In a small business, hiring a salesperson is easy...provided that you have great candidates to choose from, an incredibly compelling compensation package, stellar references, and preferably some prior experience with the candidate you’re hiring – so you know for sure they’ll produce.
Oh. You’re not sure you have that all lined up for your next hire?
OK. The simple fact is that working with many business owners and professional sales managers throughout the years, the consistent lament is that sometimes you just can’t tell, or know, if Larry, Joe, Mary, or Curly, are actually going to be as great as they seem during the interview.
If you’re a large company, and you’re hiring for a team, and therefore you may be looking to fill two headcounts to round out your hundred-person squad, you can be wrong about twenty percent of your team and still have, assuming the bell curve holds up another twenty percent that is stellar, and about forty or fifty percent who are at least adequate, giving you coverage over territory and accounts.
And knowing that you’re going to have to “top-grade” your team periodically to make sure you have the people you need doing the job you need to have done.
But what if you’re a business owner, like many of my clients, who are looking at one or two TOTAL headcount? That one hire is going to be number one out of one. You have to be one hundred percent right or else it’s one hundred percent fail. That’s a bit scary, and it’s hard to do.
Here are some of the things I recommend to clients I’ve helped with this- a few things to help them see candidates with greater clarity:
The reality is understanding how to manage a sales cycle, how to be persuasive, how to be diligent, and how to counter objections takes years to refine and develop the ability to do well.
So, other than that, it’s easy.
Drop me a line and let me know your tips for success in hiring sales talent.