Professional sales managers are essential for a successful sales team. They keep the spirits high, lead by example, hold people accountable and assist in developing the team as to aim for outstanding results. And they do much more.
There is one aspect of their responsibility which need urgent attention: recruiting the right people for their team. A situation which has become a frequently returning issue.
So why am I writing this on a cloudy Wednesday afternoon?
Because again I was confronted with a situation this week, which could cost a customer a lot: the sales manager has a candidate who knows the business! And because of that, it’s the ideal candidate!
This is the reason why I’d like to get your attention for the following Don’ts and Do’s when recruiting sales professionals.
The Don’ts:
- Choose sales people who are like you
- Use biased closed questions during an interview
- Talk too much. Limit your talking to max 20% of the time
- Make assumptions. Always ask even when you think you would know the answer. Assuming can help a candidate escape giving the right answers
- Reject a good candidate because you think he or she might be a threat to your position. In fact most superiors judge you on your ability to build a strong team!
- Choose a candidate just because he or she knows the business. If they have no drive to be successful in sales they will never do what is expected from them.
- Choosing sales people based on knowing the market, gender, looks, smile, verbal skills, being nice, etc. It’s performance that counts.
The Do’s:
- Use above all, an objective and sales dedicated assessment
- Ask for qualified references and contact these references
- Discuss thoroughly the previous 3 to 5 years’ performance during the interview
- Prepare and ask smart questions. One example: don’t ask “did you reach your target?” but ask “what percentage of your target did you reach?”
- Observe if the candidate asks good and relevant questions or just talks a lot
- Find out what made them choose the occupation of sales
- Be on the alert for any sign of mediocrity. This might indicate low performance in sales.
- Be critical and don’t be misled by, so called, sympathetic candidates. Be aware that they tend to break up in difficult situations.
- Be sceptical: check facts and CV's
- Plan breaks between interviews with candidates. You need to reflect, relax and prepare for the next interview.
And remember this: a hiring mistake sets you back in revenue and will cost you dearly!
Call me if you want to know more.
