Selecting salespeople by taking into consideration job specific criteria will help organizations make effective sales recruitment decisions.
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Selection Processes for Sales Success
Tim Williams created a Sales Recruitment Agency in Melbourne called myfirstsalesjob in 2009. Unlike many Sales Recruiters & Employment Agencies, their Recruitment Services include Assessment, Placement + Professional B2B Sales Training of candidates. http://www.myfirstsalesjob.com.au
Making effective recruitment decisions is not easy and requires a lot of skill and experience to achieve the desired result that companies seek.
Organizations should be incorporating the following criteria into their sales recruitment strategies:
- Service Motivation – Service motivation refers to the desire to hear “I appreciate that” or “thank you”. Service motivation does not mean the person has a fear of rejection and is not the same as the need for approval. When combined with persuasive skills, salespeople exhibiting service motivation often earn the respect of their clients and can be very successful.
- Conscientiousness – Conscientiousness has been found to be important in prediction of on-the-job success across a range of recruitment areas including sales recruitment. It refers to a person’s desire and drive to carry out tasks. Conscientious people are responsible and purposeful individuals.
- Ego Strength – A salesperson with strong ego sense will handle rejection well. When rejected, they bounce back quickly, and will contemplate what could have been done differently. Individuals with poor ego strength, on the other hand, will feel disappointed and despondent when faced with rejection, and do not tend to make good salespeople.
Now that positive and negative sales characteristics have been identified, organizations should be incorporating them into their job criteria, depending on the type of salesperson they are looking to hire through their sales recruitment campaigns:
- Closing – Sales jobs involving a short sell cycle are best suited to candidates who do not ‘think over’ or procrastinate their purchasing decisions.
- Competition – A company that is faced with a lot of competition should be considering a salesperson who does not ‘comparison shop’ when making personal purchases.
- Hunting – Probably the most sort after type of salespeople in many sales recruitment campaigns, good ‘hunters’ do not have call reluctance. Recruiters should carefully screen candidates for an aversion to cold calling.
- Price Shoppers – Companies that sell at a higher price to its competitors require salespeople who do not ‘comparison shop’ when making their own purchases.
- Money tolerance – Companies that markets high priced products or services (at a value of 5 figures plus) need to select salespeople who have a high ‘money tolerance” – i.e. they are not put off by expensive products as demonstrated during their personal purchasing behaviors.
- Resistance – Particularly for companies that sell products or services which are often met with resistance, they require a salesperson who does not back off from a challenge and recovers easily from rejection.
By incorporating the above selection criteria into their sales recruitment processes, organizations will improve their hiring decisions when it comes to salespeople. Recruiters should identify the type of sales job it is that they are hiring for, and which of the above ‘deal breakers’ might indicate a poor selection decision.
On a final note, a combination of negative traits should in particular be identified; for example, technical salespeople who have failed in their roles have been found to posses the fatal combination of not being money motivated and not enjoying selling.
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The review "Myfirstsalesjob.com.au – Selection Processes for Sales Success" was last updated on 17/04/2015.