A Sales Recruiter’s 7 Best Tips For Hiring Great Sales Reps
Hiring sales reps is time-consuming, costly, and can feel like a gamble for a sales team manager. However, there are steps you can take that will save time, reduce your risk of a bad hire, and ultimately improve the performance of your sales team.
1. Review your current team. Your first step in making a new hire should involve knowing what works for your team already. Many managers hire on autopilot, but making a hiring decision based on what has yielded the best results in the past will give you a more successful outcome. So, find a profile for your current successful sales reps. It will be based on past experience, sales background, educational background, or personality. (Or some combination of these.) You can do this as a general overview, or you can use formal assessment tools like DISC or Caliper.
2. Always do your first interview over the phone. That way, you can cut the call short as soon as you know they are a “no.” No obligatory hour interview.
3. Have a well-defined interview process. Talk to your top candidates several times. Make sure you’re getting a full picture of the candidate, not on just one really spectacular day. And, have others speak to them. See if others on your team are getting the same impression you are.
4. Watch the “tells.” If you play poker, you know about “tells.” It’s just body language and behavior. Read the book: Reading People. It’s excellent.
5. Pay attention to the candidate’s follow up behavior. How do they follow up with you after the interview? Do they write you (or email you) a thank you note? Does it include their thoughts on what you talked about during the interview? Did they send it quickly?
6. CHECK REFERENCES. I’m amazed at how some hiring managers don’t check for references or pay close attention to the ones they call. There are definite signs to look for that will give you solid clues about your candidate.
My best tip of all:
7. Use an experienced sales recruiter. A good third-party recruiter will save you and your company time and money by sending you quality candidates hand-picked to improve your sales-force effectivness and benefit your bottom line. That eliminates tremendous amounts of time spent on interviews, and reduces your chances of making a bad hire. Once you add up (1) money spent on ads, (2) the lost time of the Regional Sales Manager, (3) lost sales/team-building/training time, (4) lost sales resulting from a lesser-quality sales force, and (5) the significant chance for hiring errors, working with a third-party recruiter becomes a reasonable and cost-effective option.
delonghi portable air con Bumper Protector laminate chair mat

