In sales, finding top performers can be a challenging task. These individuals possess a distinct set of skills, drive, and motivation that distinguishes them from others. But how can you locate these exceptional sales performers? You can increase your chances of identifying and employing top talent by using a combination of assessments, behavioral questions, motivator discovery, and a more comprehensive hiring process.

Sales managers often complain about newly hired sales professionals who fail to meet basic goals after six months of working with them. Hiring the wrong person for a sales role, whether due to a lack of necessary skills or a poor cultural fit, can have serious negative consequences for an organization. Not only are there significant financial costs, but a bad hire can also negatively impact team morale, customer relationships, and the organization’s reputation. How can a sales manager prevent this scenario from repeating itself?

To find the best sales performers, the initial step is to identify the significant benchmarks necessary for effective sales. These benchmarks could involve the motivators that drive individuals to earn commissions, lead, or help others. Other factors that should be taken into consideration include the communication style of potential performers and their ability to listen to customer needs. Furthermore, some key competencies that are important to assess include focus on customers, organizational skills, self-motivation, and resilience.

Once you have set your benchmarks, you can use assessments to evaluate the skills, motivations, and personality traits of candidates. These assessments can provide valuable insights into the strengths, weaknesses, and suitability of candidates for your sales team. By using tools such as personality assessments, cognitive tests, and sales skill evaluations, you can gain a better understanding of how candidates will perform in a sales role and whether they have the qualities needed to succeed.

Remember to ask the right behavioral questions during the interview process to identify top sales performers, in addition to using assessments. These questions should focus on candidates’ past experiences, the challenges they have faced, and their problem-solving skills. By asking candidates to provide specific examples of their sales successes and failures, you can gain valuable insights into their sales abilities, perseverance, and approach to problem-solving.

It is important to find out what motivates candidates in order to hire top sales performers. People are motivated by different factors such as financial incentives, career advancement opportunities, or a desire to help others. By understanding a candidate’s motivators and matching them with the values and goals of your organization, you can increase your chances of hiring individuals who are driven to succeed and excel in a sales role.

To attract, assess, and select top sales performers, it is recommended to use a more comprehensive hiring process. This process should involve conducting multiple rounds of interviews, reference checks, and skills assessments to ensure that candidates’ qualifications and fit within your organization are thoroughly evaluated. It is also helpful to involve key stakeholders in the hiring process, such as sales managers and team members, to obtain valuable input and insights into candidates’ potential for success in a sales role.

Top sales candidates should possess self-awareness and the ability to empathize, inspire trust, regulate emotions, and communicate effectively. When hiring a new team member, it’s important to look for specific examples of how they navigate interpersonal situations. Our research has shown that successful sales professionals exhibit these qualities.

  • Aware of their own strengths and weaknesses
  • Resilient and able to bounce back from setbacks and losses
  • Capable of establishing and maintaining strong internal and external connections
  • Assertive in obtaining what they need to do their work
  • Eager to learn and apply new skills to improve their performance
  • Capable of generating their own internal motivation
  • Skilled at recognizing others’ behavior styles and adapting their own to match.

Hiring top sales performers can be a difficult task that requires a thorough and strategic approach. However, there are ways to increase your chances of finding individuals with the skills, drive, and motivation to excel in a sales role. This includes using assessments, asking the right behavioral questions, discovering candidates’ top motivators, and implementing a more robust hiring process. By investing the necessary time and resources in finding top sales performers, you can build a high-performing sales team that drives success for your organization. If you need help with your sales hiring, contact us today and let us help your sales team reach its full potential through our assessment tools and sales training. Need assistance with sales recruitment? Vantage offers highly effective sales recruitment services and compensation consulting.