Sales Recruitment and Hiring Process
Sales Recruitment and Hiring Process
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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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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Dave KurlanDave Kurlan is the founder and CEO of Objective Management Group, Inc., the industry leader in sales assessments and sales force evaluations, and the CEO of David Kurlan & Associates, Inc., a consulting firm specializing in sales force development. Dave has been a top rated speaker at Inc. Magazine's Conference on Growing the Company, the Sales & Marketing Management Conference and the Gazelles Sales & Marketing Summit. He has been featured on radio and TV, including World Business Review with General Norman Schwarzkopf, in Inc. Magazine, Selling Power Magazine, Sales & Marketing Management Magazine and Incentive Magazine. He is the author of Mindless Selling and Baseline Selling – How to Become a Sales Superstar by Using What You Already Know about the Game of Baseball. He created and wrote STAR, a proprietary recruiting process for hiring great salespeople, and he writes Understanding the Sales Force, a popular business Blog and is a contributing author to The Death of 20th Century Selling and 101 Great Ways to Improve Your Life, Volume 2. - Visit Dave Kurlan's Website |
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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George LudwigGeorge Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves: 60 Quick Tips to Improve Your Position in Life & Business. - Visit George Ludwig's Website |
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Kim CastleWith nearly two decades in the advertising and design business, with clients like Domino's Pizza, General Motors, Direct TV, Pedigree, Wolfgang Puck, Higher Octave Music, Hollywood Celebrity Products, Disney, and Paramount, as well as thousands of entrepreneurs around the world define, structure, communicate, and position their business for greater profits, BrandU(R) co-creators Kim Castle and W. Vito Montone discovered that entrepreneurs could experience the same power that big brands command for a fraction of the cost with the world's only process-based results-drive Integral approach to business creation. BrandU(R) is helping entrepreneurs grow with the power of extreme clarity from idea...to brand...to market(TM) and helping one million entrepreneurs become successful and whole so that they can make a difference in the world. Are you one of them? If you want to experience clarity all the way to the bank(TM), get started now at http://www.brandu.com. - Visit Kim Castle's Website |
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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