There can be only one. (Name the movie and win fabulous gifts, prizes, and untold riches!)
They are all different and they usually surprise my audience and clients, which happened yesterday as I was with my client in Scottsdale.
We were mapping out the steps she will be taking over the next 90 days to grow her business and she mentioned she wanted to hire a salesperson and asked if she should hire them as commission-only or offer some type of base salary. (That will be the subject for another email (or you can find the answers in the No More Sales Duds course.)
So I took her back to the need to constantly recruit and to play hard to get when candidates express interest in working with her.
Most companies of any and all sizes are terrible at hiring.
After the initial chit-chat-rat-a-tat-tat the hiring manager begins selling the candidate on how wonderful the company is.
While that might be fine if you're trying to woo over some key executive or receptionist, this is death for your business if you hire salespeople this way.
The only way to know if a salesperson will produce for you—past sales success is no indication of future performance for you—is to put the screws to them in the interview.
Treat them like the prospects they'll be cold calling and networking with will treat them and see how they handle rejection.
Can they think on their feet? Do they lose their cool? Do they run at the first sign of trouble? Are they persistent? Are they creative? Are they persuasive?
In episode 192 of The Sales Podcast, Justin Welsh offered a fantastic tip for winding down the interview: tell them you don't think they're a fit. You'll have to listen to the episode to see how this all went down but you must make this play to ensure you have a viable sales candidate for your company.
You're looking for passion. You're looking for confidence. You're looking for them to fight for the win but do so in a professional manner.
Nothing happens until a sale is made and your sales team can make or break you.
To stack the odds in your favor that you're hiring a good one, put the screws to them in the interview.
Would you like some assistance in putting this structure in place for your business. Let's talk.
Founder, The W.E.S. Method™