In the weeks to come we are going to address the various questions that a VP of Sales or CEO are faced with as they are looking at developing a kick-a$$, bullet-proof sales recruiting strategy and process. These strategies will apply whether you are a VP Sales/CEO of a enterprise or a small company. The topics
Never underestimate what you can learn from checking the references of someone you are thinking about hiring and never get so enamoured by a prospective hire that you don’t bother to make reference checks part of your hiring process. Here are some of the most insightful things we have learned from years of checking sales
When we say that sales people often do their best selling during interviews, we know that we sound like a broken record, but that doesn’t change the fact that getting past the sales job is a critical challenge in sales hiring. There are many ways to figure out the “real” salesperson during the hiring process,
You’ve heard it before, when hiring a salesperson make sure you have a clear description of your sales needs and a detailed screening process. Problem is, what you know and what you do, are often two different things. Defining mandatory, versus non-mandatory hiring criteria, allows you to find the best sales fit without wasting time
Sales people always face objections. Selling for a start up means facing objections and a tremendous amount of resistance. The customer is unfamiliar with the business and has no reason to trust you. You have few (if any) references, no proven merchandise, reputation, or extended track record. The product is usually more expensive and buyers
Have you ever gone on a date without combing your hair, taking a shower or wearing clean clothes? You probably wouldn’t expect to be asked on a second date, yet many companies court sales hires as if appearances don’t matter. Top performing sales people are very picky about which employers they will work for, because
Many companies have a undisciplined approach to sales hiring: the approach changes depending on the urgency of the hire, the availability of candidates and the mood of the hiring team. It is no surprise that no more 50% of sales people meet targets in most sectors. Look around and you will see a direct correlation
Picture this competitive scenario. Your company is in a dog fight with two other companies to win an important piece of business. One of your competitors is a large, well-known market leader and the other always offers aggressive price discounts, while your company has the superior product. Who will win the business? The answer is
Some interviewing guru’s believe that the best way to evaluate a person’s suitability for a high pressure sales role is to put them in stressful situations during the interview process to predict how they might react in real world sales scenarios. If you are accustomed to recruiting perennial top performers who are gainfully employed, then
Whether you are a CEO or a executive level sales leader in your company, hiring the right sales leader for your organization can make or break your business. Get it right and they will build a strong team of achievers, increase company morale, and generate revenues profits and growth for the company. Hire the wrong
