Hire Only the Best Fit for Your Sales Team

hire only the best fit for your sales team

How to Hire Only the Best Fit for Your Sales Team
If you want to hire only the best fit for your sales team, you can’t afford to make a mistake. Your hiring decision will make the difference between a fully contributing member of the sales team or another “below average performer” who drags everybody (and the team performance) down.

What Is The Best way To Hire Sales Rep That Fit?
You have put your current team through solution selling training so you want to select someone who can easily work into the same rhythm and approach that gets consistent and sustainable business results. The question: what is the best way to go about hiring a sales rep that will fit in terms of competency, culture and performance?

Three Tips to Hire Only the Best Fit for Your Sales Team
With two decades of experience in hiring effective sales folks, here are our recommendations for sales hiring success:

1.  Use a Team Interviewing Approach
If you rely upon just one interviewer, there may be an unfair bias either for or against a candidate. With more than one person interviewing, you can avoid prejudice of any kind. In addition you can give each member of the interviewing team an assignment.

If you are checking for a candidate’s competencies, each interviewer can focus on a particular ability that you have decided is critical for success.Give every interviewer the same assessment form to fill out. These will be pulled together and discussed as a group when all interviews have been completed.

The rating system should be simple (pluses or minuses for each competency explored) and the notes should refer to specific examples. Some discipline on the interviewing team’s part is required to spend time to prepare thoroughly beforehand and, afterward, to finish the form while the interview is still fresh.

On your part, make sure each interviewer understands and appreciates the importance of their efforts in hiring the best and, thus, achieving the sales goals.

2.  Check Out Past Performance
The resume may well list a number of positions that “sound” good but behavioral interviewing skills are required to uncover meaningful and repeatable experiences. It’s impressive to see a candidate who fulfilled the role of sales manager at various companies. But, were they just managing people or have they actually carried a bag?

The best interviewers know how to probe beneath the surface of the CV facts for proof of actual performance and ability so they are able to better predict a candidate’s future behavior.

3.  Meeting to Make the Decision
Compile reports on each candidate and share perspectives. Don’t ever hire just to fill a slot. The best candidates should rise to the top…but are they good enough and will they fit in your unique organizational culture?

If you still have doubts, you can give them a chance to prove themselves…their abilities, their attitudes, and their experience. Team them up with a member of your sales team to demonstrate their selling techniques. Test their strategic thinking by proposing a problem that needs solving.

Give a trial period where both the sales team and the candidate can assess their fit for the job. This kind of real-world test is in the best interests of both the company and the job seeker.

The Bottom Line
If you want to hire only the best fit for your sales team, do not settle.  It pays to be patient and exacting when you hire for critical sales positions. Do yourself, your sales team and your organization a favor by taking the time to get it right from the beginning.

To learn more about how to hire only the best fit for your sales team, download 9 Traits to Avoid When Hiring Sales Reps

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