How to Hire Top Sales Talent

Good organizations need sales teams that are high-performing and can communicate clearly. As a supervisor or manager, it’s your job to cultivate strong teams by hiring top sales talent. But we all know that hiring the right person for the right job is far from easy. However, with the right recruitment and hiring strategies in place, you’ll find that hiring top sales talent is easier than you thought. Keep on reading for our tips and tricks for hiring top sales talent.

Know What Your Company Needs 

Start out with a brainstorming session, during which ask yourself some important questions. The short list below will help you get started:

  1. Do you want your team at the office, or would you rather be fully remote? Why or why not? 
  2. Based on the environment, what skills do you see being more important? 
  3. What short-term skills or training is needed to bridge skills gaps if they exist? 

Questions to Ask When Hiring

To determine if candidates will be an asset to your organization, it’s important to ask the right questions during the interview process. To that end, here are a couple of questions you should probably ask when hiring a new sales talent:

  • What are the biggest challenges you often face at work?

This question helps you understand how the candidate works and what may potentially trip them up. A thoughtful answer also indicates that they have the mindfulness and self-awareness to continuously make improvements so they can become a more productive member of the team.

  • What Is Your Greatest Strength/Weakness?

As the interviewer, you don’t want to shy away from the strengths and weaknesses question, as it can help you learn a lot about the person you’re interviewing. Depending on how the candidate answers, it can help you determine if their weaknesses might mean they’ll be a liability in the role or struggle to do aspects of the job. It’ll also show you whether the candidate has actually thought about their own shortcomings – if they stumble on this question, or don’t seem to know what to say, that’s a sign they may not have a lot of self-awareness.

  • What does your typical workday look like in your current role?

Asking this question helps you gain insight into how well a candidate organizes their day and prioritizes assignments. Employees who apply a clear structure to their days tend to be more productive and able to devote their energy to high-value tasks that matter most. 

  • How do you deal with distractions?

Distraction is a major productivity killer so it’s important that employees have developed effective techniques to help them focus and use their time effectively. This also helps you identify candidates who can manage their workload efficiently to get the most done while maintaining a certain level of quality.

  • Get Your Team Involved 

When interviews are shared among the team everyone can evaluate the questions and answers. The result tends to be a decision that is focused on the job description and skills needed, instead of personality. Although many of us hate to admit that our bias is unconscious.

Sharing the videos among the team also adds a layer of accountability and increases the likelihood that the candidate is evaluated based on their answers rather than bias, intuition, or gut feeling. Let’s be real about this, we tend to hire people who are like us, but sometimes we aren’t the best person for the position anyway.  

ebs/Growth can Help you Get Started!

Whether you’re starting your own business or a veteran CEO, hiring the correct person can make all the difference between a successful team and an unsuccessful one. At EBS we use a data-driven approach to recruiting that will help you hire top sales talent without affecting your bottom line. For more information on our sales talent hiring services click here.

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