Hiring a sales team doesn’t have to be like throwing darts blindfolded. Too often owners and managers interview a candidate who is a rock star on paper and interviews very well, then scratches their head in confusion 6 months later when that new hire isn’t producing as expected.
When it comes to hiring an all-star sales team, here are several critical pieces to ensure a successful hire.
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The advertisement: Is your ad written to attract, or to identify? A potential candidate should read an ad and say to themselves “that’s me,” not “that looks fun.” If it looks fun and exciting and you have standard criteria, more people will respond – which can actually be a negative for you. It becomes a drain on resources, because more time must be devoted to identifying the good candidates in the group.
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Screening candidates: If your ad isn’t narrow enough, you may be sifting through a ton of resumes looking for the solid candidates. Do you have a way to find out if these candidates can and will sell before talking to them? Can you find out if they are coachable and trainable? What hidden weaknesses do they have that will negatively affect them? Just because a candidate has industry experience, plenty of contacts, or she excelled in her last position doesn’t mean she will succeed with you. Screen candidates upfront to avoid wasting time with those who can’t perform on a high level. You may also find strong candidates who you disqualified because of something on their resume. They key is to make the subjective objective, and to make sure you get the best candidates in your office.
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The interview: Too often managers are asking traditional hiring questions that salespeople have rehearsed answers for. Sales professionals are sharp and prepared – so make them sell themselves to you. If you are the one doing most of the talking or telling them why they should work at your company, you have it backwards. Make candidates prove to you that they belong – not the other way around.
Weak managers have a tendency to hire weaker people. They don’t want to be outdone and fear they may not be able to ‘handle’ a sales star. But if you have strong managers in your company and strong people are still not being hired, re-evaluate your process. It’s the only way you will see different results.
