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
Many moons ago, we blogged about the Six Reasons Not to Promote your Top Reps to Sales Management, and here are the top seven reasons you as the company executive or business owner *would* promote your top sales rep to a sales manager position. There is a common understanding between yourself the rep that this is
New research from the Boston University School of Management suggests that the best phrase a sales person can use to build trust and increase the likelihood of closing a sales is to respond with “I don’t know” when stumped by a question rather than making up an answer. Perhaps this has to do with the
Interviews are the staple method for most companies when hiring sales staff and often there are multiple interviews conducted by different team members of the hiring company. Some companies will take the screening process a step further and conduct in depth reference checks. All of this is done to ensure the new hire is the
