8 years ago
April 13, 2016

Finding Sales People: Why It’s So Hard

Take a look at a few ways that you can improve your entire sales hiring process to ensure that you’re finding the right sales people for the job.

Rhys Metler

finding sales peopleWith the turnover rates for sales positions reaching an average of 40%, it’s pretty safe to assume that sooner or later you’re going to have to interview someone for sales jobs. This interview process doesn’t have to be stressful and fruitless. If you go about the process in the right way, not only will you be assured of getting the right candidate for sales jobs, but you’ll also be more likely to find a candidate that will stay at your organization for a longer period of time.

Let’s take a look at a few ways that you can improve your entire hiring process to ensure that you’re finding the right candidates for the job.

Assessing Candidates Correctly

If you’re not using the right assessment techniques, you may be missing out on the perfect sales jobs candidates. It’s all too common to focus on things such as job titles and past education, but you’re not getting the whole story. You need to be looking at achievements, actual statistics and at their personality.

How do they handle themselves in the interview? Are they a people-person? These kind of traits can’t be taught and no matter which school a candidate went to, if they don’t have a natural affinity for sales, they probably won’t be the right candidate for you.

Asking the Right Questions

Are you asking the right questions during a job interview? You can only learn so much from a resume and what looks good on paper may not be as impressive in person. Likewise, a candidate that only has a so-so resume may actually be the perfect fit.

You’re going to need to tailor your interview questions to help you determine whether or not each candidate has the characteristics, experience and talent that you’re looking for. Ask hypothetical questions to learn more about the candidate’s thought process and how they self-motivate. Ask questions about actual statistics from their old sales jobs position to determine whether or not they are truly talented at sales. If they don’t want to share these statistics or they simply do not know the answer, that’s your sign to give them a pass. Experienced sales people come prepared to an interview and they will know what they need to answer.

Setting up an Interview Process for Sales Jobs

If you don’t have a process in place for interviewing sales jobs candidates, not only are you going to be unorganized and stressed, but you may not find the candidates you really need. Work out a process, from A to Z that will cover everything from posting the job, reviewing resumes and applications, setting up interviews and finalizing job offers. This helps everything run smoothly and ensures that you’ll be focused and organized enough to get the sales job candidates you want.

Understanding Market Conditions for Sales Jobs

If you want to hire today’s top sales talent, you’re going to have to be competitive. Posting sales jobs without taking the time to check out what your competitors is offering is a great way to doom your efforts to failure. Make sure you know what benefits package and salary rates your competitors are offering their new candidates. If you can’t match it, find a way to make your offer better by offering different benefits or other perks that will entice sales people to your company.

Even if you have a tiny company, there are ways to create a competitive advantage. Don’t forget, an enticing candidate won’t have to look very hard for sales jobs — you may need to sell them on you and not the other way around. Be prepared to offer a list of competitive advantages and explain why your firm is their best choice in their sales jobs search.

Rhys Metler

Rhys is a tenacious, top performing Senior Sales Recruiter with 15+ 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 daughters, BBQing on a hot summer day and tropical vacations.