| Hire slow, fire fast is an old adage worth | | | | right in front of you and you don't know it |
| remembering. Hiring salespeople can be challenging | | | | because you never asked them if sales is |
| but the process is easy. Look for likability and | | | | something they should consider. |
| coachability and you will find the makings of a | | | | 3. Best - Steal them from their current job. It |
| great salesperson. | | | | doesn't matter the job they are currently in. If |
| Likability is that quality you see in a person that | | | | they're likable and coachable for this company |
| makes you say, "yea I'd buy from them". I really | | | | they would be likable and coachable for you. Have |
| like that person. It's that first impression that | | | | you ever been waited on by someone likable and |
| people remember. The other is coachability. | | | | you commented how friendly they were and |
| Coachability is a quality you find in someone who | | | | what great service they provided. Hello, candidate. |
| is eager to learn and who is competitive and | | | | Interviewing is the process to see if this is the |
| wants to succeed but doesn't have the | | | | right candidate for you. The interview should |
| knowledge or the skills, yet. There are other | | | | consist of questions designed to see how |
| qualities that are important to like talent, | | | | coachable the candidate is (you already know |
| experience, and knowledge and you will find these | | | | their likable). You should be looking for the |
| things out later on in the interview. | | | | candidate to be interviewing you as well. If the |
| The process of hiring salespeople can be broken | | | | candidate is asking questions regarding training |
| down to: | | | | processes and and customer service you have |
| * Prospecting | | | | the makings of a great salesperson in front of |
| * Interviewing | | | | you, if they ask more questions about what's in it |
| * Hiring | | | | for them and how they can benefit from you, |
| Prospecting is when you explore for candidates. | | | | think twice about this one. Hire slow. |
| There are three ways of prospecting - good, | | | | Hiring is the engagement of employment. Now |
| better, best. | | | | that you hired a salesperson it's your job to train |
| 1. Good - Put ads out there on websites, | | | | and coach. |
| magazines and newspapers. This is a great way | | | | Helpful Tips when being interviewed: |
| to read a lot of resumes and meet a lot of | | | | * find out what's most important to the company |
| people. It's also a waste of time. If you are | | | | * find out what's most important to your sales |
| answering ads for a sales position there is a | | | | manager |
| reason no one is hiring you (there are exceptions | | | | * find out what's most important to the customer |
| to the rule but we are talking about hiring great | | | | * Follow up with the interview with in 24 hours. |
| salespeople). | | | | Ask-what are some of your thoughts on our |
| 2. Better - Promote from with in the organization. | | | | interview? |
| You may have that likeable and coachable person | | | | |