It’s tough to find a good salesperson — especially if you’re selling commodities. And when you’re hiring sales teams, building an entire group of great salespeople seems impossible.
After all, it takes more than good commissions to make a top seller. You can’t just up someone’s pay in hopes they’ll transform into an awesome salesperson. So who are those rare jewels… and how can they start working for you?
Where to Find the Best Salespeople
When it’s time to hire sales associates, where do you start looking? In reality, the best salespeople are already employed. The best way to find a new salesperson is through referrals. Then you have to recruit them, deal with turnover, and try to keep them around.
Those better-than-average salespeople have two qualities.
1. They love to sell. They can’t get enough of the high after they close a deal, so they’re always looking for the next deal to chase. Plenty of people are good salespeople — they are the people that like to close and like chasing a sale. But the great ones love it.
2. They need to sell. The payout needs to be high enough to warrant the work that goes into closing a deal. If someone’s making enough money to be content without closing new deals, they probably won’t.
Top salespeople love and need to sell. Sales is different from account management. Great account managers are more common, but someone who can go into a business, figure out what they need, and follow through with a sale is a gem.
4 Big Mistakes in Your Sales Recruitment Strategy
Great salespeople may be rare, but they’re out there. When it’s time to hire your next salesperson, avoid these mistakes that could keep you from finding (or keeping) a top performer:
1. Hiring Too Quickly
Sometimes we’re so desperate for another salesperson, we rush the process. Instead, take time to find out more about a candidate and how they operate. Ask them about their other jobs and their lead process. Do they have a “No Client Left Behind” process? What do they do after they leave a meeting? What’s their system for follow-up? If they can’t tell you exactly what they do, that’s a red flag. Great salespeople have systems that result in closed deals.
People can busy themselves with 100 different activities that don’t equate to sales. Checking emails, filing papers, and researching software are all good organization practices, but they don’t lead to sales. So find out from the beginning if they know how to engage in activities that lead to sales, like meetings and phone calls.
2. Poor Compensation Structure
Structure your compensation in such a way that salespeople need to sell and are well-rewarded when they do. If you have a salesperson that loves to close deals but makes plenty of money after a few big successes, their motivation takes a nosedive. So look at various pay structures to offer enough incentive to motivate your sellers.
3. Inadequate Training
Sometimes we either skimp on the training so people can get to the field, or we train so much on the product that we forget to train on the sales process. Make sure you train in the things that matter for closing deals — activity levels, how to qualify a prospect, and follow-up.
People need to know what types of work lead to sales and what to look for in a product. They also need to understand the real value of doing business with your company. What problem does the product solve? When they understand and believe in the narrative of how this solution changes things, sales happen.
They don’t need to know everything, but they definitely need enough info to identify the opportunities and solve business problems.
4. Lack of Accountability
We all need accountability. Even the best salespeople work more productively when they know they’ll have to answer for their schedule. So keep your team on target with their quotas. Monitor their activity and check in when the numbers are off. Some people ask their sales team to enter activities into a CRM at the end of the week, but it’s much easier to use an automated CRM like CallProof. Then your team just logs their activities with the push of a button. They’re incentivized to stay on track, and you see who’s really meeting their goals.
Hiring mistakes cost you revenue. They drain your time and distract from potential sales. So when you find the right person, don’t let them slip through the cracks. Do the prep work up front in your hiring, pay structure, training, and reporting to keep the best salespeople working for you.