The Talent Initiative

One of the more important decisions you have to make as a business owner is knowing when, and how to pull the trigger and hire a sales person for you business. The risk is real, the investment is normally hefty if it doesn’t work out. How can you limit the risk and maximise the potential success of such a hire? It’s a challenge we’ve all faced and will continue to face in the future, but here are some points that will hopefully help your thinking and some ideas I’ve learned over the years.

1. Understand Your Needs

Before diving into the hiring process, clearly define what you need from a salesperson. Are you looking for someone to drive new business, nurture existing relationships, or a combination of both? Determine the specific skills and experience required for your industry. For example, Is it just drive and a smile? Is it industry gravitas? Or indepth knowledge as to how your business works?

2. Look for Relevant Experience

Experience in your industry can be a significant advantage. Candidates with a proven track record in professional services will understand the nuances of selling complex services. It is definitely a different sell, than selling boxes or widgets (as we used to say in the olden days). However, don’t overlook candidates from related sectors who can bring fresh perspectives and transferable skills.

3. Assess Sales Skills and Techniques

Effective salespeople possess a mix of hard and soft skills. Look for:

• Communication Skills: They should articulate ideas clearly and persuasively.
• Negotiation Skills: They must be adept at closing deals and handling objections.
• Client Relationship Management: Experience in managing long-term client relationships is crucial.
• Understanding of Sales Processes: Familiarity with CRM systems and sales strategies is important.
• Knowing numbers: A strong sales person should know their numbers, KPIs, targets, and how they track towards them.

Consider using role-play scenarios or sales assessments during interviews to gauge these skills in action. Please ensure you plan role plays though, going “off the cuff” rarely works and will not enhance your employer brand.

4. Evaluate Cultural Fit

A successful salesperson should align with your company’s culture and values. They should be adaptable, proactive, and comfortable with your company’s style and ethos. Cultural fit can significantly impact long-term success and job satisfaction. Team player or Team Captain? A strong sales person can be a traditional “A – type” personality, can they mould into the team, or are you comfortable with someone “Stirring the pot” and driving the business a potentially different way?

5. Seek Passion and Drive

Look for candidates who are genuinely passionate about your industry and services. Enthusiasm and a strong drive to succeed can often be more valuable than extensive experience. A motivated salesperson is more likely to go above and beyond to meet targets and contribute to your company’s growth. Is this role a job or a passion for them? Understand that this gig is tough, you really want someone who is passionate enough to handle rejection and keep going.

6. Check References and Track Records

Verify the candidate’s previous performance through references and past achievements. Ask about their sales numbers, client interactions, and overall contribution to previous employers. This can provide insight into their reliability and effectiveness, and potentially avoid being seduced by the subjective conversation had with the potential employee.

7. Offer Competitive Compensation

Attract top talent by offering a competitive salary and commission structure. Research industry standards to ensure your offer is appealing. Additionally, consider performance incentives and professional development opportunities to keep your salesperson motivated and engaged. Don’t over complicate commission structure make it simple to understand and achievable consistently.

8. Provide Comprehensive Training and Support

Even the most skilled salesperson will need support to fully understand your services and client base. Invest in thorough onboarding and ongoing training to ensure they have the knowledge and resources to succeed. Regular check-ins and feedback sessions can help them stay aligned with your company’s goals.

9. Foster a Positive Work Environment

Create an environment where salespeople feel valued and supported. A positive work culture, clear career progression paths, and recognition for achievements can significantly boost morale and performance. Have a plan and the structure in place before the person starts. Ensure everything and everyone is ready for them upon arrival. (OK that’s another post on effective onboarding)

10. Monitor and Adjust

Have a clear idea of what you need to see in the first 30-60-90 days of a new sales person and share that with them. After hiring, continuously monitor performance and be open to making adjustments as needed. Regularly review goals and provide constructive feedback to help your salesperson grow and adapt to evolving business needs. Don’t forget to celebrate wins.

By following these steps, you’ll be well on your way to hiring a successful salesperson who can drive growth and success for your company. Remember, investing in the right talent is key to achieving your business objectives and doing it right will allow you to maintain a competitive edge in the market.

Here at TTI we reckon, “Those with the best talent wins!”

Happy to chat more about this. Any other tips you can share?