4 Tips for Finding Your Next Superstar Salesperson

179521489The difference between a good salesperson and a great one varies depending on whom you ask. Sales Force Search, a recruiting firm for sales personnel, says the great ones sell ideas as opposed to products. Inc.com lists eight traits all great sales people have, including the ability to problem-solve and be comfortable enough to challenge the potential customer’s positions.

If you’re looking to hire salespeople, follow these four tips to get the best.

Look to LinkedIn Jim Keenan, whose blog was named a top 50 website by Top Sales World, released a report that found that the 79 percent of salespeople who used social media as part of their process consistently outperformed their counterparts who did not. In other words, the best place to find top sales reps who are looking for work is social media, particularly LinkedIn. Bullhorn Reach, a software-as-a-service firm that specializes in recruiting, found in a 2012 study that 77 percent of all job openings were posted on LinkedIn. The study also concluded that most jobs (55 percent) are shared on at least two social networks, with Twitter being the second most popular. Once the job is posted, it becomes searchable by all LinkedIn members. You can also utilize the Talent Finder feature to narrow your search and focus on ideal prospects. The costs associated with posting a job on LinkedIn vary based on the geographic location of the job you post. Use Twitter and Facebook to promote the opening further.

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Identify the Top Candidates Posting a job on LinkedIn can potentially return more candidates than you had anticipated. At this point, your intuition and evaluation skills will begin narrowing down the pool. Mike Brooks, President of Inside Sales Solutions, said on Monster.com that he follows a simple philosophy known as the 80/20 rule: 80 percent of sales are closed by the top 20 percent of sales people for any given firm. The keys to finding your next star are summed up in three simple steps:

  • Ask your candidate for proof of income for at least the last six months at their current or previous position. If it’s realistic for the candidate to make the same or more money by selling your product, he or she is a good fit.
  • Next is to find out what motivates them. Candidates who recently had kids and want to buy a home are more likely to work harder and learn new methods to ensure their family’s security.
  • Finally, evaluate their skill set. Ask candidates to sell your product to you. Pay attention to how they handle objections and if they build value in the product before getting into pricing. Remember, great sales people are problem-solvers, not cashiers tending to a line of customers.

Sell the Salesman Top salespeople have many options when it comes to employment opportunities. That is why recruiters must have a good pitch and be able to answer any and all questions a candidate has. During the recruitment process, clearly state what is expected of them. Highlight some of the tools you provide that make their jobs more efficient. Firms with sales pipeline management software can provide real-world examples of workflow at the company. Show them how your processes help pinpoint hot leads and organize data to maximize their performance. Compensation is always an important topic during the interview phase. Make certain you can clearly articulate bonus and commission structures, so the candidate has a concrete idea of earnings potential.

Move Quickly Though it doesn’t happen often, the first person interviewed may be exactly who you’re looking for. Follow up with top candidates immediately by sending emails about the next steps in the hiring process. Set up a second interview to buy extra time if there are other candidates you want to speak with before making the decision. Gerd Gigerenzar of the Max Planck Institute for Human Development told the Harvard Business Review that 50 percent of tough business decision are made from gut feelings. He also said most managers would never admit making a decision this way for fear of being stigmatized when it doesn’t work out. Go with your gut anyway. In a job market that favors top salespeople, closing the deal quickly ensures you get your top choice.

MORE: Turning newbies into sales superstars

Brian Wilkins

Brian Wilkins
Brian Wilkins is a small business owner and freelance writer.

Brian Wilkins

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