Having issues with turnover and need to de-risk your next hire?
Yesterday, I posted about how hiring the wrong salesperson can have a negative impact on your organization and potentially, your career.
Hiring an elite salesperson is not easy and can be risky. The right hire can take your company to new heights, while the wrong hire can set your business back significantly. To ensure you make the right hire, here are three tips to help you avoid a costly misfire.
#1 - Create A Market Pap Of All The Candidates That Fit Your Criteria.
First, you must create a market map of all the candidates that fit your criteria. Just posting a job description and waiting for a response is not going to get you the best of the best. You need to dig deep into the candidate pool and find those who have the skills, experience, and attitude you’re looking for.
Once you’ve identified the right candidates, it’s time to reach out to them. This can be done through a variety of channels, including job boards, social media, professional networks, and even direct contact. It’s essential to ensure your communication is clear and professional while maintaining a friendly and inviting tone. Make sure you explain the position and its benefits clearly and provide any additional information they may need. It’s also important to make sure you respond quickly to any inquiries they may have. Once you’ve contacted them, you can start moving forward with the hiring process.
#2 - Create A Scorecard Based On The Traits Of Your Top Performers At Your Company.
The second tip is to create a scorecard based on the traits of your top performers at your company. Take a look at what makes them successful and use that as the basis for your interview process.
You should also make sure that each candidate is put through the same process to ensure fairness. You can also use your scorecard to measure the success of each candidate you bring on board. Track each candidate's performance as they progress in their job, and use the scorecard to measure how they’re doing. This will help you identify areas of improvement and recognize what makes a successful employee.
Tracking performance will give you insight into your interview process and whether any changes need to be made. Finally, make sure you take the time to review each candidate’s results and adjust your scorecard accordingly to ensure you bring the best people on board.
#3 - Create An Employee Value Proposition Job Description.
The third and final tip is to create an Employee Value Proposition job description. The best candidates won’t be attracted to boring job descriptions. You need to create one that sells the opportunity and will make the top performers want to apply.
An Employee Value Proposition job description should clearly explain what the company is looking for in a candidate, the benefits of working for the company, and the unique opportunities available to them. It should also provide examples of how their work will help the company achieve its goals.
Finally, the job description should showcase the company’s culture and values, and what kind of team the candidate will be working with. By creating an Employee Value Proposition job description, employers can attract the best talent and ensure that the right person is chosen for the job.
By following these three tips, you can significantly reduce the risk of a misfire when it comes to hiring a salesperson. It’s also important to remember that the recruitment process doesn’t end when your new hire starts. You need to provide ongoing training and support to ensure they’re successful.
To the recruiters in my network, do you have any other tips on how to avoid a misfire when hiring a salesperson? Please share any advice or strategies you have.
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