Companies need a good hiring process to help them thoroughly assess sales talent and find the best fit for your position and your company.

Here are a few tips to help you hire great sales talent: 

1.     Define your ideal candidate. Before you start the hiring process, take some time to think about the type of person you want to hire. What skills and knowledge do they need to be successful today, and what traits must they have to adapt to their buyers’ needs in the future? What personality will they need to be a good fit for your company?

Here’s a list of the capabilities and traits I think reps should possess. Use this list to start your own.

Traits: Curious, Willing to learn, Self-motivated, Resilient, Adaptable, Success-driven, Organized, and Coachable.

Capabilities: Uses a defined sales process, has marketing and or printing knowledge, ability to write, speak, and present, is active on LinkedIn, comfortable using technology, and has a basic understanding of data.

2. After you know what you are looking for, write a great job posting. First, keep in mind that you will be competing with all the other companies trying to hire sales talent both in and outside the printing industry. Your post must get the attention of the type of rep you want. To attract great talent, job postings need to tell the candidate about the opportunity from their point of view. Put yourself in the candidate’s shoes and think about what your position will offer to them. Does your role offer them flexibility? Does it offer an opportunity to build a larger sales organization? Will they have the autonomy to make decisions about where to focus? Will they have input into new product offerings? Do you want them to execute an existing strategy or build their own? Today good reps want to know how your company will support their efforts. If you conduct ongoing lead generation tactics, include that information in your posting. Share the developmental opportunities you offer, like attending conferences, association memberships, online training programs, and tuition reimbursement options. Be clear about salary and overall target earnings expected for the role in both year one and once the rep ramps up. Be sure to include information about your company culture and the characteristics the candidate should possess to be a great fit for your organization.

3. Put all of your oars in the water. Today you can’t rely on just one or two methods to promote your position. You have to get the word out across all of your channels. Make sure you post the position on job boards like Indeed and your website. Use social media platforms like LinkedIn and Facebook to promote your position. Make sure current employees know you are trying to hire a rep so they can promote your company to their friends and in their networks. Customers who love your company can also refer candidates, so let them know you are growing and hiring. Your supplier and professional networks can also steer candidates your way, so encourage them to spread the word.

4. Build an interview plan. Hiring is difficult, and it’s easy to make a mistake, so build a plan where multiple people can help you make the best decision. Will HR vet incoming applications to look for promising candidates? Who will conduct phone interviews to weed out candidates that aren’t a match? Which managers will interview candidates and when? Will you offer them the option to shadow an existing rep as part of their evaluation process? Will you use an outside assessment service to validate your thinking? Will you ask the candidate to create a plan for their first 90 days or make a presentation to your management team as part of the process? Who will check references when you have narrowed the field of candidates? How long should the process take? Today, great candidates are receiving multiple offers, so it’s important to set good expectations about both the steps in your process and how long it will take to complete them.

5. Meet in person. After conducting phone interviews and online interviews, your will want to meet with promising candidates in person. This is an opportunity for them to meet with different team members and get a feel for your company culture. Both online and in-person interviews give you a chance to assess the candidate’s preparation, their ability to think on their feet, and their energy levels. Still, in-person interviews help you and the candidate get to know each other better. The candidate will see your culture in action to help them decide if your position is a good fit and vice versa. Remember you will compete for this candidate, so meeting in person is an opportunity for you to show them how important they will be to your organization. Walk the path your candidate will take once they’re inside your shop. Will they stand in the lobby waiting ten minutes before anyone acknowledges them? Will they walk past trash bins piled high as they make their way to your office? If they use the restroom, will it be in working order? All these things say something about your company and how you feel about your employees, so put your best foot forward. Use signage to welcome candidates and be prepared with refreshments. When you show the candidate around your company, introduce your employees, and demonstrate that you know your employees and care about them as people.

The hiring process for sales reps can be tough, but it’s important to take the time to find the right candidate. The average cost to replace a sales rep today can be as much as $115,000 depending on the company. This includes hard costs for recruiters, online job posting services, interviewer time, testing, training, and losing potential customers and revenue. At the same time, a position is open during the ramp-up period. By following these tips, you’ll be on your way to finding someone who is knowledgeable, passionate, and a good fit for your company culture—someone who will help take your business to the next level!

If you need help assessing your current talent, hiring sales talent or training and coaching them, Evolve may be able to help. Fill out the contact form below and let’s have a conversation.