Who is good at sales hiring?
From personal experience I’ve made some great hiring choices (and with all honesty some less than great choices). There have also been those that have really surprised me!
So what have I learnt from this experience? Here are some sales hiring top tips
There is no single right way to hire salespeople, but there are definitely some wrong ways to do it. Here’s a few pointers from my experience:
Be clear on what you want
This goes beyond I would like a salesperson, you should consider:
Mindset, behaviours, competencies, markets, hunting / farming, level of competition they should expect, new business, account management, team player / lone wolf.
The possible attributes are extensive, what is vital that you are clear on what you want them to do.
What are YOUR top three attributes you look for in a salesperson?
Without knowing this how do you know what good looks like? These should be your non-negotiables and everyone you meet should hit these three points to some degree. Without a foundation then you will struggle to coach it in.
In case your wondering, my top 3 are:
– Bravery
– Inquisitiveness and curiosity
– Drive to learn
Don’t just hire clones of yourself!
You need a variety to styles and approaches…your customers are all different and will thank you for it having the right sort of person to work with.
Look beyond the obvious!
Many people say they want someone who has X years in their industry, why?
Almost all businesses operate in their own “niche” markets which are actually quite small. Hiring in this pool means you’re recycling what your competitors have discarded or haven’t yet found. Hiring outside your industry brings new ideas, thinking, approaches and experience and can be a differentiator.
[e.g. One of my best hires went from restaurant manager to banking…they knew nothing about banking but we’re quick learners, had brilliant curiosity and a desire to learn]
Take a second opinion, but don’t base your entire decision on this.
Your second opinion could be a second interviewer or a further interview round to check for fit. If they hate them, then don’t hire. If they love them and your not sure, then trust your instincts.
Be as objective as possible.
Once you’re clear on what you want then measure it. This can be done by using consistent competencies questions in interview but you can still be swayed by personal bias. More recently tools like the OMG Candidate Assessment take objectivity and accuracy to a whole new level and are certainly worth considering. This can help you gain deep insight into the person before you get into interview. You can then choose if they are right for you before committing to interview, and then through interview you are fully informed where you need to probe and question.
The big risk of not being objective is you suffer “puppy love” with the candidate, overlook all their pitfalls and hire a dud.
Once they start, treat your new hire like a young sapling.
The early weeks of life in a new role can be make or break, and your support (or lack of) can make all the difference. Agree a thorough induction programme with a mix of instruction, review, and coaching to help them gain confidence and grow foundations. This is the stage when your responsibility as a leader is most needed so don’t renege on it.
I’ve seen too many hiring managers just assume that new hire knows what they are doing and leaves them to it. 6 months later when sat in the probation meeting and you say that you’re not impressed enough the recruit is totally surprised. This scenario doesn’t usually end well and it’s a shame because there’s a strong probability you could have managed it differently.
These Sales Hiring Top Tips are just a started for 10. Let me know how you get on with your sales hiring wins (and misses).