Salesperson Hiring Mistake Thoughts

In recent weeks, I've discussed salesperson recruiting with CEO's and senior sales executives of four successful, well managed, profitable companies ranging in size from $4million to $1billion. When the conversation turned to salesperson recruiting, they all expressed frustration and lack of confidence. In two of the larger companies, the success rate was estimated at 50%, with the executives knowing that the mistakes were costing $millions per year in cash, time and lost opportunity.

Why is it so difficult to hire and retain sales winners . . . what's the root cause?

The answer may be reflected in the answers to questions listed below I've asked hundreds of smaller to mid-sized company executives who have attended my "How to Avoid Costly Hiring Mistakes" seminar.

• How many believe impatience is the number one root cause of hiring mistakes? Over 95% have agreed
• How many of you enjoy recruiting sales people? Fewer than 5% claimed to enjoy the process.
• How many think you're good at it? Fewer than 5% believe they're any good.
• How many religiously follow a well tested, disciplined sales recruitment process including testing? Same kind of response as above.

Given a widespread distaste for recruiting salespeople, the lack of confidence in the ability to succeed and absence of a process, is it any wonder that so many mistakes are made?

So what's the solution?

In my opinion, the solution at least is grounded in a disciplined process, which includes testing, followed every time . . . no exception. A process will significantly reduce the risk of impatience taking over, which often causes the decision to be based purely upon liking the person and, in reality, nothing else.

For those interested in digging deeper toward finding a problem solution, I suggest following the link below to a white paper on the topic by Dave Kurlan.

http://www.objectivemanagement.com/articles/spselection.pdf