I often hear business owners and managers comment on how difficult it is to find a good sales person. One way to improve your chances in any circumstance is to have a process you follow. This is the process I have found to be successful in my searches.
Create job description: Seems simple but in many small businesses job descriptions are based on who is hired instead of hiring to the job needed to be done. You need details, not simply “outside sales”. Use this link (http://www.salesmanagernow.com/documents/SampleJobDescription.pdf) for a sample job description.
Create an advertisement for position: Be specific, share compensation range and don’t by shy about your companies desirable qualities. Good people are looking for good places to work not just any job or pay scale. Sure money is important but the environment will attract good people more than you are aware of.
Place the advertisement – You might want to run a couple of weeks. If you get flooded the first week you can cut it back.
Use your employees to search: Make sure all employees get a copy of job description and allow them to search. Paying a spiff is not a bad idea. I suggest half on hire and half after 90 days.
Receive resumes: (don’t interview until you are done receiving resumes)
Review resumes to eliminate obvious mismatches
Conduct phone interviews: Always a good call to get a sense of person before going face to face. This is also a time you can answer any question marks you found on their resumes.
Schedule interviews: (hopefully 4-8 candidates)
Prepare interview questions: If you want to make a good impression be prepared. You should have a set a questions you will ask each candidate as well as specific questions for each based on their resume.
Conduct interviews: If you are team oriented involve teammates in interview process. Make sure they understand legalities and coach them on areas you want them to focus on.
Sales Profiles: Ask finalist (2-4) to complete a Sales Profile.
Review profiles and prepare questions and strategy for final interviews: The Sales Profile will furnish questions to ask as well as your team.
Conduct final interviews: Give candidates information on how they will be contacted when interview complete.
Make selection and draft an offer letter: The offer letter explains when they would start, compensation and benefit details.
Call candidate and make verbal offer: If they accept have them come in next day to sign offer letter and get things rolling.
Contact all those interviewed and inform them of your decision.
Sales Recruitment and Hiring Process - To learn more about this author, visit Rene Zamora's Website.
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Rene Zamora
(Visit Rene's Website)
My name is Rene Zamora and I am the
President of Sales Manager Now. The
concept of bringing professional sales
management services to small businesses
evolved through my own professional
experience. Twenty seven years of sales
and sales management experience combined
with a training and consulting practice(www.renezamora
.net) birthed Sales Manager Now.
The vision was two fold. First, make it
possible for professional sales managers
like myself to work with small business
and escape the corporate environment.
Secondly, bring high level sales
management to progressive small businesses
at an affordable fee. When I say sales
management, that is what I mean, I become
the company sales manager.
The most significant reason I work with
small businesses is I enjoy being part of
the team. I enjoy rolling up my sleeves
and being part of a business struggles and
successes. I work on the Jerry McGuire
philosophy, less clients with more
personal attention.
I wish you the best,
Rene Zamora
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