3 years ago
January 4, 2015

Sales Manager Hiring Process: Do’s and Don’ts

The hiring process for a sales manager can be difficult but if you follow these guidelines, you should be successful in the hiring process.

Rhys Metler

As a sales manager, it can be difficult going through the hiring process of finding the right people for your sales team. You may find people that you think would be great for your sales team, but for one reason or another, you find obstacles in the way of actually getting them on board. You know how important it is to fill the positions quickly and appropriately. The hiring process for a sales manager can be tricky and difficult but if you follow certain guidelines and avoid some potential pitfalls, you should be successful in the hiring process.

Do look for the best candidate. Don’t make your search too narrow.

Sales managers in the hiring process are looking for the ideal candidate to fill the sales position. You usually have the perfect person with all the right qualities in your mind. The unfortunate thing for a sales manager in the hiring process is this person usually doesn’t exist. You need to open minded and flexible. Look for experience, sales know how, enthusiasm and corporate fit. As a sales manager, you know that expecting someone to jump right in and be immediately successful is unlikely. So look for good, well-rounded candidates that may need some additional training.

Do provide a good compensation package. Don’t sell what you can’t deliver.

Every sales manager in the hiring process wants the top people at the bottom dollar. Again, these people do not exist. Good sales people know that they are good and know what kind of compensation they want and can get. If there is a candidate that you know will be good for your team and for your company, do everything you get to put together a top compensation package that, at minimum, meets industry standards. Never promise something to a potential candidate that you are not 100 percent sure you can deliver. You need to have the best compensation to attract the best candidates. Sales people talk to each other so, sales managers in the hiring process who promise what they cannot deliver will not only lose the current candidate, but also any future candidates.

Do take time to find the best candidates. Don’t procrastinate.

For sales managers in the hiring process, this is a tough one. You need someone now but you want to take the time to search for the best people. Additionally, you don’t want to put off the hire for too long. Take time to prepare a template of who you are looking for and the qualifications that you want them to have. As the hiring process continues and potential prospects come forward, remember, they do not have to meet every single criteria that the sales manager desires. If you rush, you might not end up with the best person. If you wait too long, the best person could slip right through your fingers.

Do a pre-interview. Don’t be the only person who interviews the candidate.

As a sales manager, the hiring process starts with the very first phone call. Put together a list of questions that will help you to screen potential candidates as you speak with them on the phone. A good sales person needs to be good on the phone as well as in person and this is a good test. This first part of the hiring process helps a sales manager to not waste time beyond the phone call if the candidate is not good. Also, if other people are going to be working with the candidate, make sure they get the opportunity to interview them as well. The person not only needs to be able to sell, but also they have to work with others and fit in with the culture of your company.

As a sales manager in the hiring process, you need to look for the best, most qualified candidates that will be top sellers and an asset to your organization.

Rhys Metler

Rhys is a tenacious, top performing Senior Sales Recruiter with 11+ years of focused experience in the Digital Media, Mobile, Software, Technology and B2B verticals. He has a successful track record of headhunting top performing sales candidates for some of the most exciting brands in North America. He is a Certified Recruitment Specialist (CRS) and has expert experience in prospecting new business, client retention/renewals and managing top performing sales and recruitment teams. Rhys enjoys spending quality time with his wife, son, and two daughters, BBQing on a hot summer day, tropical vacations and cottaging.