Most companies struggle to find and source great sales professionals. This is not something that most companies specialize on a daily basis. So questions come up:
- Where do I find the great sales people?
- How do I know what to look for?
- What should I ask in the interview?
- How do I keep from getting snowed?
- How do I know if I am getting the “real deal” or just another “C” player?
- How do I avoid the cost of the wrong hire?
When you do connect with “Top Sales Performers” here is a list of what you can expect when you start to hire great people.
- Close more deals
- Close bigger deals
- Close deals faster
- Close more repeat business
- Lower your cost of sales
- Discount less
- Generate more profit
- Require less supervision
- Cause fewer problems
- Enhance your company reputation
- Lower training costs
- React quicker to market changes
Great salespeople are not born; they’re made — but they’re made a long time before they show up on your doorstep. In Malcolm Gladwell’s book Outliers, he writes about people needing 10,000 hours of concentrated practice at something to be truly expert in it. In fact is not just the hours of practice that makes “Great Sales People” many of the attributes of Great Sales People are Behavioral Driven
- How they respond to problems and challenges
- How they influence others to a point of view
- How they respond to the pace of the environment
- How they respond to rules and procedures set by other
The key to selecting Top Performers is not just on a resume or in the interviewing process but a combination of tools including the use of effective behavioral assessments which provides answers to both their strengths and weakness and the general fit and value to an organization along with keys to effective motivation and managing. It’s a lot better than picking someone based on a well-written resumé and your gut instincts.