Recruiting Sales and Marketing Superstars

Let's talk about how to recruit the best sales and marketing talent. There are a lot of people who are into sales and marketing for the wrong reasons. So there are a lot of people out there who do not really have what it takes to be successful in sales and marketing.

Some of the most important things when it comes to finding good sales and marketing talents are, first of all, have a good system and process for recruitment. Secondly, knowing what to look for in good sales and marketing talent. Third, know how to get the word to convey and promote your company to people who have the talent you need. And fourth, how true that part of your team.

So we're going to talk a bit 'on the recruitment process before. Sales recruitment and talent marketing is a combination of both art and science. It requires a lot of commitment to the process in order to get the right people. There are a lot of companies that hire the first person that comes through the door thinking it's going to be a good sales person for their company, when in fact the only thing they are good at selling you their way through the interview process. Now, a person who comes in and sells you through an interview process is not necessarily what it takes to be able to sell for your company in a part of your challenge is to eradicate the right people through the interview process to ensure that the person has more of an ability to convince you that they are the right candidate, but in reality they can use their skills of persuasion in order to be a good sales person to keep you company. So what are you really looking for is someone who has the ability and willingness to sell. And this is not easy.

Being a good sales person is much more than the power of persuasion. There are a number of key skills and characteristics necessary to be a good sales person. When I talk about skills, we are talking about skills learned, something that can be trained or taught. When talking about whether we are talking about the innate characteristics of the person's personality or behavior. And 'possible through a rigorous process to discover the traits of a person and skills through the process of interviews and going through a series of rigorous homework, aptitude testing, sales performance recording history and also behavioral interview.

If you plan to hire good sales and marketing people must have a rigorous process, which means defining all the steps that are necessary in order to understand if a person's abilities and talents are actually a measure with what the your company is trying to accomplish and if that person can actually become part of your team, integrate and succeed.

So there are a number of different measures that are necessary in order to recruit good sales and marketing talent. This includes starting doing a good job of defining the job description, developing an interesting job action to promote the position. Actually getting the word out with the aid of professional databases, Internet, as well as sending jobs to your friends and colleagues to network in order to get referrals. Most people come across references to the best selling and not through mass advertising.

The additional process steps which are extremely important are having a multistage process interviews that reveal a person's abilities and talents through a series of interviews with a team-based process to be able to have different perspectives from different members of team and discover those talents to use these different perspectives and also find out the weaknesses of individual candidates.

Besides the actual multi-process team, it's really important to develop good behavioral interview questionnaire that allows you to get to the heart of whether a person has actually demonstrated their skills. Behavioral interviews are based on the concept of having a person who tells the stories of their past successes, their challenges past and helps you to discover the keys to whether a person was able to run in previous work. The experience of the past and the past history of achievement is a very important indicator of whether or not a person who actually is going to be able to perform for your company.

Another aspect of a robust process is creating strong underwriting criteria in advance and this means defining exactly through the job description what you are looking for in a candidate and making the criteria so that you can build in a process of interviews to discover how the individual candidates that meet the criteria. We generally do not hire a good sales person without passing through at least four interviews and that takes time, energy and commitment to the process.
Many companies that we work to try to cut this because it really wants to believe that a strong person to sell, when to sell, you really will be able to sell for their company and therefore tend to cut corners and almost 53% of sales of all assumptions are mishires for this reason.

Another reason why people make errors in the recruitment of sales staff, especially if you do not have the same skills they are placed, may misunderstand what a real people's attitudes and skills are in this area. Thus, one of the things to do is be careful if you are certain financial transactions or executive engineering position and began to recruit sales staff, is to know your limits on the ability to judge, to make those judgments and make the right assumptions. Hiring good sales people is a difficult and challenging, but if done properly, it can be very effective for your company .......