What to look for in the sales recruitment process
You will likely have a rough idea of what your company expects of a salesperson. However, a list of desired qualities will give you a starting point for writing a job advertisement or beginning the interview process.
When recruiting staff it will be important to take note of most of the following:
• Drive – Competitive people make the best salespeople, so this is an important trait. Competitiveness should be clear in an interview, as the interview process itself is a competitive one. Try asking interviewees about their successes in previous sales jobs, or their proudest moments in life. Proud moments will show whether a person is competitive, as their priority moments will be in surpassing others’ achievements. For example, a competitive person may claim that their greatest achievement is being awarded for the highest number of sales, winning an award or achieving the best grade in a particular module in university. A non-competitive person, however, will state their greatest achievement as something like passing university with a good grade. Competitive people have extra drive due to their desire to beat the competition.
• Urgency – In the sales recruitment process you should look for urgency. Interviewees with a sense of urgency will talk a lot and will carry this into their sales job. They will be organised with a clear idea of what they are going to say, as urgency goes hand-in-hand with being prepared and organised. Interviewees will not excessively repeat any points, and will appear dynamic and energetic in conversation.
• Self-motivation – A successful sales recruitment interviewee should show initiative; perhaps by researching thoroughly about your business, product or service. Self-motivated people will be organised and prepared. This will translate in an interview as being punctual, with a copy of their CV and relevant certificates or even a portfolio. Motivation is important in sales. Ask your interviewee for an example of when they have exceeded expectations or done more than what was asked of them.
• Sociability – This is an easy one to spot and is extremely important in sales recruitment. Conversation should flow easily, even when the interviewee is put on the spot. A sociable person will be chatty and should ask relevant questions. Your interviewee should appear to enjoy talking to you, despite an interview being an unnatural situation.
• Assertiveness – Perhaps the interviewee will try to take control of the conversation. Although perhaps frustrating, assertiveness is a positive trait and important in sales recruitment. Look for an interviewee who is sure of their answers, and will therefore be sure of your product or service when selling. Assertiveness is key to persuasiveness – one of the most important traits. You could try adopting a mock sales conversation in your interview, although their sales skills should come out in an interview anyway. Their level of persuasiveness, along with these other traits, will help you to make a decision.
Sales recruitment is the easiest way to find successful staff. Salespeople are expected to sell; so they should be able to sell themselves too.
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