Tips for Hiring Your First Sales Superstar for Your New Business
Arguably, a business’s balance sheet is as healthy as its ability to sell. It thus follows that sales teams play a key role in determining whether a business grows or goes down the drains. Therefore, as a startup, if you are going to trust anyone with this enormous responsibility, then they must be up to the task. So, how do you determine the right candidate for the sales job? We have some tips for you!
1. Understand Your Customers and the Sales Process
Why? Because this will give an idea of the working environment your sales rep will be faced with. For instance, does selling your product involve an explanation of a manufacturing or technical procedure? Then a person with such skill set will be a good fit.
When it comes to your customers, first ask yourself – who are they? They could be individuals of a certain age group, large corporations, or small-medium businesses in a specified industry. Where applicable, you can interview a few of them just to find out the kind of a salesperson they expect to interact with.
2. Create A Clear And Detailed Job Description
Having defined your product and client needs, use the information to craft a matching job advert. Don’t be fooled into thinking that selling is just selling – actual responsibilities of salespeople differ from one business to another. Your description should outline:
- The type of business/industry you are involved in
- The job position e.g. team leader or entry-level
- Nature of the job i.e will it involve generation of sales leads, closing deals, or both?
- Daily tasks at the office besides sales
- Periodic sales quota i.e weekly and monthly targets
When writing the description, avoid general statements. Compare these possible ads:
- Required: a high-energy sales rep who can multi-task
- Required: a salesperson proficient in MS Excel and with the ability to generate a minimum of 20 leads a day.
Which adverts shines more light on the job requirements?
3. Decide on the Compensation Range
Any job candidate would want to know what their reward will be. Now, a popular way of compensating sales staffs involves guaranteed base pay and variable commissions proportional to the value of sales generated. But, you still need some figures to paint a clear picture of the pay.
So, how many sales do you think your best sales rep can generate in a week? Use this estimate to calculate their monthly quota. Assuming you already decided on the base pay and commission rate, you can calculate how much the sales rep might take home. Make it clear that the compensation is based on their performance. You can give a broad range of commission rates to increase the rep’s earning potential. See more details about setting up commission rates here.
4. Interview for Relevant Skills and Personal Character
Look for skills that match the job description you created. For example, if part of the job entails using automation systems and software, you’ll need an individual with good computer skills. Also, note that multi-skilled employees are valuable assets to new businesses as they can take multiple roles. Don’t overlook their ability to mingle and build relationships fast, as well as their leadership qualities should you want them to take up such roles in the future.
Now that you know how to hire your first sales superstar, where can you find suitable candidates? You have various options. These include internet platforms like LinkedIn, business schools within your area, and your contacts.