We talk regularly with hiring managers that want to add a sales professional to his or her team. We ask that they consider three things. Expectations, Testing, and the Process and Timeline.
Here’s an explanation of the three areas of planning in the hiring of a sales person.
Number one: Define expectations, and clarify whether #1, you want a hunter or a farmer.
When hiring a sales manager or sales professional the first thing you want to ask yourself is ‘what do I expect in terms of performance? ‘ Have I put that in writing? The classic dichotomy in sales – do we need a hunter or a farmer? Is this person a business development manager or an account executive? The answer to that question for many is “both.” I think, though, there’s an important step that takes place in the planning of a new sales hire in which you decide which of these two approaches best defines the key requirements expected of that new person.
Number two: Testing and decide whether there’s a tool you want to use.
Testing is number two. I’m a recovering HR professional, so expect a slight bias for assessment tools. Hiring sales professionals can be a real subjective process. And many hiring managers use their own instincts, the market-savvy external recruiter, and quality reference checks to guide them in the decision. Some, though, go one step further, and use one or more testing tools, such as a personal profiling tool like DISC, is the person naturally a high D? a high I? a high C? Or a close combination as their most comfortable style? Whether it is a sales assessment tool, an aptitude test or a personal profile. . . Do you want to use any of these tools as part of your process? If no, that’s fine. Know that they are available; and give you more information you don’t get in an interview or a reference.
Number three: Define the process in advance.
The third tip is to define for your group the Process in advance. Who will screen the candidates? Who will do the on-line or in-person interviewing? Will there be face-to-face meetings with candidates? Who ultimately will make the decision? Or if its 2 or 3 individuals that need to agree, define that upfront. And determine a timeline. When do you want the person on board? How long can you afford not to have them on board? Because we know in recruiting, timing is everything. As we talk with candidates, making sure that you have a timeline defined creates a tighter feel to the process and gives you a better chance of making a great hire.
This is money well spent. Each one of these steps planning this process can save you and your company literally hundreds of thousands of dollars. Hiring the right sales professional can generate large additional revenues for your business and can create the revenue growth you may be seeking for your organization.
Remember in today’s job market, it’s a competitive mutual assessment process. What gives you the best chance of creating a process that will lead to a great hire? With our HR expertise, we help companies plan these initial considerations. So put your best foot forward as an organization. And if you are contemplating a new sales leader, we can help you, e-mail or text us, or give us a call.
