Nobody can 100% predict how well a new sales hire will perform, but you can minimize the risk of failure. Saying no to candidates can feel difficult and discouraging in the moment, but it can save you a significant amount of time and money in the long run.
When you have a new business, you don’t always know what kind of customers you’re going to attract. That’s why we’ve put together these tips on hiring salespeople.
By staying sharp and keeping your questions fresh, you’ll weed out the sales candidates who aren’t a good fit for your organization and find those who have the potential to be your next top performer.
After realizing they needed external support, C12 Forums turned to our team at Topaz to help them realign their hiring techniques and learn how to screen for sales competence in their Chairs (business coaches).
Many companies don’t know what they should be looking for when hiring a salesperson and, as a result, end up making bad decisions. But why is making consistent hiring decisions problematic for so many different businesses?
Let’s begin by asking a question: what do you think attracts top sales performers to a role? Is it recognition? Is it the organization’s culture of accountability? Is it the challenge?
A bad sales hire is one of the most expensive mistakes a company can make. Use our interactive calculator to find out how much an ineffective has cost you.
Top performers want to work hard and report to a leadership team that recognizes their efforts. They are ready to take on any challenge that has a defined path to your future success. They welcome personal accountability. They need to see how their skillsets will make a difference to your organization. Their values need to be aligned with your culture.
Salespeople are notoriously great at selling themselves during formal interviews, so we use our pre-hire sales assessments to help our clients learn more about their potential future colleagues. With proper guidance and ample resources in place, our clients can more clearly determine if candidates are capable of selling their products or services before making a critical (and expensive) hiring decision.
Whatever your industry, pandemic-driven change has certainly touched your business. Companies have hiring challenges to solve and talent acquisition strategies to build. When facing changes ahead, leadership must continue to embrace solutions to implement a better culture of hiring. But how do we take this concept into reality?
