At the peak of the pandemic, hiring great salespeople mimicked the explosive real estate market. A lack of supply meant salespeople commanded multiple offers and drove up wages across the board. Now, as more candidates enter the field, we’re shifting towards a buyers’ market for talent.
For sales leaders, this shift will feel like a weight lifted off of your shoulders. Bidding wars over top salespeople will continue, just as homes across the continent still see unconditional offers, but a larger candidate pool provides more options to find great salespeople perfect for the role.
However, with more opportunity comes a greater need for vigilance. As home buyers return to making conditional offers, you need to take stock of your hiring and onboarding practices to ensure you invest in the right candidate.
Before you extend an offer, here are three things you need to know about hiring great salespeople.
1. Be disciplined in your approach
You’ve likely heard us use the phrase, “hire slow and fire fast.” At Hire Me A Salesperson, we believe now is the time to hire even slower so firing becomes a thing of the past.
Before you extend an offer, discuss your 90-day onboarding plan with your potential hire. Outline what their first 90 days with your company will look like. Tell the candidate about your CRM, your processes and when they’re expected to show up. Will they be learning the product by hopping on the delivery truck and getting their hands dirty in the warehouse? Will they be cold-calling and participating in virtual and in-person meetings?
When you have a large pool of candidates, discussing your onboarding plan during the interview will help you separate the good from the great. There should be no surprises when hiring great salespeople.
2. Be forensic when analyzing resumes
After two years of virtual meetings, everyone will say that they know how to conduct a sales call over Zoom. As the sales leader responsible for growing your team and hiring great salespeople, look at everything through the lens of a forensic analyst. Having a full job scorecard for the sales role helps you do that.
If the candidate claims to be an expert at cold calls, ask them when they last cold called a client and turn your interview into an impromptu roleplay. Does your candidate say that they’re a spreadsheet wizard who excels in forecasting? Have them share their screen and show you a sales pipeline they’ve created.
Inspect the bullet points. Great sales hires will be able to speak to or demonstrate every strength listed on their resume. Your goal is to match the resume to your job scorecard.
3. Revisit and refine your internal process
When was the last time you updated your sales hiring process? As the market continues to change, ensure your hiring framework meets the needs of both your business and the modern sales era.
At Hire Me A Salesperson, our process begins with our C.R.I.S.P. 18 framework that will see you consult, recruit, inspect, screen and prepare your next great sales hire. Our framework guides you through the 18 steps from the moment your new hire enters the building to the day they become an integral part of your team.
Are you ready to meet your next great salespeople? Contact us today to unlock your C.R.I.S.P. 18 checklist.