Hiring top-tiered sales professionals is a full-time job, but the process does not have to be part of the challenge. One of the reasons many companies fail to hire is that they do not have a process in place. The key to a successful hire is having a hiring process and effectively managing the interview process throughout its progression. The market for new opportunities is as hot as it’s ever been, and the talented reps know it. If you’re looking to lock down top talent for your organization, follow these guidelines to streamline the process and make a great hire.
The ultimate goal of the interviewing process is to get the job offer. After interviewing with a handful of companies and multiple people, you start to really connect with your potential future co-workers and managers, and believe there are enough positives about the opportunity to continue the interview process. You continue to deliver a consistent message of being very interested in the role and closing them by asking what would hold them back from offering you the job. Now what do you do when they actually make you the job offer?
Looking for a sales job is similar to trying to find the perfect pair of running sneakers. As a runner, you look for the shoe that has the perfect arch, adequate support, and good style. You understand that one size does not fit all. Some people may be more lenient one way or another, and may end up compromising style for comfort, or comfort for style, but it all comes down to one thing which is does the shoe fit and will it help me perform better?
How many of you job seekers would love to be a fly on the wall, listening in on a group of Sales Managers and Vice President’s while they discuss their favorite interview questions? Which question is their “go-to” question, which questions they save to the end of the interview to hopefully knock you off your game? Consider your wish granted….the following is a list derived from a Sales Manager Networking group where the topic was “The Ten Favorite Interview Questions You Ask”!
As the CEO of sales recruiting firm, I listen to people’s stories every day. I learn about people’s professional lives and personal lives. I learn how they got to where they are today and what their plans are for the future. Stories are powerful and help us piece together our lives and relate to one another. It’s a great skill to be able to articulate your background, especially when interviewing for a new job opportunity.
Driving traffic to your job post begins with writing job descriptions that even the most passive sales candidates can’t resist. When writing job descriptions there are two common mistakes: Mistake #1 is assuming that you can just post a job and have applications start pouring in. Mistake #2 is thinking that the number of applications is equal to the quality of applicants. I see sales job descriptions every day and some are really good…and some are really bad.
Working in sales recruiting, I understand how important a strong sales force is to a company’s health. As more and more companies have adopted an inside sales model, they are looking to build out their business development teams. The business development representatives are the front line of the sales team. They prospect and identify leads and usually are the first to make contact with a potential client.