Sales teams are similar to the superheroes of many companies, as they push the company forward by bringing in revenue. However, it is a huge decision to choose the right salespeople. You should be able to tell when it’s time to hire them, know what you want them to achieve for your business, and also be able to identify the ones worth keeping. If you make a mistake in any of these areas, it could cost you dearly in terms of both money and time. This is why top sales recruiters have shared their secrets on how to build such a team; read on for more information.
6 Secrets for Recruiting & Managing Exceptional Sales Teams
A sales recruiting firm knows how important it is to have the best salespeople onboard & also nurture them well throughout their time at the organization. This contributes significantly towards any business’ success because having top class sales persons who understand what needs to be done will always lead to more profits.
However, finding such individuals can be quite challenging. When looking for people who can sell a company’s products or services well:
It’s important that you get timing right,
You should have an idea about what success looks like (and possibly even a plan) in place and
Make sure not overlook those candidates whose personalities seem like they would fit in with your existing sales team members too.
If you end up hiring someone who doesn’t do a good job or decides to leave the company soon after joining, then you’ll have to go through the process of replacing them which again takes up lots of resources.
Table of Contents
1. Start with Evaluation
Assessing your sales team is crucial to determining whether and how you should expand it. If your current team is doing great and can handle future growth, maybe some extra training or a new pay plan is all that is needed. But if you need more hands-on experience or want to shake up your team with fresh faces, that’s something to consider as well.
2. Figure Out the Right Time
A successful sales hiring plan hinges on sales recruiters and team leaders knowing when to bring in new sales reps. Before diving into hiring, staying in the loop with what is happening in the sales world and within your own company is vital. By keeping tabs on trends and patterns, you can gauge if it is the right time to expand your team. Look for signs like progress with your current hires, expected growth, and complex buying processes.
3. Conduct Detailed Interview
Make sure your interview process is comprehensive. Dive deep to evaluate skills, experience, and whether they fit perfectly. Ask behavioral questions to understand how they would handle different scenarios they might encounter. Pinpoint the core skills your sales team needs and concentrate your hiring efforts on finding people to fill those gaps.
4. Be Prepared with a Candidate Profile
When expanding your sales team, crafting a hiring profile is necessary. This profile outlines the ideal qualities and experiences you seek in new representatives. It is crucial to be specific rather than general. For instance, selling enterprise software requires skills different from selling insurance. So, your profile should ditch vague terms like “high performing” and instead zero in on specifics like experience in a particular industry, ability to work across teams, and familiarity with technology or software services. Your hiring profile needs to paint a clear picture of the sales environment you aim to build.
5. Create a supportive team vibe
Build a positive team culture by promoting teamwork, open communication, and celebrating individual and group wins. This boosts morale and keeps your sales squad fired up. Encourage active participation from everyone in your team. Keep the engagement high by analyzing sales numbers, giving feedback often, and using data to spot any signs of disengagement.
6. Create a Hiring Pipeline
Make your sales rep recruitment process attractive and appealing to potential candidates. Start by posting job ads where sales professionals hang out, like LinkedIn. With tools like LinkedIn Recruiter, you can target specific skills and locations. Explore other platforms and job boards to reach a wider audience. If you are a startup, consider free job posting sites. And remember the power of networking. Reach out to your connections and other organizations for referrals. Cast a wide net to find the best sales talent out there.
Conclusion
A key trait in a great sales representative is their openness to feedback and drive to learn and improve. Even if a rep looks stellar on paper and nails sales pitches left and right, their ability to bounce back from setbacks is crucial. That’s why sales recruiters must offer competitive pay and perks to keep top-notch sales talent on board. Consider a mix of salary, commission, bonuses, and health benefits. When reps feel valued and fairly compensated, they’re motivated to give their best shot.
