9 Great Hiring Secrets to Bring Right Sales Staff On-board

Finding the right people for the right job is the toughest of the task for many entrepreneurs and sales recruiters. To get the best talent especially for the sales team, you need to be extra careful in this competitive hiring marketplace as the right talent is absorbed right away.

But this does not dilute the fact that recruiting is one of the most crucial aspects of the growth of your company and to witness profitability milestones, so it’s always suggested to keep your eyes open and never stop searching for talented sales professionals.

Here are the top 9 recruitment secrets to hire the most proficient and talented sales staff for your enterprise.

Here are 9 hiring secrets to recruit proficiently

1. The Interview

It’s not a great idea to ask if someone is a great fit for your business and the position! You can judge it yourself in the initial few seconds of one to one meetings. Instead, you can ask some important questions to make your interview a great interaction. Here are some of the questions you can consider:

What were your biggest sales achievement in your career? How you proof to be of value to your past employers?

Considering your past position and experience, tell one thing you wanted your recruiter would’ve done in a different way?

What was your biggest sales lose and how do you lose it? To avoid such a situation, what would you do differently now?

What do you think about the selling skill – is it something you can acquire or is it inherited?

What are your two personality attributes you’d like to work upon to transform into a better and more successful sales professional?

Do you enjoy selling or managing?

Would you be able to sell a product you didn’t passionately believe in?

Also, do not forget to sell your company’s goals effectively to the sales professional as the interviewee is also interviewing you as you’re there to bring the best brain on board.

2. Places to find the Great Talent

You can find talents everywhere. Never rely on a single source to search for the right brain. Use different sources. It could be newspapers, social media, online job boards, job fairs and many more. You should assign a budget given different sources until you zero into the best source.

3. Analyse body language

It’s always recommended to have a one-to-one interaction! But having a telephonic conversation can also be the first step. It’ll give a brief overview of the candidate as you can hear their voice! You can make out if it’s authoritative or bleak? Do you want such a person to represent your company?

If yes, you can organize a face-to-face interview! This will help you read their body language thereby the confidence that they may display. Is eye contact constant? Is the handshake firm? It might sound like calculative but it makes a huge difference.

4. First Depute Right Recruiters

Right recruiters? Does it sound odd! Of course not! Searching out the right candidate also depends on the right recruiter. It will not only save your valuable time and energy in searching the right person to bring into your sales team. Select the right recruiter, specialist in the genre, you want to hire for. It will help you find the right players as it plays a great role when zeroing in on the best employee for your business.

5. Thank-you notes

Suppose the interview was successful, you appreciate a candidate and wish to bring him on board! Wait! Is the candidate send a thank-you note? Although a hand-written letter is great today’s era and email will also do the magic.

Albeit, we have lost the etiquette of the thank-you email in this virtual era, still, they do hold a special place.

Mostly, many of the high-end hiring managers may not recruit a successful salesperson unless they receive a note in some days of the interview.

6. Your Existing Employees and Salespeople

Yes, your bunch of current employees especially the sales team, can be of great help in zeroing in the best talent to add to their vigor. Yes, word of mouth can be a great process to promote your business. Your happy salespersons can share their success stories within their circle about the business’s amazing work culture, attractive salary plans, and strong, and open work environment. You can help them an opportunity to earn decent referral fees also as an incentive for those who bring great talents to your workforce.

7. Preparation

Do not dig the well when you are thirsty, do it before! This is true for the recruitment process also. Hiring is a long and tiring process. It is not a responsive system and is always an ongoing event. Keep it on-going and consistent.

The secret sauce to effectively managing people of your company is to know about their priorities, family background, preference, strengths and weaknesses. Know what they want to achieve from their professional lives. Be real and direct.

8. Do not Avoid References

Have you ever interviewed anyone at your organization directed by a bad reference? If yes, go two steps deeper. Speak with the initial reference, and ask that referred person for some other reference. This will give you more targeted information. Intelligent questions offer brilliant answers. Give a dedicated thought about what data you want to bring forth from these references.

But if you are not going to contact those references, why should you ask for new references? Better, give them a call! It will make the candidate know about your seriousness and follow-up. As your reference will inform the interviewee that their expected employer did call.

9. Your recruiting ROI

You must understand the return of investment of your recruitment process. From a recruiting perspective have you ever thought of ROI?

What budget do you assign to your recruiting process? How many of your hired talents stay for more than 1 year, 5 years, 10 years? How much do you spend in terms of time and money to train your recruits?

All these will help you make a better recruitment decision! Do give a try to one or more such recruiting secrets to build a sales team that rocks! Good Luck!

Mamta Sharma

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