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.

There are a lot of decisions to make when you hire sales people and if you make the wrong move it could come to back haunt you for a long time. When you first put the word out that you are looking to hire new salesmen you have to have an understanding of what makes a good salesperson. Hopefully you already know it isn’t the way they are dressed or how good they look. There is absolutely no correlation between someone’s physical appearance and their success as a salesman.

Some of the most successful companies will have all applicants take a DISC assessment test before ever meeting them face-to-face. Those that are qualified based on the personality test process will be invited for an interview based on their skills and not their appearance. Many test results will also tell you if they have what it takes to be good in the position. Even though you may know what makes a good salesperson objectively testing for the traits will reduce the chances of you being swept up with someone with great sales ability that may not be able to close the sale.

It does take a special talent to hire sales people and whenever you are looking to make a sales hire you have to consider who is going to be conducting the interviews. Four interviews should be scheduled, three at the very least for a sales hire, and conducted by different people so you receive an objective assessment of their talent potential. Pre-employment testing, such as the DISC assessment should be done before any interviews take place. If the test reveals a lack of sales ability, interviews will likely be a waste of time.

It is not easy to hire sales people and one of the things you need to consider is if they are the type of person you want to be working with many years from now. While there’s certainly nothing wrong with using your own judgment when you hire sales people it can’t be the only thing on which the hiring decision is made.

There are numerous testing tools available to help make the best decision when you hire sales people and you need to take advantage of them all. There may still be someone who slips through that isn’t the best fit for the position but you have a much better chance of hiring the right salesperson for the position if you use all of the available tools in your toolbox.

With the help of the AHS Sales Hiring program, you’ll get very good at knowing how to hire sales people. The next question is; how will those salesmen perform once they’re under your sales manager’s guidance? You have to take into account the personality and values of your sales manager just as much as you do your sales hires. Building a sales team with top performers means nothing if the sales manager running the crew is a weak link.

Personality Profiles Matter with Managers, Too

Great salesmen have certain personality styles. DISC personality assessment tests show great sales hire applicants have these styles in common:

• High Drive
• Influential
• Steady and Focused
• Compliant

To hire and excel at training sales people with these personality styles is your goal. It’s also your goal to make sure your sales managers have the same traits. The bad news is top performing salesmen aren’t always the best sales managers. Make sure these traits are in place and then learn how to look beyond them for the additional traits of a great sales manager.

The Difference between Great Salesmen and Great Sales Managers

Another personality style you’ll notice with top performing salesmen and saleswomen is that they are usually very independent. Hire sales people who are self-motivated and you’ll have a much stronger sales team. The flip side of that coin is what happens when you make one of those highly independent top performing sales people a manager. A manager that is too independent won’t best serve the needs of the team.

The great sales manager finds a way to adapt their independent personality style that made them a great sales person to begin with.

Natural Style vs. Adapted Style

Successfully training sales people and building a sales team require that your sales manager have or develop an adapted personality style. This means that they are capable of taking their natural sales personality style and cater it to fit the demands of the sales manager role.

• Natural Style – Salesmen and sales managers have a personality style that comes naturally. This is their natural default way of approaching their jobs. They are usually naturally independent, steady, influential, etc.

• Adapted Style – This is how salesmen and sales managers see themselves needing to behave in order to do the job well. Salesmen who show signs of being capable of adapting their personality styles tend to be more successful sales managers. This is where the fierce independence of a top sales performer can be adapted to the team player mindset of a strong leader.

How Do You Know if Your Sales Manager Is Adaptable?

The DISC assessment test can be given to sales manager applicants. This test will analyze the potential sales manager’s natural vs. adapted personality styles and give you an indication of their ability to head your sales team.

Remember this important point. A sales hire applicant can show all the signs of being a top performer throughout the interview, but still fail after a few months on the job if your sales manager isn’t the right fit. Make sure your leader has the traits and adaptability necessary to support and guide the successful sales team your company deserves.