Sales teams are the lifeblood of any company. Without a good sales team, your company will struggle to make money. In the following paragraphs, we will discuss how to hire a sales team, or a salesperson, that will help your business grow. We’ll cover what to look for in a good salesperson, how to screen candidates, and what questions you should ask during the interview process. So, if you’re looking to hire a sales team, be sure to read all the strategies below!
Finding The Right Person
When it comes to hiring a sales team, the most important thing to remember is that you need to find people who are already good at selling and have a track record for success. This may seem like an obvious point, but it’s one that many companies overlook, and they hire someone who doesn’t have any experience or is better at taking care of clients or customers but not finding new client opportunities. That is a major distinction to be aware of. Some might refer to this as a “farmer” (good at taking care of clients) vs. a “hunter” (good at finding new customers”). I’m guessing you are looking for a hunter and not a farmer, so be sure to clarify that during your interviews.
A good salesperson can build rapport with potential customers, identify their needs, find a solution, and then sell your product or service if it’s a fit. They should also be able to handle rejection well, as they will likely face a lot of it, and they must know it’s not personal.
Write A Compelling Job Role
The first step is to write a compelling job role and job description that is in alignment with your values. Write the job role first so you know exactly what they will be handling and then write the job description for your posting. If you aren’t sure how to do this, I recommend consulting with a professional who can help you easily get this done.
To find good salespeople, you can begin by asking your network. I’ve found that my best salespeople came through a referral. Next, you can search online job boards or look for candidates through social media sites like LinkedIn. Finally, you can post your position on job sites, social media and even email it to your list. You never know who might see it!
Screen Them Carefully
Once you have a few candidates lined up, the next step is to screen them carefully. You’ll want to make sure that they have the necessary skills and experience for the job, as well as a great attitude! Ask them to share their past sales success stories so you can get a sense of their ability to find new opportunities as well as close sales.
To screen candidates, you can ask them to share what their 90-day plan would look like once they are on board with you. This question might surprise you, but I find that I learn a lot from that question in terms of whether they can hit the ground running or if I am going to have to do a lot of training.
You can also ask them to do a role-playing exercise in which they pretend to sell your product or service to you. If they’re able to create a 90-day plan on the fly as well as successfully role-play with you, then it’s likely that they at least have a decent amount of sales experience.
Ask Open-Ended Questions
During the interview process, you’ll want to ask open-ended questions that will help you get a better understanding of their selling style and how they would handle various situations. You should also inquire about their previous experience and why they’re interested in working for your company. Really listen for what they are sharing and what they seem to omit because that can give you a lot of information as well.
Have you seen Will Smith’s movie, Hitch? In it, Will plays the “date doctor”, helping his clients find love. I love that movie! One of the things that Will teaches his student, Kevin James, is that his date is always watching him, and she is predicting how the relationship might go based on how the date goes. You can apply that same analogy to hiring a salesperson. How they show up for the interview and how they thank you (or don’t thank you) after is usually how they will treat their clients. I remember when one of my prospective sales professionals followed up by mailing me a beautiful, typed letter along with a chocolate foot. The note opened with “I’d love to get a foot in the door!” I was impressed with his creative follow up skills and he made it to the second round of interviews.
Follow the Steps
If you follow the steps outlined above, you’ll be well on your way to hiring a great sales team that will help your business grow. Just remember to take your time, screen candidates carefully, and ask the open-ended questions you’ve prepared during the interview process. With a little effort, you’ll be able to find the perfect sales team for your company!
I hope this short article was helpful in giving you some guidance on how to hire a salesperson or a sales team. If you have any questions, feel free to leave them in the comments section below. Happy hiring!
