Your Most Valuable Resource: The Right People in the Right Positions

Business leaders are fond of saying, “People are your most valuable resource.” It is one of those generic, feel-good statements that seems like the right thing to say, but is it accurate? What if you have employees in positions performing work that they are not particularly good at? Maybe a more precise statement would be “The right people in the right positions are your most valuable resource.”

Sales is the engine of your company, powering the revenue generation you are aiming to achieve. And for engines to generate maximum horsepower, all pistons need to be firing. Carefully recruiting the best talent for your sales organization is a vital step to ensuring maximum sales performance. To do this properly, start with a clear understanding of how you are going to execute your revenue generation strategy so you know exactly what type of sales role needs to be filled. Is your strategy to seek out new clients to expand your customer base? Or is it to grow existing client revenue by selling deeper into your product or service portfolio? The path you take plays a big role in defining the type of seller you will be looking to hire. Typically, a business development salesperson will be a hunter, while a revenue expansion salesperson will be a farmer. Rarely is a person a combination of both as their characteristics are quite different:

  • Sales Hunter: A salesperson who seeks out new opportunities, often utilizes a consultative sales approach, and innately finds and assesses an opportunity within a prospect. Common traits include being innovative, motivating, excellent with communication skills, and assertive.
  • Sales Farmer: A salesperson who builds and cultivates relationships and opportunities, typically within existing accounts. Common traits include being likeable and caring, a good team member, empathetic to needs of others, and detailed oriented.

But ensuring you have the right talent does not end once the hiring process is completed. Just as important is for sales leaders to observe their salespeople in action, to watch them interact with prospects and clients. How well do they make personal connections? Are they communicating your value proposition in a compelling manner? Do they need further sales training to better fine-tune their selling skills? While this may seem obvious, a survey conducted by Sales Xceleration, a national provider of Outsourced VP of Sales services, found that only 50% of companies have had someone travel with their salespeople in the past 12 months. Yes, this requires a significant investment in time, but high performing sales teams are led by sales leaders who truly recognize the value in force multiplication, and for that to occur you must have the right people in the right positions.


The Importance of Building a Top-Performing Sales Team

I recently met with one of my clients to discuss the company’s sales team. They had ten salespeople on their team.

Five of the salespeople had brought in about 40-45% of the company’s revenue, and two others also brought in about 40-45% of his revenue. A bigger problem, though, was the remaining three that only brought in 10-15%. Those three were dragging down the team.

The biggest problem that the President was starting to realize was that the top two performers were becoming disgruntled and would probably leave the company. As I did my initial interviews with these two, they confided in me they had become frustrated that every time the company needed more revenue, the challenge was given to them to bring it in the door.

To keep their spirits up, I told them that these challenges were an honor. Like in basketball, you have your best players on the floor when the score is tied, with a minute left in the 4th quarter. One of them replied, “But if the 7th man would have made his four free throws, two layups, and grabbed those two defensive rebounds in the 3rd quarter, the score wouldn’t be tied at the end.”

Great people want to be surrounded by great people. Top athletes want to play on the same team as other top athletes. Top salespeople want to work in the same company as other top salespeople.

Every salesperson knows that s/he is only part of the manager’s number. The manager’s number is probably 90% of the sum of the team. If there are ten people on the team and three of them are not doing their job, then the manager’s pressure doesn’t go to the struggling three; it goes to the top salespeople. They are challenged to bring in more deals in the quarter. They need to be creative and sell more product upgrades or pull in a sale from next quarter by offering a great deal. They don’t want to do this, but the manager needs the revenue. This deal-making puts the top salespeople an opportunity or two down for the next quarter. Now they have to push even harder to get to even.

Just like in football, the team doesn’t win if everyone isn’t doing their job. Linemen need to block, running backs need to run fast and not fumble, and wide receivers need to catch the ball in bounds. Every individual position contributes to the success of the team.

Good salespeople on an underperforming team feel like Sisyphus trying to get the stone to the top of the hill. Nothing they do is good enough. They are frequently asked to do more while seeing their less-skilled peers praised or even rewarded for just getting by.

The solution is obvious, but it may not be easy if you are not an experienced sales manager. You need to “trade up” on sales reps that cannot perform. Yes, you need to train underperforming contributors, but at a certain point, you cannot wait anymore. Underperforming salespeople will frequently perform better in their next job, so do not despair too much. Those at the bottom of the leaderboard are seldom happy and content. If they are content, then you have an even bigger problem.

The next step in trading up is even more critical. You need to find talent that will perform. This isn’t easy, but it also isn’t rocket science. Don’t advertise in all of the usual places. You will be inundated with applicants, and finding that needle in the haystack is virtually impossible. Rely on a competent recruiter to find you qualified candidates and only qualified candidates. This will cost you a bit of money, but it will be a fraction of the cost of a bad hire, and it will be faster and use less of your resources.

Once that recruitment agency has found you 2-4 high-quality candidates, you should put the candidate through a test. There are many of them out there, but I suggest PXT Select Specialized Behavioral Assessment for Sales. PXT Select is a unique selection assessment that fills the gap between the resume and the interview. Powered by the latest assessment technology, PXT Select drives a suite of reports that that are useful throughout the employee lifecycle. Its suite of sales-specific reports focuses on an individual’s approach to critical sales practices, helping you gain insight and confidence in hiring the right salespeople.

The most significant risk in having a sales organization with too many non-performing salespeople is that your top performers will get frustrated and leave. Top people want to be around other top people. If you do not have a strategy to improve continually, you may find yourself in real trouble as your best salespeople become free agents and join a championship team.


Improving Your Sales Recruitment and Hiring Process

You have completed your sales hiring process: waded through the sea of resumes, conducted interviews, and finally have your new salesperson in place. Time for them to begin driving revenue for your business, right? Hopefully. But it can be difficult to know if the person you have selected from the candidate pool will meet your sales expectations. And if that pool didn’t include the highest-level talent, you were behind before you even began. How can you be sure that your new sales hire was the top talent available? Your process for recruiting and hiring salespeople is pivotal in answering that question.

Time, Time, Time

Every minute that a sales position is unfilled represents lost revenue, and for that reason you need to fill roles quickly. But often, an extensive (time-consuming) search is needed to find the candidates with the most performance power. Sorting through online databases of resumes can be a dead end and presents an incomplete picture of potential hires. Likewise, online job listings acquire the good, the bad, and the unqualified. Often, the best talent is already taken and reaching them with your opportunity can present a challenge. But finding the time to gather the best possible candidate pool is the first step in hiring sales leaders and salespeople.

Because of the time needed to accomplish this, many businesses turn to recruiting agencies to be their eyes and ears. Outsourcing the recruiting process takes you out of this first step entirely, filtering out potential hires that might be underqualified or an otherwise bad fit for your organization.

The Network

Taking the time to gather candidates also means working your network to find the best possible leads. This is another step in the hiring process that can benefit from utilizing a sales recruiting firm. Recruiting firms expand your network exponentially. No matter how many connections you may have on LinkedIn, they have more. Their only job is to identify leaders in their industry and connect the right people with the right opportunities. A good sales recruiting firm will take the time upfront to gain an in-depth understanding of the position you are looking to fill, and vet candidates from their network to greatly widen your reach.

In Your Corner

In order to find the best sales talent, you need to have someone working with your interests in mind who can focus on only one thing: finding the best possible person for the job. Compare this with expecting in-house personnel to handle the hiring process across departments or in addition to managing their own responsibilities. Smaller businesses may find that they lack the necessary skillset to identify candidates that will generate revenue. Seeking the knowledge and experience of a specialized sales recruiting firm can eliminate this issue and free up company time to concentrate on other objectives.

The best way to guarantee that you select the highest performing sales hires is to have an effective recruiting and hiring process in place. Improving that process starts with partnering with a proven sales recruiting agency.

Follow these Five Steps to Hiring the Right Salesperson to set your company up for more revenue generation or contact us to learn more about our recruiting solutions.


Hiring a Salesperson? Consider Recruiting Outside Your Industry

Hiring a salesperson with experience is important, but hiring a salesperson with experience inside your industry is even better, right? Wrong! In fact, confining your sales talent search to candidates inside your industry may short-circuit your sales recruiting success. Skeptical? Here’s why recruiting and hiring a salesperson based solely on experience inside your industry is a bad idea:

The Right Kind of Sales Experience Is What Matters Most

If it seems surprising that industry experience is not that valuable to sales success, ask yourself these questions:

  • Is your sales process truly different based on your industry’s products and services? 
  • Are your industry’s buyers wired so differently they respond only to highly specialized industry-specific sales strategies and methods?
  • Does your business really need another in-house expert regarding your products, services, or industry?

If you answered “no” to these questions, ask yourself one more:

  • Does your company truly need a salesperson accomplished and experienced in driving new business – regardless of their industry background? 

If you answered “yes” to this one, you’ve uncovered a competitive advantage when it comes to effective sales hiring.

Surprisingly, industry knowledge is seldom the most important criteria in sales success. In fact, other factors rank higher:

  1. Bottom-line sales competency and a proven track record in achieving strategic sales goals. 
  2. How the new salesperson will fit in with your organization’s culture. 

If you undervalue the first two critical sales recruiting factors, your sales success will suffer regardless of your new salesperson’s industry experience.

Why Industry Experience Can Actually Damage Sales Recruiting and Hiring

The Revolving Door Effect

Salespeople who move from company to company within an industry might be knowledgeable about the industry itself, but unskilled at sales. After all, why move around so much if they are that valuable and adept at selling? Why are they so often available? Why the revolving door?

Change is Hard

Business owners often believe hiring a salesperson away from a competitor will lure their former customers, too. This seldom happens. Why? Because customers don’t like extra upheaval. Changing their sales rep is one thing; changing the products and services they use is more difficult. 

Bad Sales Habits Repeat Themselves 

Salespeople with direct industry experience are expected to hit the ground running, providing speed-to-revenue while reducing training cost. But an over-reliance on an industry-experienced sales background might also result in recycled bad habits and the rejection of new sales processes.

Sales Proficiency Takes Years to Develop

It’s surprising but true: Most qualified salespeople can learn the required industry, market and product knowledge in three to four months – time that should correlate with your normal onboarding and orientation process. Sales proficiency, on the other hand, can take many years to develop – as many as 10 to 20 years. 

A Better Way to Recruit and Hire Sales Talent

Recruiting only inside your industry can undermine sales, upset your company culture, and reduce chances for overall success. On the other hand, expanding your search beyond your industry can land you a superior sales professional with years of success honing their craft. Indeed, a top salesperson who consistently achieves or exceeds quotas has the skill set and discipline to attain similar results anywhere. What’s more, top salespeople capable of switching industry focus may bring fresh perspectives and creative approaches to your sales operations.

So, the bottom line is this: Hire the best sales talent available, regardless of industry. Period. 

Another way to improve your sales recruiting and discover more high-quality sales candidates is by outsourcing your sales recruiting. Dedicated sales recruiters can simplify and streamline the process. They can also make it easier to expand your search to sales candidates outside your industry AND even to include top sales candidates not actively seeking new employment.

Amplify Recruiting specializes in placing sales candidates that deliver revenue results. Guaranteed. Our dedicated talent managers go deeper than standard sales recruiting. They factor in sales experience (inside and outside your industry) and many other critical factors while taking the burden of recruiting off you and your team. 

To learn more about Amplify Recruiting, contact us today at (844) 874.7253.

Hiring a Sales Team? The Dos and Don’ts of Finding the Right Candidates

Sales success begins with successful salespeople – usually a team of high-quality, skilled sales performers. What’s the best way to build such a team? Probably not the way you might imagine. Let’s explore one wrong way to build a top-quality sales team and two better ways:

The Wrong Way to Find High-Quality Sales Candidates

Before you fill an open sales position, you first need a good slate of sales candidates. Typically, you might post the position on Web job boards or even run an ad in the newspaper – both print and online. It might even seem as if the postings work because you receive a flood of resumes. Surely somewhere in this slush pile, your ideal salesperson is waiting, right? Well, let’s just say it’s called a slush pile for a reason.

Nonetheless, you forge ahead and identify a handful of potentially good prospects. Hopes are high as you begin interviewing. Then reality hits. One after another, you realize these sales candidates all miss the mark. Some come close, but still, you were hoping for better, weren’t you?

What happened? What went wrong. Why was your approach to filling an open sales position off target?

Simply put, your aim was bad. You may have prepared well – you probably compared base pay against your competitors and maybe you even fine-tuned your company’s sales compensation plan, including commissions and sales incentives. Ultimately, you hyper-focused on quantifiable experience and definable skills. You depended on bullet points and numbers to make your decision for you. But in the end, your top candidates are marginal at best.

Why? Because you ignored the one thing that can make or break a successful sales culture: team chemistry.

Better Sales Recruiting Through a Better Culture Fit

How do you factor sales team chemistry into your sales talent acquisition process? First, go beyond functional basics. Be aware of the interpersonal dynamics of your overall corporate culture and the organizational personality of your team. But don’t stop there. Consider also the buying characteristics and personas of your customers. After all, your ideal salesperson must operate in both internal and external environments.

Once you shift your focus toward how your people should interact and engage, you can finally picture your ideal salesperson in terms of personality, behavioral style and professional demeanor.

Start with this question: “What kind of person – what kind of personality – will succeed as a key contributor to our sales team AND as a trusted sales resource in our industry and markets?” Use that answer, that mental image, to refine your recruiting methods and materials – especially your interview questions. Then, use the interview session less as a means of validating qualifications and more as a method to determine whether the sales candidate will be a good fit in anticipated interpersonal relationships.

Better Sales Recruiting Through Outsourcing

Another way to improve your sales recruiting and find more high-quality sales candidates is by outsourcing the recruiting function. Why outsource sales recruiting? Dedicated sales recruiting professionals can make the process easier, faster, and less time-consuming. They can save time not only during the sales recruiting process itself, but during the sales candidate selection phase, too. Better yet, a dedicated sales recruiting consultant can help minimize bad hires and time wasted in onboarding the wrong employees.

At Amplify Recruiting, for example, we place sales candidates that deliver revenue results. Guaranteed.

Your Amplify team works with your Outsourced VP of Sales to guide you in determining what type of individual will benefit your organization. What’s the guarantee? Simply this: We guarantee you will make a hire and if, for any reason, that hire is not still with your organization, the candidate is replaced for free.

Why the guarantee? Why the confidence? Because Amplify utilizes an in-depth process and provides each client with a dedicated talent manager. That manager works with your organization and your Outsourced VP of Sales to create the ideal candidate profile. The talent manager will also interview top sales performers within your organization to create a baseline for finding similar candidates.

Your dedicated talent resource will spend up to 2 hours with each candidate conducting a customized behavioral assessment to reveal both their behavioral profile and sales skillset, including simulation evaluations of key components of the position. Additionally, we provide three qualified candidates per position and does so within a few weeks of receiving the request.

What’s more, we go beyond the pool of candidates actively pursuing open positions; our focus is to seek out top sales talent currently employed. This is likely sales talent you were not able to tap into using your normal internal recruiting efforts. In other words, Amplify Recruiting goes deeper than standard sales recruiting. We factor in experience, qualifications, team chemistry and many other critical factors – all while taking the burden of recruiting off you and your team.

To learn more about Amplify Recruiting, contact us today at (844) 874.7253.