Okay. We get it. You can’t seem to land a good salesperson on your team. Perhaps it’s the unmatched fate, perhaps it’s the bad luck, or perhaps it’s all in you. Here, Rekruta has compiled 10 reasons why your sales hiring often ends up badly.
1. You don’t fully understand the role of sales.
You need to know that not all sales positions are the same. Some positions might need different approaches or types of persons. You need to map out and determine the type of persons that can fit into specific positions. Perhaps you need a hunter who can score new clients (check out the tips by Jenny Jedeikin from LinkedIn Talent Solutions here), or maybe you need someone who can nurture the existing client base or a farmer instead.
2. You’re not looking at the right places.
Most sales position lookers that are in job portals (e.g: Monsters, Jobstreet) right now are either fresh grads, or people who don’t possess the best skills for sales. The top performers in sales area are likely to be already employed and not spending their time scouring job boards. If you want these golden sales people, you need to do your homework and source them specifically. You can use referrals or LinkedIn to find out if this person is the one for you.
3. You’re not listening during in the interviews.
Most hiring managers are so desperate to hire a salesperson and they often turn the interview into a sales pitch, where they do all the talking instead of listening and making an objective assessment on the candidate’s skills and experiences. Do them a favor, ask the right questions, and listen very closely so that you know if this person is the one or not.
4. You’re hiring the one that’s available, not the one you need.
Great salespeople only make up between 10-15% of the total sales population, and many hiring leaders are realizing that attracting and hiring the best salespeople takes a big chunk of time, effort, and resources. This leads to them simply trying to fill a vacant seat without actually taking time to hire. The solution? Have a continuous hiring and build your talent database you can always go to whenever there’s an empty spot.
5. You’re not conducting enough reference checks.
Embrace that reference checks that you often dread, because it might be your last way of knowing whether the candidate you’re processing now actually has the skills they are talking about or not. The best references an employer can contact are those who were in a management position, equipped with the ability to comment on a candidate’s work habits and selling success, and those not necessarily provided by the candidates.
6. You have too much trust in your gut.
You know that feeling when you feel like this is the one? Yeah, that feeling doesn’t always speak truth. Have a coordinated hiring process with at least three stages of interviews with all the relevant users and yourself to mitigate yourself from the risk of being bias.
7. You don’t have good on-boarding program.
The recruitment process does not end with the offer letter. Without a good on-boarding program, the new hires might feel under-appreciated, perform less in the job, and have a higher chance to move to another job in a short time. Implement a serious, effective on-boarding process and create a good impression of your company to your new hires.
8. You don’t have good online branding.
This often comes with newly made startups. You know you have great vision and product, but no one knows you yet. This also translates to your employees. You’re having trouble recruiting, because no one wants to join your company. They never even heard of you before. What now? Team up with your marketing team, and create good exposure of online branding to attract these sales talents to your team much easily.
9. Your compensation plan sucks.
Let’s face it. No one wants to be hired by a flat compensation plan. In fact, most salespeople rank it at the top of their list as the most important factor when debating whether or not to consider an employment opportunity. Remember to keep your compensation plan simple, stable, and timely between the salary and the commission payout.
10. Your candidates do not have the Sales Gene.
The last but not least; your candidates simply do not have what it takes to be a sales performer. The sales gene is one of the most important elements a hiring manager needs to consider, yet the hardest to evaluate. Look for key indicators of Sales gene in your interviews or use third-party psychometric assessments. Sales gene consists of the sum of the key traits great salespeople possess either through genetics, education and learning, or successful job experience.
So, what do you think? Do you feel like you have done one or more things we mention above? Feel free to talk about it in the comment section below.
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