OK Boomers – we know that retirement is upon you, and it appears that Millennials are poised to set up shop in your shoes. More than 73 million members of this generation – defined as those born between 1981 and 1996 – have entered the U.S. workforce, and have upended conventional wisdom regarding career loyalty.
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Check out the latest and greatest Sales Hiring and Retention articles from The Brooks Group. Learn how to find, hire, and keep top talent.
Despite our best efforts to attract, vet, and select new sales professionals, choosing good candidates can often seem random. We can’t always see through the dewy veneer that a good sales candidate is adept at fronting. Indeed, how many times have you lamented, a few months after hiring that new team member, that the once-promising recruit was, in fact, a bust?
For anyone who has ever thrown a dart at a dartboard, you know that finding the elusive bullseye can be a monumental challenge. Fortunately, the stakes are not that high – perhaps a beer, or some low-level ribbing, are all that is riding on the outcome.
As the marketplace shifts, your sales organization should also evolve to meet buyers where they want to be met in the sales cycle.
This requires an intentional sales hiring strategy. Afterall, your sellers represent your company and what it means to do business with you.
Leadership effectiveness isn’t only about decisiveness, charisma, and ambition. According to Forbes, one of the top high-performance differentiators in leadership is one you probably don’t even think of as a leadership quality: Humility.
When hiring for a sales position, the candidate’s reference check is often treated as a formality. That’s a mistake.
While it can be tough to get a professional reference to be honest about a candidate’s strengths and weaknesses, asking the right open-ended questions can yield valuable information to help you make the best sales hiring decision.
Oftentimes, individuals charged with hiring a sales team will make a decision based on a gut instinct alone.
Maybe they have a good feeling about a sales candidate—or maybe they’re just too busy to give the decision careful attention. Either way, hiring based on guesswork, luck, or a gut feeling isn’t the most effective way to build a high-performing sales team.
Hiring salespeople is one of the most important jobs a sales leader has. But with a million other things on your to-do list, the long, drawn out interview process can feel like a hassle.