find a superstar sales personFind a Superstar Salesperson

Getting in contact with potential sales reps is only half the battle…

If you want to hire a sales team full of top performers, you have to make it worth their while.

In a way, once you’ve identified the best prospects, you then need to ‘sell’ them on the job opportunity. Here’s the deal: There is an abundance of high-paying opportunities for sales people that know how to get results.

It can get extremely competitive on the hiring side of sales, so here’s some sales recruiting tips to entice top performers to choose your business:

Know What You’re Looking For

First off, make sure you know exactly the type of candidate you want to hire. Take the time to develop a “persona” for your ideal sales rep, based off your current sales team. Focus on relaying these important points to potential new reps as early in the sales recruiting process as possible, normally during the first interview.

That might include:

  • Industry experience
  • Sales mindset and approach
  • Formal education

Do you need someone that excels at cold-calling… door-to-door… or something completely different? It will vary from business to business, so make sure you know the right person for your position.

What Are The Benefits?

Look at the situation from the sales person’s perspective. Think: “What’s in it for them?”

1) How will you pay new reps?

There are pros and cons to every payment option. Commission-only sales positions tend to attract a wide spectrum of candidates. For the top-performers, they see pure commission as a way to earn as much money as possible due to their experience. And with a proven track-record for getting results, that can be very enticing.

On the other hand, be aware that commission-only positions can sometimes scare off sales people. On occasion, it can be an indication of a poor business model — if there is no base-salary — because all of the initial risk is being put on the rep. Consider offering a sales base salary, this additional job security may help you close a sales person that would otherwise be reluctant to take your offer.

2) What are the “intangible” benefits?

Are there any other benefits to your sales position that aren’t obvious? This could be anything like

  • Being able to telecommute
  • The location of your business
  • Flexible hours
  • Extensive new-rep training program

These unique benefits can be very compelling to sales people that have had to deal with less-than-perfect job conditions in the past. Focus on relaying these important points to potential new reps as soon as possible, normally during the first interview.

3) What’s the new sales person on-boarding process?

Similar to the above two points, think about what happens immediately after a new sales person joins the team. Do you have an effective training program for quickly getting new reps acquainted with your product? Is there a heavy-reliance on their own intuition and skills, or do you have proven scripts (and other resources) to give sales reps a head-start? These are extremely important questions to consider when hiring a sales team, because they will be running through the mind of your interviewee.

The Close

Think about these sales recruiting tips before hiring a sales team. They just might lead you to a more effective, productive, and successful sales team.

At the end of the day, it’s in your best interest to do everything in your power to recruit superstar sales people.