How to Find the Perfect Salesperson
When you need that special someone to help drive your business forward, there can be plenty of pitfalls and traps to fall into (such as not seeing the warning signs in their resume or hiring due to their personality rather then their credentials and qualitifications). No one said it was going to be easy and there’s no plan to follow that will guarantee you success every time – don’t despair however, as there are a number of things you can do that will give you a better chance of success in your recruitment search and we’ve listed a few of those below:
- Figure out what your needs are.
As soon as that job offer is out there, you’ll be inundated with potentially hundreds of applications. This means it’s important from the outset, before you even post you job, that you know specifically what you’re looking for:
- What’s the minimum standard of education you require?
- What would be your preferred qualifications?
- What work experience is most relevant to the position?
- What responsibilities will the position entail, and what skills are needed to do them?
This information can all help to quickly weed out those that are not right for the position.
- Communicate what you need through a clear, targeted job advert.
Now you have your requirements, start to think about “pitching” the ad to attract the sort of character you want. You can do this by using keywords that they would be searching for, like “mid-level” or “self-starter” – anything that will describe and focus the requirements of the position to a prospective candidate.
Write a bespoke company summary which will both engage and excite and describe the position by giving a clear idea of what would be expected from them daily. Be realistic about what they would be expected to achieve, as this will attract those who are both competent and experienced. And remember, candidates have a lot of choice nowadays with remote working as a popular option, so outline the perks and benefits package that would accompany the position.
- Identify the right candidates.
Let the whittling begin! Pay particular attention to the way the applications and cover letters have been written by the candidate; if they’ve made minimal effort and sent in a generic template, is this the candidate that really wants you? On the other hand, an interesting and personal cover letter tailored to address the needs you have set out in the advert, shows how serious the candidate is to be considered for the job.
The next step would be to narrow down the field with an initial phone call – does their stated experience check out, have they learnt anything about the company they want to join, can they think on their feet? Once done, your list should be further thinned down to those you want to actually meet.
This can be done either remotely or in person, but no matter which works better for you, it will give you the opportunity to see who would best fit the bill in terms of personality and confidence.
- Ask meaningful questions.
You’ve put in a lot of work so far, but now you’re at the actual interview stage, you need to make sure you ask more than just standard technical questions.
Now is the time to drill down and see what makes them tick with questions like: “tell me about a time you made a mistake and how you resolved the situation?”, “what achievement are you most proud of?” or “have you ever come up with an idea that helped make your day more efficient and what was that idea?”.
This will give you a better picture of how they work as an individual, as well as within a team – which is extremely important because even the best qualified candidate needs to fit into the company ethos and team dynamic. If they don’t, you’ve wasted your time.
- Listen to the candidate’s questions.
If the candidate is asking in-depth and well thought through questions, they’re demonstrating their critical thinking and interest in your company. This tells you they are motivated and willing to learn, showing you that they want the job and have put in the groundwork to try and make sure they understand your business better.
- Describe the job needs accurately.
Don’t sugar-coat what would be expected of them. Being honest and open will help you, and the candidate, out in the long run. If you take on someone who’s immediately overwhelmed by what they need to be deliver, you could see them walking away quickly.
This means you’d not only be back to square one but you’d have expended both time and money for no gain. So let them know the pitfalls and difficulties they may encounter up front – perhaps in a way that won’t send them running for the hills – and judge their reaction to the news.
- Strike while the iron is hot!
Hooray! You’ve reached the end of the process and have landed on a candidate that everyone thinks would be a great benefit to the company. If you have a standout candidate at the final interview stage, then let them know there and then; there’s no point playing hard to get. Tell them you’ll be in touch with contracts and the next steps to bringing them into the company – with this approach, you’ll keep them committed to your company.
If you need to whittle down the candidates even more, let the chosen candidates know quickly; after all, if they’ve impressed you and they’re looking for new opportunities, what is to say there will not be some other company who would snap them up in the meantime?
If the worst happens and you lose the candidate or don’t find “the one”, calmly repeat the steps above until you find the right fit for your needs … or come to the experts at Annesley Gandon who are happy to take on the stress of finding the perfect candidate for you.
Good luck!
