Okay, the title was not so great, yet, the message is outstanding. So here goes. When you are hiring major account sales people, you need to get more objective information about the quality of the candidate. The key here is the objective. Too often the only thing hiring managers use is their “gut” in making [...]
How to Determine a Sales Person’s Selling Skills Level
It would appear to be a fundamental element in the hiring of a sales person to know their current level of selling skills knowledge. Yet, this seems to be one of the missing elements in the hiring process of sales people. Specifically, a real Sales Professional should offer no resistance to allowing a hiring sales [...]
Thoughts About Experience Levels
One of the most interesting discussions I have with sales team hiring managers is the issue of experience. I have found some managers do not want to hire people who have been selling in their industry for 10+ years. Their reasoning is they have to unlearn too much in order to sell the way the [...]
Even Laid Back Sales Candidates Can Sell – If
One of the most interesting thing I have found through the years of working with sales teams and particularly b2b sales teams is laid back appearing people can win BIG. That is right. Now to the fast paced sales manager who is not aware of either behavioral styles or workplace motivators, the only thing they [...]
Behavioral or DISC Assessments are Not Enough
If you are looking to hire real Sales Winners, then the practice of only using a behavioral or DISC assessment as the only tool of choice is a major mistake. Sure using only one assessment keeps your cost down, yet, how costly is hiring an unproductive sales person? If you are not certain of the [...]
If Your Sales People Sell to the C Suite of Executives – Do This
When your sales people are expected to sell comfortably to the C-Suite Executives then you need to have the sales candidates have a group as well as individual interviews with your executives. One of my used this technique very effectively in weeding out candidates who became nervous or had very poor rapport with a group [...]