Sales

5 Reasons Why You Shouldn’t Hire Salespeople with Industry Experience

It started out as a personal project.

I had 200 salespeople in a company I started online. And one day I began to keep records of which ads worked, which offers worked, and who performed well after being hired. Being a bit of a geek, I even tracked results in an Excel spreadsheet.

From my research and 20-year background of helping clients find top-performing salespeople, I discovered that the biggest mistake any recruiter could make was hiring based on “previous industry experience.”

The Reality of the Qualified Candidate

Hiring the most skilled and experience candidate is overrated.

This is not to pardon future employees from meeting any prerequisites or aligning with your company culture.

But when you sit down and ask yourself why you don’t hire John, who doesn’t have any prior industry experience, what’s holding you back?

Is it the cost of training of John? Or is it the fear itself that he won’t pick up on the processes in place and succeed?

Here are 6 reasons why you should hire candidates with no industry experience:

1. Most Sales Hires Are Failing in Your Industry

The stats right out of “Harvard Business Review” are – AT BEST – you pick 1 out of 2 winners. MOST sales managers get 1 out of 4 or 5 applicants. When you ask for industry sales experience, you get applications from salespeople who are failing at your competitors.

2. Old Ways of Thinking Don’t Help You Grow

Fresh minds come with innovative ideas of how to approach problems and processes differently. They help imagine new possibilities, whereas seasoned salespeople are stuck using methods that may be outdated or harmful to the overall business performance.

3. Learning Doesn’t End After Orientation

It is one thing to learn quickly to be caught up to speed and keep up with the ever-changing work climate. It is another thing to proactively and continually acquire a leading-edge knowledge of new ideas, best practices, and solutions to stay on top of the competition.

4. Only 3% of the American Population Can Really Sell

That’s 1 out of 33 people in the US that possess strong sales skills. Then when you require candidates to have “industry sales experience”, your odds against finding a good salesperson are astronomical.

5. Top Salespeople Know Most Companies Don’t Manage Salespeople Well

If they are top salespeople at your competitors, they know they are being treated well. They are making money. Wooing them away is fantasy. If you like fantasy, go watch Star Wars.

No Experience Necessary

The market is loaded with terrific sales candidates that are being overlooked everyday because recruiters fail to give them a chance. When instead, these are the type of people that you need to attract into your workforce.

With a solid onboarding program in place, new salespeople will be successful, no matter what they are selling.

To learn more about our sales recruitment solutions, visit AdvancedHiringSystems.com or call 703-229-4224 for a free consultation. Available Monday through Friday worldwide.

Alan Fendrich

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How to Get A Flood of the Best Sales Applicants You’ve Ever Seen

How to Get a Flood of the Best Sales Applicants You’ve Ever Seen   

Before the Internet, if you wanted 100 applicants to apply for a sales job, your company needed to be in New York or LA. But today your business can be anywhere and you’ll still get a flood of applicants.

The key is to write an ad that welcomes the studs and chases away the slugs.

Most sales ads are too general.

They waver when describing what the applicant gets for applying to work at your company.

Most sound like an HR job description. They list everything the applicant has to do or have done. There is nothing about what the applicants get.

Help Wanted – Sales Ads in Monster  Just Plain Suck

Scan the Ads in Monster.  The ads all look alike and none talk to top sales performers.  (NOTE: We have found Monster to be a poor choice to advertise a sales job.)

To draw large numbers of the “right” applicants you’ve got to talk to your applicants. Tell them you believe sales talent is the rarest and most important talent in the business.

Talk about how you are looking to give them what they want most.

Top sales talent wants money and power. Tell them how your company is a money and power factory for top sales talent.

Prove the money part by giving specific numbers. Tell them what the highest-paid salesperson in your company earns. Or if you’re a new company, tell them what they’ll earn based on your compensation strategy.

And don’t buy the BS that Millenials don’t want money, that they’re looking to serve humanity. Top salespeople are High Practicals. Weak salespeople want to be loved. Strong salespeople want to close business and earn more money.

Want to see all the steps to hiring salespeople who can close deals — and make you a ton of money? We’ve prepared a video that gives you step by step instructions.

Start Hiring Great Salespeople
Download our Sales Hiring Roadmap & 3-Video Series To See How You Can Start Now

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Top 2 Motivations of a Rockstar Salesperson

In the sales hiring process, the biggest challenge is managing your time investment. Anybody who has experienced sitting in an interview with a candidate who’s a total dud knows what that feels like.

The challenge is figuring out who you want to speak with and who to ignore from your applicants.

Top performers have similar beliefs and values.

We know this from having profiled nearly 200,000 applicants. When we’ve gone through and asked clients to profile their top performers, we’ve seen a 90% positive correlation. Not a misprint.

According to Abraham Maslow, the Father of American Psychology, salespeople are high practicals.

Great salespeople don’t wake up, open their eyes and say, “How can I serve humanity?”

Top salespeople wake up, open their eyes and ask themselves, “Where’s the Money” or “Where’s the Power?”

Money and power are two things that motivate genuine salespeople. They breathe a unique air from ordinary people. Every encounter with another human being is considered an opportunity to strike a deal or make a sale.

Power – Top performers are looking for a greater sense of control of their environment. Saving the whales is very low on their list. Yet sales hirers consistently choose salespeople who are not high practicals – and then wonder why their new hires can’t sell anything.

Money – People who are great at sales are always looking for the money. If they can’t find it, they create opportunities where they can get it. Money is a great motivation because it compels salespeople to be resourceful and ingenious in their methods. They don’t listen to a NO answer. All they hear is a YES.

Stop talking to applicants who don’t have money and power as their top values — if there ever was a secret in sales that’s worth revealing, it is this. You want to hire brilliant salespeople? Pay attention to what motivates them and show them the money.

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