You can’t afford to hire “B” or “C” players…they take too much time and produce too little. You know from your executive sales training that you should look only for top performers. Here are 4 tips on how to identify them.
- Always be on the lookout. Don’t necessarily wait for an opening. Those top achievers can be hard to find when you need them. As a sales leader, attracting top talent is a daily activity.
- Rate attitude above experience. You can always train on sales methodologies, skills, products and services, but you cannot easily change fundamental attitudes. You want to ensure that your candidate has the motivation, determination, drive and positive energy to excel over the long-term.
- Factor in relational expertise. Evaluate your own response to the candidate. Are they engaging, pleasant, good at listening, easy to understand, and straightforward in their language and approach, confident? If so, your customers are likely to find them so as well.
- Clarity about performance expectations and organizational culture. Be as open as you can about how things really get done in your company. This includes the underlying values and assumptions that drive key business practices and behaviors - especially in leaders and in who they hire, fire and promote.