Sales are the lifeblood of every company – no matter the product or service being sold, no matter the industry.

In fact, Full-time sales positions constitute 13% of all jobs in the United States, and the best applicants will be removed from the job pool within just 10 days (Source).

The success of any business directly results from hiring a cohesive team of exceptional talent. Conversely, poor hiring choices will not only impact sales, but can be costly in other ways, too. Sales managers face a great deal of challenges in identifying and recruiting the best possible individuals for their sales teams.

1. Identifying talent

Most individuals working in sales have charm and know how to use it. When it comes to selling, they are professionals.

The product they know best? Themselves.

Use sales recruiting software to create a consistent method of objectively assessing candidates before meeting them in person. Then, you can choose the individual you believe is the best from those identified as top candidates based on their credentials.

2. Going on instinct

It is easy to make the mistake of always hiring the most charismatic candidate for a sales position.

This, however, can get you into trouble. Although your new hire will be likable, he or she might not be a great salesperson.

A successful salesperson needs to be driven, goal-oriented, competitive, and optimistic.

To help, get your hands on a sales rep ideal candidate report.

3. Being chosen

When you identify the perfect candidate for your open sales position, you can safely bet your competition also recognizes their talent.

Do everything you can to ensure he or she chooses your company over the competition.

Be prepared to create an attractive experience from the very first encounter with a potential employee.

4. Recognizing a bad fit

Some warning signs include: erratic job history, too nice, overly aggressive, unreceptive to advice or criticism, negative about past positions or coworkers, lack of enthusiasm, and have no questions during the interview. Ask them questions about their biggest successes and their biggest mistakes. When they talk about the mistakes, do they take personal responsibility or do they blame (the company, the product, the customer, their coworkers, the weather…)?

To help, use psychometric and predictive analytics-based hiring software to help you see the real person behind the shiny resume and the bulletproof interview mask.

5. Saving your team from a bad hire

Keep a careful eye on your team’s morale and rhythm after bringing in a new employee.

If a so-called “bad fit” happens to slip through the cracks, this person has the potential to disrupt your entire team, model, and office morale.

If you notice issues after taking on a new employee, act quickly to mitigate strain on the members of your existing sales force.

6. Creating a cohesive team

Although a bit of a competitive culture among employees can be healthy for the bottom line, individual members of your sales force ultimately need to be on the same team.

Be selective regarding a new hire’s personality; great sales talent with the wrong personality can do much more harm than good.

7. Holding onto top talent

Good sales representatives know they are a hot commodity; if they feel under-appreciated, they will not hesitate to take a better offer elsewhere.

When you have gone through the trouble of cultivating and grooming a stellar sales team, do everything in your power to keep your team happy and motivated with a recipe of clearly defined, fair incentives and a dash of healthy intra-office competition.

When it comes to selecting candidates for your company’s sales force, taking the steps to get it right the first time will pay off dividends. Use recruiting software to establish a fool-proof candidate selection process and create an office culture in which your sales team can grow while feeling appreciated, successful, and challenged.

Overcome challenges with SalesHiring.Guru

What’s the most important thing for sales hiring managers?

Getting it right the first time: the right candidate, with the right traits, and the right stills.

How do you get it right?

We’ve built an all-in-one platform to help sales managers hire for “fit first” – fit with the job, the manager, the company, and the customers.

SalesHiring.Guru incorporates years of scientific research, predictive analytics, and cutting-edge artificial intelligence to help you find the right fit.