So you’ve made the decision to add a sales person to your organization.  Whether you are expanding an existing sales force or adding your first sales professional there are hurdles yet to be crossed and questions to be answered.  You’ve already answered the first question as to whether you need to hire a sales person, so here are some other, more detailed questions that you may not have considered.  

What are your specific goals for the sales person?

The obvious answer is to increase sales.  But you need to go beyond the obvious.  Are you looking for new account creation or management of existing accounts and growth within those?  Do you have a lead generation source or will heavy prospecting be necessary?  Is after-sale customer service a key responsibility?  These types of questions need to be answered when hiring a sales person in order to make for a successful relationship and grow your company.

Does the compensation package fit your goals?

This is a common oversight by growing organizations because goals and responsibilities often evolve through time.  If your sales force is all about drumming up new business and moving on without many after-sale responsibilities a commission-heavy program may suit you best.  The key is to match compensation and goals with a long-term focus.  

Have you written a detailed job description?

Again, another obvious question but one that deserves mention.  The job description for the sales person you are about to hire should inform them of their duties and responsibilities thoroughly and without ambiguity.  This is a guide to what you expect of them so make sure you include all necessary detail and don’t fall victim to boilerplate job descriptions.  They are an easy way of confusing employees and setting them, and your company, up for failure.  

Do you have a plan in place for training?

Some of the most under-trained employees in the work force are sales people.  Receptionists often receive more attention in their first days of work than the sales force does.  And that is a recipe for failure.  Make sure you have a plan in place that not only includes product/service training but also office work flow, production, if applicable, and even sales training.

Have you determined sales goals/quotas?

An important part of a sales person’s motivation, your quotas should be well stated and clear.  You’ll want to make sure the new sales professional you hire understands what must be done to accomplish your goals and have the tools necessary to meet them.

The question of how to hire a sales person is not one to be answered hastily.  But once you’ve determined that it is a necessary step you should take the time to put processes and tools in place to assure the success of your new hire and the growth of your company.