The world is full of
sales impostors seeking to fill sales positions. These impostors carry with
them experience, education and tales of success to persuade any manager they
come across that they are sales super stars. Most managers and business owners
have fallen for the smooth talk and trickery of these sales impostors.
Good Intentions, Bad
Choices
Why do these, well
intentioned and highly experienced, business leaders end up hiring these sales impostors?
There are various reasons which are all tied to the conventional approach to
hiring.
The conventional
approach depends on resume, interviewing skills of the candidate, past record,
employer references and how likability of the candidate. This approach may get you a great candidate but mainly it is inspite of
the approach rather than because of the approach.
The general
assumptions behind the conventional sales recruitment approach is that a
candidates past performance elsewhere will be replicated in your organization.
The other assumption is that candidates resume attractiveness is an indicator
of the candidates greatness in the game of selling. The third assumption is
that if the candidate performs well in an interviewing session they will
perform equally well in a sales situation.
These assumptions
have been proven wrong over and over in every industry unfortunately for lack
of better alternative many managers and business owners have stuck with the
conventional recruitment approach.
From Analogue to
Analogue
Those that have
decided to do it differently generally opt for the poaching from the
competitors approach as well as hiring on basis on references by other parties
such as recruitment agencies, friends, customers and suppliers. The main
assumption behind this approach is that other people know better than us how to
hire great sales people. There have been successes with this approach though in
many cases it has been to do with luck rather than the soundness of the
approach. Studies have shown that there are minimal differences in the quality
of candidates you get between this approach and the conventional hiring
approach.
……………. And Finally
to Digital
The hiring approach
that we recommend is the strategic recruitment approach, which is the
definitive approach for selecting and engaging top sales talent. The basic
assumptions of this approach are:
·
No two sales organizations require similar sales talent and
therefore you have to be clear on what kind of a salesperson to look for as the
starting point
·
Use of scientific and objectives tools to determine a
candidates sales aptitude are better than the subjective judgment of the
interviewer
·
Great recruitment goes beyond the interviewing session.
The Strategic
Recruitment Approach is the methodology that Growth Partners uses to recruit
for its clients. This approach is highly successful with new candidates hired
outperforming existing sales people as well as getting sales stars who would
rarely make it to an interviewing panel due to inferior resume or lack of
industry experience.
This is the approach
we would like to offer to you. You can arrange for a presentation session. In
the meantime calculate what it costs to make one wrong sales hiring mistake here
Growth Partners Specializes in helping organizations
build highly effective sales teams through sales recruitment and sales training
services.
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