Just as your facial profile is more than just your nose, your forehead, your chin, or your neck, there are also many aspects of a salesperson profile—they stand out individually, but they also work together to complete the whole picture. When you’re thinking about sales hiring, you probably have qualities in mind that are especially important for your particular business. If you somehow manage to find the perfect salesperson, she’ll be strong in every aspect of the profile.

But how many perfect salespeople are out there? If they exist, you can bet they’ve been noticed, and you may not get a shot at them. But you can make sure that you have a shot at getting the type of person with the particular attributes that are especially important to you. Start by closely examining the candidate’s pre employment assessment test to assess her strengths and weaknesses.

Let’s say you have the type of business where your salespeople must be strong in the consultant quality. These are customer-focused people who build relationships with customers and secure their loyalty for the long term. These customers view your salespeople as more than just grasping individuals out to get their money. While that type might work for some businesses, that’s the kind of salesperson profile you’d rather avoid.

The reason that you have customers is mainly because they have some kind of problem. A person who is strong in the consultant aspect of the salesperson profile is a creative problem solver. While some types of salesmen will throw facts and figures at the customer and then try to close the deal, the consultant type will listen to how the customer describes the problem, ask questions, determine the customer needs, and make the sales presentation based on those needs. Not just anyone has this level of human relations skills, but a salesperson profile that demonstrates a strong consultant ability will identify the right type of person.

The fact is, a strong consultant type comes across not just as someone who wants to sell, but someone who wants to help, to provide value. She responds to objections thoughtfully, allowing the customer to express her concerns, then alleviating them with relevant information. Customers respect her opinion, ask for her advice, and return to her when they need help with another problem. Her competence in knowing her product and providing outstanding service, coupled with her enthusiasm for dealing with her customers, creates a bond that’s virtually unbreakable.

Advanced Hiring System’s process of sales hiring helps you to identify the right type of salesperson profile for your business’s needs. After you’ve recruited the right candidates for the position, you can narrow them down to a manageable three or four once you analyze the results of their Values and Styles matrices. If you go through the process as recommended, the choice for your new hire should be as plain as the nose on your face!

Ask any sales manager what their worst job is and 3 out of 4 times they’ll say “hiring salespeople.” In fact, most sales managers, who’ve had some experience in the job, can tell you about some real disaster sales hires they’ve made.

Want to be a successful sales manager?  Realize, then, that you must stop doing what everyone else is doing – because most sales managers don’t know beans about how to hire salespeople.

Just to review and make sure we know how most sales managers approach sales hiring (and what does not work), they: 1) Run ads for salespeople.  2) They get a bunch of resumes in and flip through them looking for previous sales experience, no typos, or a good-looking resume. 3) Next, they call in the selected applicants from the resumes they picked for interviews. 4) Finally, they conduct a “non-scripted interview” and try to pick which applicant will most likely succeed for them.

This is a formula for sales hiring disaster!

 A Better Way to Hire Salespeople

Instead, take an entirely new approach at looking for salespeople. Changing your approach to sales hiring will at least double your sales hiring success.

Here are the secrets of sales hiring success:

1.  Use a systematic approach to sales hiring. Have a written procedure, step-by-step, of how your hiring system works. Doing this will help you overcome the urge to jump at hiring too quickly. Having a written system will also help you to see how all of the steps of your plan to hire a great salesperson. Just like you can’t run to “Home plate” before you touch “Third Base”, you can’t skip steps hiring salespeople.
2.  Make sure your recruitment ad uses the “right words”. Words are “symbols” in our brains. If I say “Mother” or “Patriotism” or “War”, you and I all feel a certain “tinge.” It is measurable and real. What this teaches us is that if you use the wrong words, you attract the wrong people. Be very careful that the words you use are right. And, since this is the beginning of the process, it is a very important step. The expression, “How you start is how you finish” applies here. Check your ad carefully. Make sure it attracts Money-motivated people who enjoy convincing other people to do what it is they want them to do.
3. Test applicants with scientifically validated profile tools before you meet them. There are certain values and personality characteristics that are found in the overwhelming majority of great salespeople. Profiles can accurately test for these characteristics. You need two: one for values and one for personality style. Use them before you talk to applicants. In this way, you’ll be focusing your energy on the applicants who are most likely to succeed. While it is true that some people who do not test well who can possibly succeed at sales, statistically the “odds” are against them. It is like playing cards and being dealt a good hand or a bad hand. Good cards make good players better.
4. Send rejection letters to applicants who do not pass the profiles. This is an important step in the process. It helps you keep the pipeline clear of applicants who don’t make the grade.
5.  Conduct a structured, tangential interview over at least 3, and preferably 4 meetings. What this means is, first, ask the same questions of all applicants in the same order. It gives you a better way to compare applicants. Secondly, rather than ask direct questions where it is easy to give the answer they know you are looking for, make them give you examples. Finally, four separate meetings in an ideal way to find out if the applicant really is as good as they looked at the first meeting.

Taking these five steps and putting them into action will help you to double the sales hiring results you are achieving. When you put pen to paper, this is one of the best investments of time you can possibly make.

Great salespeople are the key to your success as a sales manager. Increasing the strength of your sales team gives you much more leverage. You can do more with less. You can have more predictable results, from quarter to quarter. In other words, your most important job should be hiring great salespeople.

If you’d like to know what sales hiring method is right for you, so you don’t waste time and money on sales profiling tools or head hunters, click here to get your sales hiring Score Card. Your Score Card will gauge your company’s readiness to successfully hire a Quality Sales Person.

Good luck and great sales hiring!

Alan Fendrich

When you first hire salespeople for your company, you hope you’ve made good choices. If you’ve used the Advanced Hiring System, odds are 3 to 1 that you’ve made some excellent hires. They begin to show their promise right away, and there’s a spirit of friendly competitiveness that fills the workplace with electricity—and customer orders.

 Before you pat yourself on the back, however, you need to accept the challenge of keeping that momentum going. And it is a challenge. If the work environment becomes stagnant, your great sales force sometimes loses the energy that they started out with. After all, according to the system’s personality profile, you hire salespeople who are highly motivated, independent thinking, top performers, and they love a challenge. If they reach a point where the challenge is no longer there, they may lose some of the spark that has driven them to be top performers.

It’s called complacency, and it can lead to mediocre efforts if it’s not addressed. Of course it’s a worst-case scenario, but after you hire salespeople, if any of them get to the point where they have achieved all their goals, and they feel satisfied with the level of compensation they are receiving, they may begin to lose some of their drive to sell, letting someone else handle any extra leads. You may not see a drop in sales, but you won’t see the growth charts climb, either.

That’s one reason why it’s important for sales managers and employers to maintain a recruitment mentality and continue to hire salespeople—to infuse the sales team with new blood, new ideas, and new challenges. When there are more people competing for the money and the power, the true sales personality feels challenged to push on.

Many times, the need to hire salespeople on a regular basis stays consistent.  Some of your top performers retire, so you need to replace them. Some of them move or move on, and some of them burn out. (Those are the few who somehow managed to slip through the AHS cracks.) There may even have been some duds whom you had to let go. In these cases, your turnover rate remains consistent and you just naturally have to keep hiring new talent.

But what if none of that is occurring? If you crunch the numbers, wouldn’t it be a good idea to continue to hire salespeople on a regular basis? Since you’re more likely than not to end up with another top performer, it will boost your sales figures, and make you more money than it will cost you. Not just because the new hire is bringing in more sales, but because the rest of the sales force is suddenly magically revitalized—they don’t want the “new guy” to steal any of their thunder.

If you need another reason to hire salespeople on a regular basis, how about this one? If there are any top performers out there, you have a better chance of snagging them before your competition does.  That will leave the opposition team stuck with the B players. What a shame.