How to Identify a Top Sales Candidate

Sales is an extremely competitive market. The top candidates often have robust salary/commission packages, and therefore little reason to look for a position elsewhere.

So when you do go looking for a new person to add to your sales force, you should have a laser focus on what it is you’re looking for so you can go after those skills aggressively. You should know quickly if a candidate is the right fit for your organization and team.

We have expert consultants who deal with this process day in and day out. Here are the tips they have for finding your ideal candidate.

Assessing a Candidate

As simple as it sounds, a scorecard or rubric of some kind can really help you evaluate the fit of a candidate. List out four or five core competencies you’re looking for in a sales professional, as well as any related skills and experience that this candidate possesses. For example, if you have “build stakeholder relationships” listed, you may file things like communication skills and an engaging personality into this category.

We’ve found that this strategy works because it provides an instant snapshot of the candidate and makes it much easier to remember details about the person you’re speaking to. It also allows for easier comparison between candidates and ensures that you’re making a well-informed decision. And finally, it helps the hiring manager to give structured feedback to the candidate.

Some traits to search for in a good sales professional are inquisitiveness, drive, enthusiasm, and the ability to be self-sufficient when necessary. They should also possess good listening skills, understand the importance of timing, and know the effectiveness of mirroring their clients. Find out if they know their numbers – both their targets and their current performance – and have a strategy. A great candidate always will.

Technical Sales Roles

You always want to bring on sales professionals with expertise in the field they’ll be selling. If the sales role you need to fill is in technology, for example, the candidates you consider should have some industry-specific experience on their resume. Explore the extent of their knowledge and experience with interview questions, just to ensure that they have the level of knowledge required.

Also during an interview, it’s key to develop a solid understanding of the businesses and sectors they have worked in, the product ranges they have sold, and the unique selling points of all these products. While you may already know this information, asking sector related and market-intel questions while using industry specific terminology will validate their understanding and provide you with confirmation of their capabilities.

Leadership

It’s great to fill a position with a great candidate, but it’s even better to fill two or three upcoming positions with that same candidate. You can do this by finding someone who will grow and thrive within your organization and achieve upward mobility during their (hopefully long) time with your business. Look for a candidate whose ideas match your vision for the company going forward. Also look for signs of good education, growth, and development on a resume. These often show some level of flexibility and resilience – both of which are great traits, especially in the long-term.

As for an interview, try to gauge the candidate’s motivation and drive, maybe by digging into the details of their resume with them. Ask specifically about decisions they’ve made and aspirations for the future. The goals they have can show their level of determination. If they align with the vision you have for the role, then you may have found the right sales professional for your team.

Ensuring a Successful Hire

In addition to aspirations that align, ensure that any candidate you entertain is a cultural fit. They may have the most stellar resume and interview well, but that doesn’t mean they will work well on your team or within your organization. That’s why spending quality face-to-face time with candidates is so key – it can help determine if you’d have a good working relationship or not.

If you want to discuss how best to find and attract great sales professionals, reach out to our expert recruiters today.