You’re a business owner or corporate
executive, and you’ve decided to take
the plunge and expand or add to your
sales staff.
You post your ad on the Internet job
boards and the responses and resumes
start to come in. Now, how do you
“separate the wheat from the chaff;” i.e.,
the winners from the non-winners? The
following steps will help increase the
116 TAMPA BAY MAGAZINE | MAY/JUNE 2017
EDITOR’S NOTE: Sandler Training
provides proven, effective sales, corporate
and management training to high-achieving
companies and individuals throughout
Tampa Bay. Call Jim Marshall or Clint
Babcock at (813) 287-1500.
odds of hiring someone who will be a
productive member of your team:
1) Before speaking with anyone, use
an online assessment tool to filter out the
individuals who do not possess the skills,
mindset, and behaviors you’re looking for.
2) Conduct a preliminary interview
by telephone to learn how the candidate
sounds over the phone, and how well
he/she handles slight resistance, stalls
and put-offs. In sales, your people will
frequently interact with customers who
are less than eager to talk to them, and
they need to be able to navigate such
situations skillfully.
Try to do all your phone interviews
in one day. Tell the candidates you will
get back to them by the end of the day;
do not give them an indication of your
first impression—even if you really like
them. Wait until you have talked with
everyone, then follow up with the ones
who impressed you the most.
3) Face-to-face interview with those
who “made the cut.” This interview is a
chance for you to learn more about them.
Do not expect them to know everything
about your company yet. Get to know
who they are.
Again, even if you “fall in love” with the
candidate, don’t jump the gun by making
an offer. Take time to be reflective, review
your notes, and assess potential red flags.
If you still feel strongly about a candidate
after that, proceed to the next step: the
second interview.
4) The importance of a second
interview is often underestimated; never
offer a candidate the position after just
one interview. The purpose of a second
interview is to focus on the candidate’s
first 90 days. In particular, what is the
candidate’s perception of the job and your
expectations.
Remember, if the candidate has been in
sales before, they should have a sense of
what it will take to get acclimated in a new
company. Their response doesn’t have to
be perfect, but it should be thoughtful,
realistic and demonstrate their insight into
your industry and/or your company.
Hiring average sellers “by gut” sometimes
works; hiring great sellers “by gut” rarely
does. Use a process that is repeatable and
predictable, and your odds of landing your
next superstar will increase dramatically.
FOUR KEY STEPS
IN HIRING
GREAT SALESPEOPLE
By Jim Marshall and Clint Babcock
Sandler Training
of Tampa Bay