Choosing the right sales agents is just about the most significant duties a sales team manager must undertake. The problem is that almost all sales managers don’t have a proved process to hire top rated sales reps. Yet to build a team of sturdy high performing salespeople, a sales leader needs a repeatable, established process to hire top salespeople.
A word of warning nonetheless, no matter what company or business you’re in, don’t ever hire after one interview. It is simply too little time to actually discover what someone’s all about.
It doesn’t matter how awful the pressure gets to hire quickly, always follow the very same 6 step program we outline in this sales management training. This sales management hiring system guarantees uniformity so that you can evaluate each selection in as reliable way as is possible.
The 6 Step Hiring System:
1.Determine Your Hiring Criteria 2.Perform detailed resume assessment 3. Hold the 1st Interview (one hour) 4. Hold the 2nd Interview (one to two hrs) 5.Accomplish Background and Reference Checks 6.Make the Offer
Total time commitment for all steps: two to six weeks and also just about three-plus hours of time (perhaps more if you undertake the third interview)
This might appear to be an awful lot of time and energy invested in for one lousy sales hire?
Look at it this way; you’re hiring somebody that will feed your household…if that isn’t a reasonable motive to ensure you’re doing all you are able to do to be able to make the correct selection I don’t know what is.
Every single step in the process is in a timed order because you will need time to reflect, ponder and reflect on the meaning of the facts you’ve found in each phase. The human brain simply needs time to process all of this stuff!
When selecting prospective salespeople you’re going to be obtaining a ton of data all at once; much of which needs to be carefully regarded and thought over. In order to avoid rash, uninformed or ill-thought decisions, use a sequenced group of steps that allows you enough time to absorb every piece of information required to make a qualified selection with a minimum of disruption.
Far more notable, you will need to be able to compare and contrast every one of your prospects on an even playing field. In using the structure outlined previously, this can be able to occur.
Every second you invest now in carefully choosing the best candidate could help you save hours of time on the back end in case you make the rash decision and hire before you fully discover what the particular candidate is really about.
Author: Ralph BurnsThis author has published 3 articles so far. More info about the author is coming soon.