Hiring for sales roles is a challenging job; some candidates may look great on paper and ace the interview but never close a sale once they’re on the team. Others may lack experience but when given the chance knock it out of the park.
In sales, having a solid team is essential. If even one person isn’t pulling their weight, it can affect the numbers for the entire company.
Unfortunately, there isn’t a guidebook to follow when hiring, and it often comes down to luck, good judgment, and connections. There are, however, things you can consider during the process that will bring you better success with your new hires.
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Work with a Recruitment Agency
The purpose of a recruitment agency is to help clients find talent to hire that is well suited for the position. Working with a company like Sales Talent Agency will narrow down your list of potential matches to people who possess the qualities you’re looking for, live in the right location and have adequate experience.
This can be really helpful so you don’t waste your time going through applicants who don’t fit your needs. From there, you can then offer candidates an interview and assess further if they’re a good match.
Get Clear About the Role You’re Hiring For
In order to find the perfect candidate for a role, you have to be clear on what you’re looking for in that role. Not only will getting detailed in your job description attract better suited applicants, but it will give your hiring manager more to go off when determining whether an interviewee is suitable for the role or not.
Consider qualities and skills the ideal candite should have, and how much experience you think they need to excel in the role.
Take All Parts of the Hiring Process into Consideration
From the initial email containing the applicant’s resume and cover letter to their communication throughout the process (i.e., follow-up emails, reaching out before the interview, etc.), everything should be taken into consideration when considering an applicant.
All these things will help create a more holistic image of the candidate and how they will be as an employee and salesperson.
Carefully Craft Your Interview Questions
You don’t have to stick to the standard, “what are your strengths and weaknesses” in an interview, and, in fact, you shouldn’t! Your questions should be tailored to the role you’re hiring for and should challenge the interviewee, allowing them to demonstrate that they’ve done their research on your company and know what they’re talking about.
Questions should also allow interviewees to expand upon what is in their resume and cover letter. You want to make sure you’re getting a complete understanding of who this person is, how they will work with the rest of your team and, ultimately, if they’ll be able to bring in sales.
At the end of the interview, it’s a good idea to let the candidate ask you any questions they may have. This will show an interest in the company and display an ability to ask questions when needed.
