Hiring top sales talent is the lifeblood of any sales organization.
The biggest problem that managers face is identifying which candidate has the potential to be a top performer. Most salespeople are inherently good at selling themselves and top performers don’t always stand out in an interview.
Despite good interviewing skills, many sales managers are guilty of making these hiring mistakes.
Read 15 Mistakes Sales Managers Make When Hiring Sales Reps
Do your sales managers have the tools and processes to systematically identify top sales performers from those who are pretenders. Identifying the difference is challenging!
Your Hiring Process is Key
Success in attracting and selecting, and hiring top performers depends more on a company’s process or system than on the manager’s ability.
Without a clear process, your sales managers will each adopt their own approach and ultimately achieve sub-optimal results. Like most companies, some kind of process exists in-house that is sort of known and sort of used. Thus, the source of mediocre results.
Four principles associated with a top-notch hiring process:
- Having a systematic process
- Knowing what top performers look like
- Having an assessment tools to make scientific decisions
- Your process is rigorously followed
The Hiring Process Should Consist of 3 Equally Important Components
- Fit Interview
- Behavioural Interview
- Scientific Assessment