Filling an open position with the perfect candidate doesn’t have to feel like a never-ending game of Where’s Waldo.
Use top tips from our talent acquisition managers to hire the best.
3 Insider Tips From Talent Acquisition Managers
We believe any company should be able to quickly find its ideal fit. But too often, the hiring process drags on. It starts to wear on the entire team, not just the people directly involved in reviewing resumes and conducting interviews.
Other members of the team may be putting in extra hours because you’re short-handed. Or, you have to delegate work because you’re consumed by screening potential employees.
We want to make it easier for you to find your perfect match, starting with these 3 tips.
1. Always Be Hiring
You’re familiar with Always Be Closing, but have you met its close relative Always Be Hiring? If you haven’t adopted this mindset already, it’s time to make a change. Here’s why.
Waiting until you have a need creates stress
Most businesses only look for talent when they have an immediate need. They need someone now, but as you know, the hiring process can drag on for months as you review resumes and screen candidates.
A sense of urgency and stress builds the longer it takes. Under these circumstances, you’re more likely to pull the trigger on someone who is qualified but maybe not the best fit. As a result, you miss out on hiring a sales professional with the “it factor.”
Why getting “it” matters
Poor fit between a person and the role they’re supposed to fill is one of the main contributors to employee turnover.
Screening for the it factor helps you get hiring right the first time. In the long run, that’s a positive. In the short term, it can also prolong the process.
You aren’t looking for “good enough;” you’re seeking the best of the best. On top of the ability to sell, you need to look for these important mindset components:
- Self-discipline
- Optimism
- Desire to help others
- Resourcefulness
- Initiative
- Persistence
- Accountability
- Communication
That feels like an impossible wish list when you’re trying to fill a role ASAP. Make it achievable by constantly looking for superstars who would be a great fit at your company.
2. Find sales professionals who are passionate
Pareto’s Law, or the 80/20 rule, states that 80% of outcomes are driven by 20% of causes.
Applied to your sales team, you’d assume that 80% of your company’s success comes from 20% of your salespeople. Naturally, you’d think the most talented salespeople fall into the 20% – but that may not be true.
Around 25% of sales professionals admitted they are selling products they don’t care about. Studies indicate 55% of salespeople are in the wrong career.
These salespeople could be highly talented, but they’re disengaged with their job and/or the solutions they’re selling. Chances are, these individuals don’t have a great outlook because the rule is still in play. 80% of success is based on mindset, only 20% comes from skillset.
It won’t matter if they are capable of writing the best prospecting emails, or dazzling people at networking events. They lack the hungry mindset that drives success and won’t be motivated to pursue leads or follow up. They’ll put in the bare minimum and call it a day.
Don’t settle for less than you deserve
Your sweet spot is when you find someone who loves their career and believes in your company’s products and mission. Again, finding this combination will feel a lot less stressful if you’re always hiring instead of scrambling to get a body in a seat.
3. Test them on the fly, during the interview
Passion is an indicator that a salesperson will put in the work. But it’s not enough. You may really love football, but that won’t make you a good offensive coordinator or turn you into an all-star NFL running back.
Success depends on mindset, skillset, and passion. You’re already gauging to see if they have a passion for what your company does. Here are two ways to uncover their selling skills and mindset during the interview.
1. Skillset test: Get them to explain something complex
When you ask someone to break down tricky situations, you’re testing their communication skills as well as how well they understand a particular issue.
It’ll give you an idea of the approach they’ll take to explain your services and solutions. If they avoid jargon and find a way for you to relate to what they’re explaining, it’s likely they’ll be able to connect with prospects.
2. Mindset test: Challenge their egos
You can’t fully grasp a person’s mindset in the span of a few interviews. But you can get a good idea of their outlook on work and life with open-ended questions that challenge their ego.
I don’t mean attack them personally. You want salespeople who can tap into their ego and project confidence.
When I say “challenge their ego,” I mean give them a test to see how they handle adversity. Ask about a time they failed or experienced a setback. Then carefully listen to what they say.
Do they…
- Let their guard down
- Accept responsibility
- Reveal what happened and what they learned
Or do they…
- Cast blame
- Minimize their role in the problem
- Spin off hypotheticals about what could have happened if someone else did what they were supposed to
The first one will be a trustworthy team player. The other may bring in sales results but won’t be a positive addition to your workplace culture.
Peak Performance Won’t Happen Immediately
Hiring someone who doesn’t immediately rocket to the top of a leaderboard doesn’t mean you failed. Even people with the best skillsets need a little assistance.
Note performance problems and help them overcome obstacles
Maybe they need to shift their mindset. Perhaps they lack confidence because they feel they don’t know enough about your solutions.
Work with them to develop a peak performance mindset, and they might surprise you by not only meeting their revenue goals, but by exceeding them exponentially.
You don’t have to find Waldo on your own – Work with a talent acquisition company
Finding the gangly, bespectacled man wearing a striped shirt is so much easier when expert eyes scan the page. The same goes for hiring.
Reach out today and tell us who you’re looking for. We’ll help you find and hire talent that exceeds your expectations.
Call 833-698-1135 or contact us online here.
Originally published in 2022, this post was updated in 2023.
