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An article by Frank V. Cespedes and Daniel Weinfurter discusses several issues related to the hiring process of salespeople. First, the authors point out the relevance of the topic claiming that an average turnover in sales remains about 30 percent per year. The situation is complicated by the fact that there are no accurate sales courses and programs.
In this connection, the first way recommended by the authors is hiring for the task. This means that competence requirements should be narrowed and specified. Existing abstract features such as empathy or extroversion are usually too broad to be carefully followed. Therefore, it is necessary for employers to set a particular sales task for salespeople to achieve high results. Despite these tasks might differ depending on the market, product, or other peculiarities, they should be aimed at relevant and clearly identified goals. Another effective strategy to hire salespeople is focusing on behaviors. Taking into account the skills and competences of potential employees, it is important to identify their job fit. Authors believe that usual interviews with candidates should be replaced by comprehensive hiring that includes observation of job behaviors, company culture fit, background and reference checks, assessment results, and a structured interview. Also, a summer job or extended observation by several people would be useful.
One more way suggests that it is significant to be clear about the meaning of the relevant experience. Often, employers believe that selling experience is a decisive factor in hiring. However, it is important to stress that there are various types of experience. For example, a candidate might have product experience, cultural experience, or group work experience. At the same time, the effectiveness and relevance of experience depend on particular tasks set by a company. Furthermore, continuous talent assessments should be implemented in the company’s strategy. It is clear that modern organizations should adapt to a rapidly changing market environment. Consequently, talent assessments should be adjusted to nowadays requirements as well. According to the research, the majority of companies reported the changing sales competences in recent decades. Among current top competences, one might note prioritization of tasks, clear strategic vision, and controlled work approach. All in all, the article shows that it is of great importance to stay in touch with modern requirements. Using the ways described above, companies would significantly succeed in hiring the best salespeople.
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