More and more organizations are building a strong inside sales model and are looking to add inside sales professionals to their growing teams. In order to grow your business, you need strong leadership in place. It’s not enough to just hire the best. You need to have leaders in place that can also hire, onboard, train and scale their own sales teams through proven metrics. When you have strong sales leaders in place and a strong sales model, along with a great recruiting strategy, you will have the most success in landing the best sales talent.
One of the most over looked but important parts of any interview is asking questions of the interviewer. I cannot count how many times I have received unfavorable feedback from a client that the candidate didn’t ask any questions. By asking questions you are indicating your interest in the position and that you are taking the search seriously.
Treeline is happy to announce the newest member of the team, Carolyn Malloy. Carolyn has the passion, drive and positive outlook that have helped her pursue a successful sales career. Carolyn loves working with people and collaborating in fast-paced and team-oriented environments. She participated in sports throughout college while doing marketing internships. She played Division I field hockey at Northeastern University. She has worked as an Assistant Field Hockey Coach at Boston College and understands the importance of being part of a team.
Treeline is happy to announce the newest member of the team, Nicole Giggie. Nicole has the experience, knowledge and positive outlook that have helped her pursue a successful sales career. Nicole loves taking on new challenges and her competitive spirit enables her to overcome every obstacle. She has love for working with people and a motivation to help others. Since Nicole was in college, she has worked in different sales environments that have enabled her to hone her customer service and sales skills.
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?