Recruiting, Interviewing and Selecting Sales Force Talent
Management’s time is too valuable to waste with salespeople who lack the desire or ability to sell; they’re a liability!
So we've outlined a process for you that will help minimise those liabilities, and given you a proven recruiting template that will develop your ability to interview, evaluate and select the ‘right’ salespeople. As a result, you'll make consistently better hiring decisions.
So what is a good sales hire? Put simply, a good hire
is someone who will do what you want them to do! Too often however, managers are not clear about what they want from a person in a specific role. Which is why being able to describe the role
is a critical first step in the hiring process; it's outlined on the next page.
The cornerstone to successful recruiting is preparation
; and that starts with a good workable job description which specifies three characteristics: Responsibilities, Tasks and the Attributes of the Person.
As we progress we’ll give you a series of discretionary exercises you can use to build a ‘working’ description, and develop your recruiting process.
We’ll also introduce you to Perception Sales Force Talent Analytics
. The Perception system identifies core attributes that drive superior sales performance, including tenacity, mental agility, interpersonal versatility and resilience, and practical intelligence.