What’s the difference between a great company that outperforms the market and an average company? Great products, services, strategies and execution … and your employees are responsible for those successes. A company can accomplish far more with a strong team in place than it can with an average one.
Recruiting is essential for building a strong sales & marketing function. And like marketing, recruiting is both an art and a science:
Art: getting to know a candidate to understand whether s/he is the best fit for the job
Science: defining detailed job requirements so you can search for the right candidates; conducting a wide search; using a process for moving candidates through your process; measuring your results
If you’re ready to hire more sales reps, the recruiting process can be time-consuming. Yet the right reps can make or break your company’s efforts, so give the process the time it deserves.
And don’t just jump at the first great resume that crosses your desk. Instead, apply some science to your hiring process:
1. Define the position. Know what you’re looking for — different sales positions can require drastically different skill sets. Start by ranking the key skills your rep will need for success:
Read more about How to Hire the Right Sales Rep
Excellent post! To which I would add, “STOP SCREENING IN!” One of the biggest mistakes I see made in hiring sales professionals is that too many of us tend to let the interviewee off the hook because we want too badly to hire. It’s better just to get the weaknesses out there and decide whether or not you can live with them, or if you can help them improve.