The Keys to Hire Better, High Producing Sales People

The Keys to Hire Better, High Producing Sales People

There is typically little relationship between a candidate’s performance in the interview and their execution in the key activities of the position.  In fact, the use of job simulations has proven that the traditional interview process can not predict a candidate’s ability to execute key success functions of the job.


Read more at: Hire Better, High Producing Sales People


Hire Better, High Producing Sales Professionals

Hire Better, High Producing Sales Professionals

Hiring Sales people who will produce the expectations is a difficult challenge for most organizations.  Making hiring mistakes is costly – both in direct as well as opportunity costs.

Traditional hiring practices are a significant part of the problem.  A recent survey of business owners and executives indicated that over 90% either disliked the hiring process or felt they were ill equipped to hire better and more effectively.



8 Tips For Hiring the Right Sales People

Hiring a salesperson who isn’t going to succeed is a waste of your time and theirs. Every manager will make a hiring mistake sooner or later, but by paying close attention during each stage of the process you can minimize these mistakes.
Mature businesswoman interviewing male candidate - SelectStock/Vetta/Getty Images

SelectStock/Vetta/Getty Images

• Review the Job Opening

Check over the job opening before you post it and make sure it’s still relevant. If it’s been awhile since you hired a salesperson, you may need to make substantial changes to the requirements. Also, check very carefully for typos and grammatical errors – these are a huge turn-off to the very superstar candidates you want to attract.

• Know What You Want

Once you post your job opening, you’ll likely end up with a blizzard of job applications. Up to 90% will be not qualified or otherwise a poor fit and can go straight into the recycling bin. But the remaining candidates will probably still be more than you want to bring in for interviews. Before you go through the qualified applications, make up a list of your desired qualifications (over and above the minimum requirements from the job opening) and use this list to prioritize the applications.

• Prepare Your Questions

Write out your interview questions well in advance, and use the same set of questions at each interview. That way you can look at each candidate based on the same type of information. You may wish to add a few customized questions for some of your candidates, but the core set of questions should be the same for everyone.

• Keep Your Questions Open

Asking broad questions makes it harder for the candidate to figure out what answer you’re looking for, which means you’re more likely to hear their real answer. For example, if you ask something like “How often do you try to close a prospect?” you’re likely to hear “I always do that” from every candidate. Instead, ask something like, “What do you do during an appointment with a prospect?” and then listen for what they say about closing.

• Note Their Appearance

Appearance doesn’t just mean looks, although that’s a significant part. It also includes things like demeanor, clothing and body language. Someone who’s applying for a sales position should be spot-on in all these categories. They should dress and act in a professional manner.

• Sell Yourself

Regardless of the state of the job market, sales superstars usually have their choice of positions. You’ll need to do a bit of selling to convince such a candidate to work for you. Prepare some information about the company in general, as well as the sales team and position you’re hiring for.

• Get Tricky

When you interview a salesperson you’re giving them a chance to show you how they sell a product: in this case, themselves. Don’t hesitate to make them work for it a little. Throw a few objections their way, such as acting skeptical about something the candidate has said, and see how they react. One VP of Sales from a Fortune 500 company likes to test applicants he’s interviewing by suddenly standing up and saying, “I’m sorry but I don’t think this is going to work out. Good luck to you.” This is when the real interview begins, as he can now assess how the candidate responds to a significant objection.

• Listen for Clues

A good salesperson will use his selling skills during the interview. He will show that he’s researched your company by asking intelligent questions. He’ll check for objections by asking you for feedback. He’ll probably try to close you at the end of the interview. And he’ll follow up after the interview with a thank-you note. All of these are signs that you’re looking at a skilled salesperson.

How to Hire Salespeople

how to hire salespeople

It can be a challenge, but learning how to hire salespeople is one of the most important things a successful company will need to do. You could have the best product or service in the world, but if you never learn how to hire salespeople, you will never be able to live up to the goals you have for your company. But how do you hire the right sales representative? Very simple!

Source: How to Hire Salespeople


Related Article: Hiring Salespeople – 4 Easy Steps to Increase Your Successful Hires

Sales Representative – How to Hire the Best

Sales Representative

Hire the right sales representative and your organization’s problems will disappear.  This is a bold statement – perhaps somewhat simplistic, however, in many cases, true!

What is a Sales Representative? Job Description

A sales representative or “sales rep” is someone who is hired to represent a company to sell a product or service. Their core job description would involve meeting with current clients, getting new customers, understanding their needs, achieving sales targets & keeping an eye on the competition.


Source: Sales Representative – How to Hire the Best

Assessment Tools : Psychometric vs. Simulation Assessments

Assessment Tools : Psychometric vs. Simulation Assessments

The cost of hiring mistakes have forced forward thinking organizations to find new and innovative ways to better understand a candidate’s capabilities outside of the traditional interview. For those organizations serious about getting the hiring right, the interview alone will not cut it anymore! There is just too much risk when hiring is based on interviews alone!


The question becomes, “Which assessment tools should the hiring team use?” Psychometric or Simulation Assessment tools? Both sides of the assessment world can debate this question but the true answer may lie in the successful implementation of both assessments at the same time to gain a more risk tolerant hiring decision.


Source: Assessment Tools : Psychometric vs. Simulation Assessments