When it comes to creating a great sales team, it’s important to have a clear understanding of what you are looking for in a new team member. According to an article in Entrepreneur Magazine, a single bad hire can cost a company $60,000 to $120,000. Clearly, that's not the way you want to spend company funds. We have a little homework for you to do before you start the interviewing process. These simple actions could be the difference between hiring a good team and a great team.
Here are five things to consider when hiring a sales person:
1. Be clear in the job description
One of the most important steps in hiring the right person is to be clear in the description of the job. Do you need a customer-facing rep or one that takes more of consultative approach? Know what type of rep you need and state the description accurately so you will attract the best in the business. Be clear about key details from the travel they will be expected to do to the territory they will cover. Lack of communication will hurt your turnover rate more if what you expect isn’t delivered clearly from the beginning.
2. Hire those who want to learn
We live and work in a world that constantly bombards us with information on any topic, much of which includes best practices, innovations and improvements. Search for reps that embrace new technology, techniques and strategies and want to push themselves to perform better than the year before. These people are the team members who raise their hand first in a meeting to provide an idea or suggest an improvement to current tactics.
Knowing the traits you are looking for will help you hire the right people for the position, decreasing turnover and building sales each year.
3. Outline the pay structure
Let’s face it, money is a motivator for any employee, especially reps and we wouldn’t want them any other way. They are hungry “go-getters” that will go after the prize each and every month, which is hard work that deserves the respect of a clear compensation plan. Make sure you outline the pay structure in a way that any person can understand it and review it with your candidate at the appropriate time. Be open about expense reports and mileage reimbursements, especially if they will be required to travel often.
4. Be clear about the marketplace and competition
Reps need a good understanding of what they are up against before they begin in their new job. Describe the company’s strengths, weaknesses and opportunities with them, and review how the competition is affecting business. Review the account list and the history of the accounts they will work on, discuss how much new business they will have to drum up. These are challenges that your new rep will face their first day on the job. Be honest about what they will face and prepare them for the challenges ahead, should they get hired. This may “weed out” those who wouldn’t have made the cut in the competitive environment, saving you and your team time and money.
5. List the qualities of an ideal member of your team
Before you begin to interview, know what qualities in a person that you are looking for – what is lacking from your team that you need to see in the next person you hire. Are you searching for energetic, experienced, patient, trustworthy and flexible? Knowing the traits you are looking for will help you hire the right people for the job, decreasing turnover and building sales each year.
Don’t be overwhelmed with the hiring process. Try these key steps to help simplify the process of finding the right people for your team’s sales growth.