March 7, 2023
Great salespeople are an invaluable asset to any company. They’re the ones who bring in new customers and revenue, help their teams achieve goals, and make everyone around them better at their jobs. But how do you know if someone is going to become one of those great salespeople? How do you find the ones who will sell more, make more, and love what they do? I’ve been hiring salespeople for over 20 years now, so I’ve come up with some tips that have helped me find great people with the right attitude and drive—and keep them motivated once they’re on board:
When you’re hiring salespeople, it’s important to understand what exactly you’re looking for. Here are some key questions and considerations:
Attracting the right kind of people is the first step in building a sales team that sells more and makes more.
Here are some ways to attract the right kind of people:
Make your pitch.
Once you’ve identified the job and the company, it’s time to describe the position and role. Make sure that you know exactly what kind of salesperson you need for this position. If it’s a startup, do they need someone who can sell on their feet? Or do they need someone who can sit down with clients in an office setting? Are there specific industries or verticals where they want their salespeople focused on? Next, describe the benefits: how much will they make (and when), what kind of commission structure are we offering, how many days off per year do we give our employees (and when), etcetera ad infinitum! Then talk about challenges–what will be difficult about working here? What skills will help them succeed at this job? How long does it take most people to ramp up to full productivity level and why? What is our career path like after getting hired as an entry-level employee here at Company X; where can one go within five years if all goes well within those five years…
Set goals for each hire.
As you’re hiring, think about what you want each person to accomplish. What is their goal? What result do they need to achieve? How will they know if they have hit the mark or not?
One of the best ways to do this is by setting metrics that measure success in terms of revenue generated or profit margin improvement. You can also set benchmarks around other important factors such as customer satisfaction and employee retention rates, but these are harder to measure objectively since they depend on subjective opinions instead of hard numbers (which makes them less reliable).
Setting the right expectations is essential. You need to make sure they understand what is expected of them, and that they know what they’re getting into.
Before you begin hiring, it’s important to understand the role of a salesperson. In the most basic sense, they are responsible for bringing in revenue by making sales. But there’s more to it than that:
Salespeople are also responsible for educating their customers about their product or service and helping them understand how it will benefit them. They must be able to identify potential opportunities within each customer account so that they can present solutions that meet those needs specifically–and then close on those opportunities by getting agreement from both parties involved (the buyer and seller).
In addition to these responsibilities, good salespeople must have certain traits that make them successful at what they do:
If you have top salespeople, don’t become complacent with them. Keep them motivated and engaged by giving them more responsibility and challenging them to do better.
Hiring the best salespeople is a crucial step in building a successful business. In fact, it’s one of the most important decisions you can make for your company. If you’re not careful, hiring bad hires can be extremely costly and even damage your brand’s reputation.
To help you avoid this fate, here are some tips on how to hire better salespeople:
This is a simple, but effective way to hire great salespeople. Take the time to understand what you’re looking for and make sure your pitch is clear and compelling enough that only the right kind of people will come forward with interest in working for your company. Then set goals for each hire so that you know exactly what kind of performance level they’ll need to reach within their first year on board–and keep them motivated and engaged by knowing what makes a good salesperson great!