There is more to hiring employees than testing and many managers believe they have what it takes to hire the right ones. However, being a self-proclaimed people person does not mean you know how to hire employees.  You have probably heard people claim, or have done so yourself, that they are really good at reading people and in some instances that may be true. While that may work in some cases, they may not completely understand how to conduct an interview to get the most out of the answers.

Some people seem to have a natural ability when it comes to reading people but if they don’t know how to conduct an interview some of the best salesmen may slip through their fingers. It takes more than knowing what makes a good salesman when conducting interviews and in order to choose the best you need a means of evaluating them both on their ability to do the job you are hiring for as well as how they compare to other candidates for the same position.

When hiring you need to have more than one person interviewed. In fact, three should be the minimum number of interviews conducted for the position in order to compare all of the factors of the personalities for what makes a good salesman. Since you don’t want to have a panel discussion with all of the candidates at the same, which is not how to hire employees, you will need to ask them all the exact same questions in the same order to be able to accurately judge and compare their responses.

One of the best methods used by those who know how to hire employees is to take notes during the interview. You aren’t going to remember their answers and you will need to have something on which to base your final decision.

The one in charge of first interview should know as much about how to hire employees as the one conducting the second, third and hopefully the fourth interview. Don’t be afraid to look at current employees as part of your sales recruiting as you may find some hidden talent in your current ranks. In fact, there is nothing wrong with continuously sales recruiting as you talk with your employees on a daily basis. If you really know how to hire employees you might be surprised what you can learn during casual conversation with people that already work for you.

The concept of personality tests has been around for centuries, but it wasn’t until the 20^th century that they became part of mainstream business testing. Some believe that it requires a certain type of person to be successful and the results of a sales personality test can provide a good indication that your candidate basically has what it takes to be good salesmen.

By using a Marston sales personality test often called a DISC test even those without any sales experience may show up as being a qualified candidate. The results of a quality test will reveal two distinct personality traits and the two styles they reveal:

• Natural style, which is their inner personality and what is natural for them;
• Adaptive style, which is how they adapt to fit their current situation

To better understand the traits it can be simplified by saying the person with a natural style is going to act how they would act and say what they will say regardless of their circumstance. A person with an adaptive style will act or say what they believe someone around them wants them to say or do. This sales personality test is often included in recruitment management software packages and should be one of the top choices when identifying potential top performers with the right salesperson profile.

The DISC test looks at the four basic aspects of a person’s personality including drive, influence, steadiness and compliance. Drive, often considered the ego drive, is usually presented with the can do attitude, such as ‘I can do this’ or ‘It’s up to me to get this done.’ Influence is the ability to convince others that something needs to be done by communicating in a way the other person is comfortable with.

A person’s steadiness is their willingness to work late, or arrive early to get the job done. Basically not willing to leave until the job is done and done right. Compliance is the person’s willingness to follow direction. Do they see directions as carved in stone and to be followed without question or do they see direction more as a guideline that is open for interpretation?

The results of a sales personality test can be very revealing and before you get started using them during job interviews it is important to understand how to interpret the outcome. Above all, if you want to hire the best salespeople you need to use this test to ensure you hire the right personality type for the position.

Want to know how to hire employees for your sales department who perform better than average, and who, in doing so, will boost your sales, and consolidate your position on the market? Then you need to learn about how to change sales recruiting methods, as well as what makes a good salesman, and how to conduct an interview, all of which are extensively covered in the AHS sales hiring course.

 Getting Started with Sales Recruiting

Knowing how to hire employees is the first step in improving your hiring process. The essential thing you have to know is this: you need to do things differently. If you’re using old recruiting methods that rely too much on what’s written in the applicants’ resume, the rate at which you’ll hire top performers will be low, too low.

AHS sales hiring course offers a 4-step approach to the hiring process, guiding you from the ad placing for the job to the applicant referrals checking. Each step in the hiring process is broken down into smaller sections, so you can grasp everything quicker and put it into practice more easily.

What Makes a Good Salesman?

Most salespersons who send you their applications are only average and you don’t really want to build your team around them. A top salesperson outperforms an average one by 500%, which is why you really want the best of the best on your team. But how can you figure out who are the best ones?

Understand the values they espouse by having them undergo a highly-effective business personality test. You want salespersons whose interests boil down to money and power – these two always characterize the top performers. Checking whether a candidate has or not these values is easy through the DISC assessment model AHS sales hiring course proposes.

How to Take an Interview?

Extensive interviewing is required to understand how job candidates truly are. For best results, use the 4-step interviewing module proposed by AHS, which makes you aware of who you’re interviewing, and which helps you avoid the traps that most sales managers fall prey to. The AHS interviewing module is simple and straightforward, which is why despite its thoroughness, it remains quick and accessible. Carrying out four separate interviews is the best answer to ‘how to hire employees more effectively?’

Conclusion

The truth is that most sales managers don’t know how to hire employees effectively. That’s the reason why the majority of sales departments are overcrowded with average salesmen.

If you’re a sales manager who wants to stand out by knowing how to hire employees who are better than the average, then change the way you do things, and adopt a superior hiring system. Advanced Hiring Systems sales hiring course can help you do that now.