To gain an advantage with your sales hiring, take note of these guidelines for recruiting sales people the right way.
Successfully recruiting sales people who will make a positive contribution to your organization requires a different approach to hiring than recruiting for other positions. Sales is a high impact, value-driven area, and the cost of an underperforming hire in sales is commensurately high; conversely, improving your sales recruiting can have a bigger impact on your bottom line than virtually any other business activity. To gain an advantage with your sales hiring, take note of these guidelines for recruiting sales people the right way.
In this job market it is not enough to start recruiting sales people with the simple goal of finding a top sales person. In order to find a true top sales person, your organization needs a profile of the person who would be considered a fit for that role in your working environment. Identify the traits, skills, characteristics, and history that would impress you in a sales person and modify your recruiting process to attract and retain that individual.
You want to hire the best of the best for your sales team. However, the best of the best might not be looking for a new position when you have an opening available if you are only recruiting sales people once or twice a year. Always accept resumes and inquiries from sales candidates, and leave room in your organization to hire outstanding applicants even when no opening is published.
Sales people tend to interview extremely well, which makes recruiting sales people based on initial interviews difficult. If you do not keep in mind that sales people essentially interview with others for a living when out selling, you might make a hiring mistake. To confirm first impressions always schedule a second in-person interview for candidates who show promise, and include a second manager in interviews whenever possible. It also helps to ensure that interviews include a range of hypothetical situation-based questions and are structured so that hiring decisions are based on direct comparisons between candidates.
Many hiring managers rely on past track records and impressions during the interview when recruiting sales people, but a history of performance alone is not a guarantee that a sales person will perform. Differences in product and service offerings, business environments, and sales teams also influence a sales person’s performance. When recruiting sales people, make it a best practice to screen not just for past activities and go deeper:
Sales recruiting firms work on finding, screening, and recruiting sales people year round, day in and day out, so sales recruiters know this hiring market intimately and are well equipped to recommend only the best qualified sales people for your organization’s open sales positions. In addition, recruiting firms that specialize in sales recruiting can:
Through these strengths, sales recruiting firms can give you an enduring advantage in recruiting sales people over your competition. Being able to attract and retain the best sales people in your industry might be the best competitive leverage your organization can gain and as your advisor, a sales recruiting firm can help you get there.
Claire is a Western University graduate with a background in recruiting, sales and customer service. As a Recruitment Consultant, her goals are to place the best people in the right roles resulting in satisfaction for both the candidate and client.