Riding a wave of advertising and marketing blitzkrieg, anyone can sell a good product or service. True “salesmanship” lies in selling an unknown or lesser known product that has an average or non-existent brand name. Only a few possess this talent. Sales staffing should aim to hire the best, brightest, and most talented sales professionals.
The sales success of an organization largely depends on the proper selection of sales personnel. Paying enough attention to the selection of sales people takes care of more than half of the sales job. Smart marketers are adept at highlighting the strengths of the product or service. Sales professionals are adept at spotting prospects and quick to overcome objections. They can sell well even in the face of adversity and fierce competition. Additionally, effective salespeople have the inner drive to succeed, a great sense of urgency to get the job done and achieve their sales goals, even when conditions are tough. So how do you spot those sales winners?
Search in the right places
Depending on the type of organization and its sales focus, ads for sales staff need to be placed strategically. Newspapers are the obvious first choice for advertising sales staffing requirements. But the selection of newspapers for sales vacancies must be correct. Salespeople who work in the financial field read different newspapers and industry publications than salespeople who work in the auto industry. Senior sales executives prefer to read industry-specific magazines and newspapers.
If it’s raw recruits you’re looking for, campus pick could be a viable alternative. Encouraging your sales people to survey their contacts and friends in other organizations also works well if you’re looking for sales people with some experience. Networking is a great way to meet senior sales executives who work for other organizations. Your current salary, benefits and pay expectations can be determined through networking.
look for passion
It doesn’t matter if the sales candidate you’re considering is a “newbie” or a seasoned sales professional, everyone on your sales team should have that spark. The “fire in the belly” must be felt through the eyes of the candidates. Selling is a fast-paced, competitive job and has no place for slow salespeople who can’t deal with the rejection and stress of the profession. Active and motivated people are good salespeople. Most importantly, they must have a passion for sales and a desire to meet new potential customers and solve the customer’s problem by creatively crafting their sales solution.
Sellers must love their profession. In addition to the resume, your body language will say a lot about your interest in the job. Organize more than one round of interviews to scan the candidates. This will weed out the less motivated salespeople from the aggressive and motivated salespeople.
Royal Experience
A young hire can be a smart choice. But certain sales functions cannot be handled by young, inexperienced salespeople. They are the areas of experienced sellers. Selection of candidates based solely on years of service is a dangerous practice. Many salespeople have 10, 15, or 20 years of experience, which might actually mean 1 year of actual experience times 10, 15, or 20. Working in more than one organization in various capacities dealing with a range of products leads to a knowledge bank that is diverse. A sales professional in the telecommunications industry is better positioned if they have worked with landlines and mobile phones compared to one who has worked only for a mobile phone sales organization.
Do grades matter?
Yes, if you are considering hiring new candidates. Candidates with little or no actual sales experience, but who possess a professional degree in sales and marketing, are preferred over candidates without those listed above. But, if you are hiring experienced sellers, then the qualification can be overlooked. There are plenty of average performing qualified salespeople as there are an equal number of unqualified super salespeople. Talent, achievement, and passion can trump qualifications when hiring experienced candidates.
Adaptability
Do a lot of research to see if the candidate can fit into your organization and sales culture. This requires honestly matching the candidate’s career expectations and goals with the type of compensation and career advancement you can offer. Candidates with a strong, independent streak are more likely to want a sales culture that fosters and breeds a sales culture of independence and freedom. They may perform well, but there is a chance that they will quit sooner or later if their desires and sales personalities are not met. Similarly, frequent “job changers” jump from job to job at unhealthy intervals. They should be avoided.
Some sales candidates are so ingrained in their sales skills and behaviors from their last organization that they find it difficult to break old habits and adjust to a new sales organization and culture. This can cause unnecessary friction. Make this clear from the start, that they may have to adapt and change if they want to be successful and enjoy their sales career.
In short, when selecting a top sales candidate for your organization, you need to have a clear idea of the type of sales people you want to hire. You and your current sales team should be prepared to ask candidates some tough and relevant questions to determine who is best to hire for the role. Candor and a professional attitude on your part will make the selection process truly fruitful and enjoyable for you and the sales candidate.