What’s your approach when hiring sales reps?
Companies often hire sales reps who have knowledge of, or even a passion for, the brand’s product or industry — which is great because it gives you a team of “walking brochures” who can spout off all the benefits of your product.
There are drawbacks, though.
While you can teach people about your product, you can’t teach them how to sell.
OK, that’s an exaggeration. But only slightly. It is possible to teach people how to sell, but it takes a lot of time — more time than you probably have.
Which is why it‘s much better, faster, and more profitable to hire a skilled salesperson, then teach that representative about your product or service.
When you hire for product passion, you can end up with teams that lack good sales techniques because they’re so focused on product or industry knowledge.
The truth is, customers can glean product information from your sales packet and website. It takes a skilled salesperson to offer unique solutions for customers’ pain points and move prospects through your sales cycle.
So what’s the secret to hiring sales reps who can turn into star performers? In this article you’ll learn:
- What to look for when hiring salespeople
- The best training for new sales hires
- Recruiting ideas for a high-performance sales team
Before we dive in, here are my thoughts on the skills that should (and shouldn’t) be required in new hires.
What to Look for When Hiring Salespeople
When hiring a new sales representative, it’s in your best interest to hire people who fit four criteria:
- They are a cultural fit for your organization.
- They have a proven track record of selling at the level of your buyer — for example, manager, president, etc.
- They have a sustained track record of success, such as exceeding quotas.
- They are successfully able to nurture personal relationships.
Again, you can train someone to do this, but it doesn’t happen overnight. Great salespeople develop their skills over many years. It can take decades to learn how to qualify prospects, build rapport, and earn a prospect’s trust.
It’s impractical to think you can train a salesperson for a couple of months and expect immediate success.
Source - Read More at: www.saleshacker.com