Sales is the most crucial and probably the toughest function in a business. The Nestlé, Novartis, Apple, Amazon or any other company - big or small - would not be what they are today if it was not for the sales they were making.
Be it for a product-based or service-based company, selling is indispensable to all. And so is having good salespersons. They are the lifelines of the business. Still, most of the companies find it challenging to search and hire the right salespeople. Even for the recruitment companies, finding the best salespeople is an incessant effort. Right from the client’s requirements to looking in the right places and to be able to get the optimal match of sales personality and domain knowledge, every step is challenging, especially if it for a middle or senior-level recruitment. Reason being, most of the good salespeople at that level already have a job. The companies want to retain them and are willing to compensate them well both in terms of money and positions.
Hadron has been quite successful in its quest for recruiting the salespersons. Our mantra is quite simple and we have our own ‘must-consider’ list when we recruit the salespersons for our clients. The list includes the following:
Doing our ‘homework’ right
For a recruitment company, doing our homework extensively is essential. We spend significant time understanding the exact requirements of our clients and ascertaining the right match for them. Sometimes, the task is almost as herculean as finding the ideal mate.
While the first part of the homework includes establishing the skills and other requirements, the second part requires to be able to build the employer’s brand accordingly. This includes advertising the job, crisp and clear at the right platforms and monitoring the responses to be able to head hunt. It is more like being the ‘Hollow Man. Every detail regarding the job requirement and application from the clients must be transferred through us to the candidates. We scrutinize all the information and accordingly decide on the candidates.
Searching in the right places
Though the online platforms are good to get the candidate’s profiles, reaching out to the MBA, sales or business institutes is also a place where Hadron recommends. The other place can be similar culture, size company, however, not necessarily the competitors. We look for candidates in different industries depending on either their market position, size or operations. The advantage is to be able to get an experience yet a fresh approach to the sales team.
Personality vs domain knowledge
Personality is important in sales, there is no second thought about it. There are some obvious traits such as speaking, convincing, emotional intelligence, listening, team efforts, that are required. However, these traits are of no guarantee of someone’s sales acumen. The challenge is to identify the right sales skills, people who can SELL!! This is not possible without the adequate domain knowledge. Even though the domain knowledge can be developed through training, it is more for beginner’s job. Companies look for experienced salespersons who also know exactly what they are selling. Our endeavour is to find candidates who possess a balance of both.
No fixed set of interview questions
Hadron does not have a pre-determined set of interview questions for the sales postings. Since we offer ‘tailor-made’ services, our interviews are based on the specific requirements of individual clients. With standard interview questionnaire, it becomes difficult to find the most-suited skills and right personality of the given position. The salespersons are known to be good at making impressions and are prepared for interviews like this. The interview questions have to be designed based on our ‘homework’ and should aim at getting an overall understanding of the candidate’s profile and personality.
Decide wise, decide fast
Deciding fast is very important. Many companies lose good candidates because of delayed decisions. Salespersons are high in demand. The companies, who already have them, are willing to retain them at any cost and those who are looking for one, they are ready to compensate high. So, once we have zeroed on someone, whose personality and domain knowledge matches with our requirements, we like to take the nest steps quickly. We understand that the salesperson who is in for a change, would not be looking at only one place and that is why it is extremely important to catch them before it is late.
If you are looking for just the right Salesperson or the perfect sales job, you know who to reach out to!
Please get in touch with us for your suggestions, recommendations or more tips of recruiting salespeople @firstname.lastname@example.org.