Hiring a fresh graduate into your sales team is more than just filling a role, it’s a chance to inject energy, ambition, and new ideas into your business. Graduates bring enthusiasm and a hunger to prove themselves. And the opportunity lies in turning that early spark into long-term impact, both for them and your organisation.
Because let’s be honest, investing time, training, and trust into a graduate hire, only to see them leave 18 months later can be frustrating. It’s not just the cost, it’s the potential you lose out on. So the real question isn’t “How do we develop them?” it’s “How do we build the kind of culture they want to grow with?”
Start by asking the right questions
Think about the recent graduates or junior hires you’ve brought into your team. How long do you think it’ll take for them to realise their full potential? More importantly, how many do you see still being with you in five years?
If you were to flip that thinking, and ask yourself:
- Are they developing in the areas they’re genuinely passionate about?
- Do they feel included, supported, and seen?
- Are they energised by what lies ahead?
- Do they know their contribution matters?
- Can they clearly see a path for progression, and why it’s worth pursuing?
If you’re unsure about the answers, now’s the perfect time to start the conversation. Because graduate retention isn’t just about perks or pay, it’s about building an environment where they feel like they belong, where they’re supported to thrive, and where they can see a future.
Make career progression visible from day one
A graduate who can visualise their future at your company is far more likely to stick around and work towards it. That sense of direction should start from day one, not just brought up in their first appraisal.
It’s about being transparent with them. Share stories about others who’ve climbed the ladder within your business. Outline realistic progression routes and the skills needed to get there. Give them tangible milestones to aim for. It’s important to show them that there’s a journey to be had, and that you’re invested in helping them walk it.
People thrive when they have purpose. For graduates, that often comes from clarity, momentum, and a sense that their effort leads somewhere meaningful.
Build a training programme that matches their ambition
Graduates are eager to learn. They’re looking for an employer who’ll invest in their growth, not just during onboarding but continuously. And with sales continuing to evolve rapidly – with new tools, changing buyer behaviours, and rising expectations – your training needs to keep pace, too.
Well-structured, forward-thinking training programmes do more than teach skills. It sends a clear message: “We see your potential, and we’re here to help you reach it.”
Go beyond just product knowledge or pipeline management. Let them shadow different teams. Expose them to marketing, customer success, and even strategic conversations. When they understand how the business operates as a whole, they become more commercially aware, and ultimately, more valuable.
Think of your graduate hires like high-performance engines. They need fuel, maintenance, and the right conditions to thrive. Training is a key part of that.
Get culture right, and keep it real
Workplace culture is one of the biggest factors in whether a graduate decides to accept, stay, grow, or go. And it’s not about ping-pong tables or pizza Fridays. It’s about how people feel, day in and day out.
Graduates are switched on. They notice how feedback is given, how teams collaborate, and how people are treated. If something feels off, they won’t wait long to find somewhere else. Research shows that 7 in 10 workers would or already have turned down a role due to poor culture.
On the other hand, a culture that’s inclusive, authentic, and growth-orientated is incredibly powerful. It’s the kind of environment where people bring their best, collaborate more freely, and stay longer. In fact, 73% of employees say a positive company culture matters more to them than salary.
So how do you build a culture that keeps great talent?
- Lead by example at every level
- Be intentional with your values, and live them
- Listen to feedback and act on it
- Call out poor behaviour, consistently
- Show you genuinely care about your people, not just their performance
When culture clicks, everything else gets easier. Recruitment becomes simpler. Retention improves. And performance follows.
Create the kind of workplace you’d want to join as a graduate
If you want graduates to stay, grow, and succeed in your sales team, you need to be offering more than a job. You need to offer a journey. A clear path. A sense of purpose. And a culture that brings out their best.
Graduates aren’t just ambitious, they’re loyal, too, when they find the right fit. When they feel seen, supported, and inspired, they’ll commit. And when they do, they’ll become the future leaders of your business.
Partner with BMS Performance
We’ve spent decades helping businesses like yours attract, train, and retain top graduate sales talent. From tailored consultancy to our specialist graduate sales assessment centres, we’re here to help you shape a team, and a culture, that performs long into the future.
If you’re ready to build a sales team that grows with your business, contact us today, and let’s find your next sales star.
