Sales recruitment:Hire fast or slow?
Do you hire slow or fast as a sales manager?
Recruiting great sales people ranks as one of your top priorities as a sales manager.
Imagine the scenario. Your best sales person has resigned and you are desperate to fill the gap. You share out some of the key accounts and actually start seeing some of the customers yourself.
You then ring the agency and launch straight into getting someone into the role ASAP.
No! No! No!
In honesty I can understand the position. I used to work in a company where it was expected that you fill vacancies within 50 days of a resignation. A tall order. The results where often a disaster. Now I am not advocating you take months and months.
What you need to do first is have your trusty questions that you ask yourself.
What are you looking for?
What are the must have skills?
What can you train and what are the nice to have?
What type of person actually fits your selling role for your industry? Be very careful here! Selling insurance, pharmaceuticals and cars are actually different. Yes the basic skills are the same. Other more advanced skills are not.
What are your team values? Is this person a fit or a match?
What is their attitude like?
Do your research? If you are using an agency ask all the awkward questions you want to.
Recruitment can be one of the most rewarding jobs of a sales manager ever. Especially when you bring that gem into the company. They sell over their quota and make you look good in the process. Always an added bonus.
Come back to the blog in the next couple of days for part two. How do you actually fire someone and keep everything intact and within the rule book.
Any thoughts it would be great to hear your comments?!
To you and your teams success
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