Sales Guru Sue Barrett hit the nail on the head with her LinkedIn piece last week: one size does not fit all when it comes to selling. In fact, from what Accenture’s sales research shows us – one size doesn’t even come close.
Top performers at one company crumble at the next. Sometimes top performers at one company crumble even at the same company, in a different role.
In a diverse industry like sales, it’s obvious that what’s good for the goose isn’t always good for the gander, so what’s a sales recruiter to do?
3 sales recruiting tips you can implement today:
1. Eliminate “intuition” based hiring – “Management tend to perpetuate the cycle of sales inefficiencies. They still hire salespeople who appear to have the ‘gift of the gab.'” Sue’s wisdom may ring all too true to your sales team. In an attempt to identify top salespeople many managers make decisions based on gut feel. Although tempting, research has shown time and time again the expensive flaws in this approach.
2. Implement a sales recruiting tool – Adopt a sales recruiting tool that correlates existing performance data and characteristics of top performers. With this data you will be able to objectively identify what personality fits to your organization. Don’t panic if this is the first you’ve heard of such a tool, the technology is emerging. With that, today is always the best time to begin research – your competition may have started yesterday.
3. Identify exactly what you’re hiring for – You won’t get what you want if you don’t know what you’re looking for. Take the time to determine exactly the gap your team needs to fill. From there, you can look to identify any existing salespeople you’d like your new hire to emulate. Time spent on this process will pay for itself in the end with more quality applicants.
Until very recently, sales recruiting has been a gamble. As a sales professional you know first-hand the time, energy and money it takes to find a salesperson, let alone a top performer. Take 5 minutes. You owe it to yourself and your team to assess your current process. When data-backed rigor is introduced to sales recruiting and intuition is dialed down, sales teams see results.
Latest posts by Kayla Kozan (see all)
- HR Tech Conference 2016 Recap - October 7, 2016
- Workplace Incentives: What Top Talent Really Wants - October 3, 2016
- A Guide To HR Tech 2016 & The 5 Presentations We Can’t Wait To See - September 28, 2016