set of skills and experience required for the role, the need for cultural fit, and the time and resources involved in the process.
The Importance of Sales Management Recruiting
The process of sales management recruiting is integral to the growth and success of any business. Sales managers are responsible for driving revenue and ensuring that their teams perform at peak levels. However, identifying and recruiting talented sales managers is a significant challenge for many companies. Given the complex and dynamic nature of the sales landscape, it is critical to hire sales managers who can navigate these challenges and drive results.
In addition, sales managers play a critical role in shaping the culture and values of an organization, as they serve as role models and mentors to their sales teams. As such, companies must prioritize recruiting and selecting strong sales managers to ensure their success and profitability.
The Challenges of Recruiting
The process of sales management recruiting can present a wide range of challenges for businesses, particularly those with limited experience in the industry. One of the most critical challenges involves identifying and attracting the most qualified candidates for available sales positions. This can be especially difficult in today’s highly competitive market, where companies must compete with one another for top talent.
Additionally, evaluating potential candidates requires significant time and effort, as businesses must consider the candidate’s qualifications, experience, and ability to perform in the given sales role. Furthermore, while an excellent track record in sales is certainly desirable, the sales management recruiting process also entails identifying candidates whose personal attributes and motivations align with the company’s culture and values.
Another challenge businesses face in sales management recruiting involves creating an attractive compensation package and support structure that is competitive with industry standards while staying within their budgetary constraints. Without a solid compensation plan, companies may struggle to retain qualified sales representatives or attract candidates with the level of experience or skill needed to succeed in the given role. Finally, managing the entire sales management recruiting process, from sourcing candidates to onboarding new hires, can be overwhelming for businesses without proper resources or expertise.
As a result, many companies opt to outsource this critical function to third-party recruiters, who specialize in identifying and securing top sales talent. Nevertheless, it is essential that businesses remain actively involved in the sales management recruiting process to ensure they are making informed decisions about who they hire. Ultimately, those who can overcome the challenges of sales management recruiting are better positioned to build a top-performing sales team that can drive business growth and success.
Preparing for Recruitment
The job description is an essential component of the sales management recruitment process that outlines the detailed responsibilities and requirements of the job. It serves as a communication tool between the hiring manager and potential candidates. The job description provides a breakdown of the job responsibilities, including the tasks, duties, and objectives, as well as the ideal candidate’s qualifications and skills necessary to perform the job effectively.
The job description must be clear, concise, and accurate and should reflect the company’s goals and values. In developing a job description, the hiring manager must consider the job’s level of complexity, the level of autonomy required, and the reporting structure for the role. The job description should also include information on compensation, work environment, and other perks or benefits provided to entice potential candidates further. A well-crafted job description attracts top talent, reduces ambiguity about job expectations, and sets the stage for a successful hiring process.
The subsection of External Recruitment involves finding new candidates from outside the organization. This can be accomplished through various methods, including job fairs, online job boards, and social media platforms. External recruitment requires a significant amount of effort to ensure that the right people are being attracted to the position. Companies may also choose to use staffing agencies to manage the recruitment process, which can help to streamline the process and identify top-quality candidates.
One of the primary benefits of external recruitment is that it can bring new ideas and fresh perspectives to the company. Additionally, external recruitment may help increase diversity within the organization and bring in individuals with unique experiences and backgrounds. On the other hand, external recruitment can also be costly and time-consuming. It often requires a significant investment in advertising and marketing efforts to ensure that the right people are being targeted. Additionally, external candidates may require more time to get up to speed on the company’s culture and processes.
Advertising is an essential aspect of sales management in recruiting candidates from both within and outside the organization. This recruitment technique involves utilizing various advertising methods to attract potential candidates. Employers can choose to use job boards, social media platforms, and even print media to reach a larger audience. When utilizing this technique, employers need to consider the job description, company culture, and the ideal candidate to understand what industry-related platforms or media outlets they need to use.
The job description can help identify the most relevant job boards or websites to advertise on since it includes all the necessary information, such as job titles, qualifications, and experience. Additionally, the organization’s culture can be a good basis for determining suitable social media platforms, as it indicates its tone, feel, and values. Lastly, the ideal candidate profile helps identify the appropriate print media they may browse or read. This involves considering the candidate’s demographics, industry, and interests to determine the most effective advertising methods.
Networking is an important approach to recruiting candidates. It involves using personal and professional networks to find potential candidates. An organization’s existing employees can be an excellent source of potential candidates and help the company save on recruiting costs. It can also be beneficial to leverage the networks of managers, executives, and HR professionals. These individuals may have contacts in the industry who could be a good fit for the role.
Networking can also involve attending industry events, trade shows, and conferences to connect with potential candidates. Building relationships and maintaining a positive reputation among industry professionals is essential since word-of-mouth referrals can be a valuable recruitment tool. However, ensuring that the candidate found through networking is qualified and meets the job requirements and organizational culture is important. Therefore, networking should be used in conjunction with other recruitment methods to ensure a diverse pool of qualified candidates.
Headhunting is an effective way to recruit candidates for a company who are not actively looking for job opportunities. This approach is also referred to as executive search, in which a recruiter reaches out to potential candidates who are already employed, usually in senior positions. Since these individuals are not actively seeking a job, they are unlikely to be actively looking for openings. The first step in the headhunting process is to identify potential candidates, relying on various sources such as personal and professional networks, online directories, and social media platforms.
The main challenge in headhunting is to gain the trust and interest of the candidate, who may lack the motivation to switch jobs. To overcome this, recruiters must develop a compelling offer and establish a relationship with the candidate. They need to present the job opportunity in a way that aligns with the candidate’s career aspirations. In some cases, recruiters may need to provide additional incentives such as better pay, benefits, or relocation assistance.
Since headhunting is a process that requires time, effort, and expertise, companies may choose to outsource this function to recruitment agencies or headhunting firms. This can help save time and resources and ensure that the company attracts the best talent available in the industry.
Resume screening is a vital step in the sales management recruiting process, as it allows recruiters to narrow the pool of candidates to those who meet the job requirements. The recruiter reviews resumes during this stage to assess the candidate’s qualifications, experience, and education. To ensure that the screening process is efficient, recruiters should clearly understand the job requirements and create a checklist that reflects the skills and experience necessary for the position. Additionally, the recruiter should use a keyword search to identify resumes that match the job description and scan each resume for relevant work experience, education, and achievements.
Recruiters should pay attention to the resume format, grammar, and spelling, as these factors can indicate the candidate’s attention to detail and professionalism. For example, a resume with numerous errors may signal a lack of attention to detail, while a visually appealing and well-organized resume may indicate strong communication skills. In some cases, recruiters may also consider the candidate’s social media presence, as this can provide insights into their personality and behavior.
Once the recruiter has screened the resumes, they should develop a shortlist of candidates who meet the job requirements and possess the necessary skills and experience. From this shortlist, the recruiter can proceed with the next step in the sales management recruiting process: conducting phone interviews, administering assessment tests, or verifying the candidate’s employment history and education.
The second step in the hiring process is Phone Screening. After reviewing the candidates’ resumes, the next step is to assess their communication skills and qualifications over the phone.
During the phone screening, it is important to establish a rapport with the candidate and make them feel comfortable. It is also essential to ask open-ended questions better to understand their experience, skills, and qualifications.
A successful phone screening process will enable the hiring manager to identify the top candidates and weed out those who are not a good fit. It will also save time and resources by avoiding unnecessary in-person interviews with unqualified candidates.
When conducting phone screenings, taking thorough notes and recording all the relevant information about the candidate is important. The hiring manager should also consider any red flags or concerns that arise during the phone screening and follow up with the candidate to address these concerns.
Overall, the phone screening process is a critical step in the hiring process. It allows the hiring manager further to assess the candidate’s communication skills and qualifications, weed out unqualified candidates, and ultimately find the best fit for the position.
The Assessment Tests subsection is critical to the sales management recruiting process. These tests help evaluate candidates’ skills and abilities to determine whether they can perform the job duties required. One type of assessment test commonly used in sales recruiting is the sales aptitude test. These tests measure a candidate’s ability to persuade, knowledge of sales techniques, and ability to close deals. Additionally, personality tests are used to determine if a candidate has the necessary traits to succeed in sales, such as assertiveness, self-motivation, and resilience.
Another type of assessment test used in sales recruiting is skills testing. These tests evaluate a candidate’s ability to complete specific tasks related to the sales role, such as creating a sales strategy or delivering a sales pitch. The results of these tests help determine if a candidate has the necessary skills to perform the job duties.
Furthermore, cognitive ability tests are sometimes used in sales recruiting. These tests measure a candidate’s ability to reason, problem-solve, and think critically. These skills are vital for a successful sales career, and candidates who perform well on these tests are likelier to excel in the role.
The Background Checks subsection is a crucial component of the sales management recruiting process. While the primary goal of this stage is to verify candidates’ employment history, education, and other relevant information, it is equally important to assess their character and fitness for the position. A thorough background check can provide insight into a candidate’s professional conduct, work ethic, and potential risk factors that could compromise their ability to fulfill their duties. Some common types of background checks include criminal record searches, credit checks, reference checks, and verification of employment history and educational credentials.
Conducting these checks in compliance with all applicable laws and regulations, including the Fair Credit Reporting Act and state and federal anti-discrimination laws, is essential. Additionally, informing candidates of the background check process and obtaining their written consent before proceeding is crucial. A well-executed background check can significantly reduce the likelihood of undesirable outcomes such as turnover, legal exposure, or damage to the company’s reputation. Therefore, it is imperative to allocate sufficient time and resources to ensure that this stage of the recruitment process is conducted appropriately and effectively.
Types of Interviews
Recruiting salespeople is a complex process that requires time, effort, and expertise. One key component of the recruiting process is conducting interviews with potential candidates. Sales managers can use several types of interviews to get to know their candidates better and assess their qualifications. The first type is the screening interview, which is used to gather basic information about the candidate and their qualifications.
The second type is the behavioral interview, which focuses on the candidate’s past behavior in specific situations. The third type of interview is the situational interview, which assesses how the candidate would handle hypothetical situations they might encounter on the job. Lastly, the panel interview involves a group of interviewers who assess the candidate’s suitability for the role.
Each type of interview serves a specific purpose and helps sales managers to assess different aspects of the candidate’s qualifications. For example, the screening interview is useful for identifying whether a candidate’s qualifications match the requirements of the role. The behavioral interview assesses whether a candidate has the necessary skills and experience for the role. The situational interview evaluates the candidate’s problem-solving and decision-making skills. In contrast, the panel interview assesses whether a candidate is a good fit for the company culture and team dynamics.
It is important for sales managers to prepare for each type of interview and use a consistent, structured approach to ensure fair and unbiased evaluations. This includes developing a set of interview questions that are tailored to the specific type of interview and using scoring rubrics to evaluate candidates’ responses. Additionally, it is important to train interviewers on how to conduct effective interviews and provide feedback to candidates.
When it comes to recruiting for sales management positions, conducting effective interviews is crucial to identifying the best candidates for the job. Several types of interviews are commonly used, each with its own purpose. For example, behavioral interviews are designed to gauge how candidates have handled certain situations in the past, while situational interviews assess how they would handle hypothetical scenarios.
Other types of interviews include panel, group, and phone interviews. No matter the interview type, it is important to ask the right questions to get a sense of a candidate’s skills, experience, and fit with the organization.
Examples of interview questions that can be used in sales management recruiting include behavioral questions like “Can you tell me about a time when you had to overcome a difficult sales obstacle?” or “How have you effectively managed a team in the past?” These questions give insight into a candidate’s past experiences and their ability to handle specific challenges.
Situational questions are also useful, such as “How would you handle a team member who consistently misses their sales targets?” or “What strategies would you employ to increase sales in a new market?” These questions assess candidates’ ability to think critically and apply their skills to hypothetical scenarios.
Other tips for conducting effective interviews include creating a structured interview process with a predetermined set of questions, avoiding biased questions, and ensuring all interviewers are trained on the same evaluation criteria. It is also important to establish rapport with candidates, providing them with a positive interview experience that reflects positively on the organization.
Once the interviews are completed, there are several methods for evaluating candidates. This can include reviewing their resumes, checking references, and conducting background checks. It is also important to consider their fit with the organization’s culture and values, as well as their potential for growth and development within the organization.
Ultimately, a successful recruitment process for sales management positions requires a thorough and comprehensive approach to every stage, from designing effective interview questions to assessing candidates’ strengths and weaknesses.
Interview techniques are essential to conducting effective interviews that result in successful recruitment outcomes. Conducting a comprehensive interview involves more than just asking questions. Recruiters should consider tactics to help them communicate with candidates to determine if they fit the position. One way to do this is to use open-ended questions that require candidates to provide full answers.
Recruiters should also consider using behavioral interview techniques, which involve asking candidates to describe past work experiences or situations and their reactions to them. This line of questioning helps assess how candidates might react to future situations in the workplace. Another effective interview technique is to use situational questions that prompt candidates to provide examples of how they would approach specific tasks or scenarios. In addition, recruiters should use active listening techniques, which require them to engage with candidates, clarify responses actively, and probe for more information.
When conducting an interview, recruiters should also pay attention to body language, tone, and other nonverbal cues to assess a candidate’s level of interest and engagement in the position. Nonverbal cues can help recruiters determine how the candidate will interact with colleagues and customers in the workplace. Recruiters should also gauge candidates’ ability to communicate effectively and thoughtfully verbally and in writing.
Finally, recruiters should use appropriate interview techniques to assess each candidate objectively and avoid making snap judgments based on personal biases. By using standardized questions and evaluation criteria, recruiters can ensure that each candidate is assessed consistently and fairly. This interviewing approach also helps minimize the risk of overlooking qualified candidates who may not fit a particular mold or preconceived notion of the “ideal” candidate.
Overall, effective interview techniques are crucial to successful recruitment outcomes. By using open-ended, behavioral, and situational questions, employing active listening techniques, and paying attention to nonverbal cues, recruiters can effectively assess candidates’ skills and suitability for the position. Standardized evaluation criteria and an objective approach to assessing each candidate can help ensure fairness in the recruitment process and lead to better hiring decisions.
The interviewing process is a crucial aspect of recruitment for sales management positions, as it plays a significant role in assessing candidates’ skills, experience, and suitability for organizational needs. Assessing candidates is a multifaceted process that involves evaluating their qualifications, personality, and cultural fit with the organization. One way of evaluating candidates is by conducting behavioral interviews, where the interviewer asks questions about the candidate’s past behavior to predict future performance.
Behavioral interviews focus on understanding how the candidate dealt with specific situations in the past and how they would handle similar situations in the future. Another technique used in evaluating candidates is situational interviews, which require the candidate to address a hypothetical scenario and demonstrate their problem-solving skills. These interviews assess the candidate’s ability to remain calm and focused under pressure while making rational and effective decisions.
During the interviewing process, evaluating how the candidate collaborates with others, communicates, and works under pressure is essential. Additionally, reviewing the candidate’s qualifications, such as education, work history, and certifications, can provide insight into the candidate’s ability to meet the organization’s expectations. It is critical to assess candidates objectively, ensuring that all candidates are treated fairly and evaluated based on their qualifications and potential to contribute to the success of the organization.
When making a hiring decision, there are several factors that should be considered to ensure the best possible outcome for the organization. One of the key aspects of decision-making in sales management recruitment is evaluating the candidate’s experience and qualifications to determine if they meet the requirements of the role. This includes assessing their skills, knowledge, and industry expertise, as well as their track record of success.
Other important considerations include the candidate’s cultural fit with the organization, ability to work well within a team, and potential for growth and development within the role. Additionally, it’s essential for a sales manager to consider the long-term impact of the hiring decision and how it aligns with the overall business strategy. This means thinking beyond immediate needs and considering how the candidate’s skills and experience can contribute to the company’s growth and success in the years to come.
When making a final decision, it’s important to weigh all of these factors carefully and objectively while considering any potential biases or blind spots that may impact the decision-making process.
An offer letter is a formal communication that a company sends to a candidate selected for a job, outlining the terms and conditions of the position offered. In order to create an effective offer letter, certain factors should be considered. Firstly, it should detail the job offer, including the title, start date, salary, bonus, commissions, and other benefits. Secondly, the offer letter should clearly state the terms and conditions of employment, such as working hours, leave policies, and any other relevant details that may affect the employee’s performance on the job.
Thirdly, the offer letter should be legally compliant, ensuring that all of the company’s policies and procedures are followed. It should also include a deadline for the candidate to accept the offer and provide contact details to reach out to the company. Overall, creating an effective offer letter is critical to the recruitment process and sets the tone for a positive working relationship between the employer and the new employee.
One of the most critical aspects of hiring a new employee is negotiating the terms of the offer. It is important to remember that the candidate will likely have other options available to them, and negotiating a fair and competitive offer can make your company stand out in the job market. The negotiation process can involve various factors, such as salary, benefits, performance bonuses, stock options, and relocation expenses. One important consideration is determining the market value of the position based on factors such as qualifications, experience, and location.
It is also important to consider the candidate’s priorities and needs, such as work-life balance, career growth opportunities, and job responsibilities. The negotiation phase requires strong communication skills and the ability to build rapport with the candidate. It is essential to be transparent and honest throughout the negotiation process and to clearly outline the terms of the offer. It is also important to clearly understand the company’s budget and set realistic expectations for both parties.
Negotiation can be a delicate and complex process. Still, with proper planning and preparation, it can result in a mutually beneficial agreement that leads to a successful and long-lasting employee-employer relationship.
Rejecting Candidates is an essential aspect of the sales management process when making a hiring decision. Handling the rejection process professionally and respectfully is crucial, even if the candidate was not selected. When rejecting a candidate, some factors include timeliness, clarity, and transparency. Candidates who have interviewed for a position deserve to know whether they are still being considered and, if not, why they were not selected.
Sales managers should provide honest feedback to candidates, highlighting areas where they need to improve and the strengths that they possess. This feedback should be offered constructively and respectfully. Furthermore, sales managers should ensure the rejection process is timely, as candidates may have competing job offers. Being prompt and clear in communicating to a candidate whether they have been selected or rejected is essential for maintaining positive employer branding.
Even if a candidate is not the best fit for a particular position, they may be an asset to the company in the future, and leaving a good impression can be vital. Therefore, sales managers should be careful in how they communicate a rejection and ensure they leave the door open for future opportunities.
A new employee’s orientation is a crucial component of the onboarding process as it introduces the new employee to the organization and its culture. Orientation aims to provide the new employee with an understanding of the company’s values, goals, objectives, policies, and structure. This process allows the employee to adapt and align their behavior to fit within the organization and ultimately shape their level of job satisfaction.
During orientation, the employee is also introduced to key team members, employees, and stakeholders, allowing them to understand the company’s hierarchy and build relationships. Orientation should also focus on ensuring the new employee understands their role and responsibilities, the expectations, and the procedure for communicating their progress. Transparent communication throughout this process sets expectations and enables the employee to understand how their work aligns with the goals and objectives of the company.
Orientation is an opportunity for employees to feel welcomed, supported, and have a sense of belonging in the organization. Successful orientation can greatly increase employee engagement, productivity, and retention in the long term.
The training process is a crucial component of the onboarding procedure for new hires. It provides necessary information and resources to ensure that the new employee is successful in their role. The training should encompass all aspects of the job responsibilities, including policies and procedures, product knowledge, and sales techniques. It is vital that the training is interactive and hands-on, allowing the employee to practice their skills and receive feedback.
In addition to sales skills, other areas that should be addressed during training include customer service, communication, and time management. The training should be ongoing, and continuous feedback and support should be provided to employees to ensure they meet their goals and objectives.
Mentoring is critical to the onboarding process because it helps new employees adapt to the organization’s culture and facilitates their success in their new roles. Pairing a new employee with a mentor provides them with a guidance and support system they can rely on for feedback on their performance and general career advice. The mentor must be carefully selected and should have demonstrated success in the role that the new employee is filling.
Mentorship programs can be formal or informal, and they should have clear guidelines that outline the responsibilities of the mentor and mentee. Mentors should provide their mentees with a roadmap for achieving their objectives and offer constructive feedback on areas that require improvement. As a result, the mentee can identify growth opportunities, and the mentor can help them navigate the challenges that arise during the transition.
Performance management plays a critical role in the success of any sales team. It involves setting clear expectations and goals for new employees and providing regular feedback on their progress towards these targets. This process is essential for achieving overall company goals and ensuring that individual employees are growing and developing in their roles.
A key component of performance management is establishing performance metrics that are relevant and achievable for the individual employee and align with the company’s goals. Examples of common metrics include sales quotas, customer satisfaction levels, and call-to-close ratios. These metrics should be clearly communicated and reviewed regularly to ensure that employees understand what is expected of them and have the tools and resources necessary to succeed.
Another critical aspect of performance management is providing timely and actionable feedback to employees. This feedback should be both positive and constructive and given regularly throughout the year, not just during annual performance reviews. It should also be tied directly to the performance metrics previously established so the employee understands precisely where they are excelling and where they need to improve.
In addition to providing feedback, performance management should also involve coaching and development opportunities. This can include on-the-job training, attending industry conferences, or shadowing more experienced team members. By investing in their growth and development, the company demonstrates its commitment to employee success while building a stronger, more effective sales team.
In summary, performance management is a critical component of the sales management process. By setting clear expectations and goals, establishing measurable performance metrics, providing timely and actionable feedback, and investing in employee development, companies can create a culture of continuous improvement that drives success for both individual employees and the organization as a whole.
Sales Management Recruiting – FAQs
1. What are the essential skills required for a sales manager recruiter?
Sales management recruiters require excellent communication, leadership, and interpersonal skills. They must be proficient in various sales tools and techniques, be able to evaluate potential hires, track employee progress, and manage a budget.
2. What are the advantages of recruiting a sales manager externally?
Recruiting a sales manager externally can bring new ideas, perspectives, and expertise to the company. External sales managers can also bring established relationships, industry insights, and a fresh approach to sales management strategies.
3. What are the disadvantages of recruiting a sales manager externally?
Recruiting a sales manager externally can result in a higher cost and longer recruitment process. There is also a risk of selecting the wrong candidate who may not fit into the company culture or may not perform up to expectations.
4. What is the importance of job descriptions in sales management recruitment?
Job descriptions are vital in sales management recruitment as they provide clarity on the roles, expectations, and qualifications required for the job. A detailed job description also attracts the right candidates and enables the recruiters to match the job description with the candidate’s profile.
5. What is the significance of conducting pre-employment assessments in sales management recruitment?
Pre-employment assessments are crucial in sales management recruitment as they help recruiters in evaluating a candidate’s suitability for the role based on their personality traits, skills, and knowledge. Such assessments reveal the strengths and weaknesses of the candidates and insights into their potential performance, enabling recruiters to make an informed decision.
6. What is the role of sales training in sales management recruitment?
Sales training is essential in sales management recruitment as it equips new hires and sales teams with the necessary skills, knowledge, and tools to succeed. Effective sales training enhances performance, increases sales, and improves job satisfaction, resulting in lower employee turnover and higher employee engagement.