Dave Kinnear, Vistage Chair, posted a wonderful article (I’m biased of course) on his blog to one of our most popular blog articles titled “Why is it so hard to find great salespeople?”
Dave wrote this article over a year ago – and it’s just as relevant today as it was when he originally posted the article. His call to action to companies to change the way criteria is set for hiring and performance, incentives, and expectations is frustrating to read since not a lot has changed in sales hiring over the last 10 years. Most companies are still stuck in an antiquated, ancient, tribal, and traditional approach to hiring and managing a sales team that is broken.
Until the basic paradigm shifts of how to define success, how to fish in deep waters for the best sales talent, how to motivate the best performers, and how to keep the best talent changes – most companies will continue to experience mediocre results in their sales teams.
Here’s a small quote from Dave’s article:
My friends at Impact Hiring Solutions posted an article on their blog answering a question I hear a lot: “Why is it so hard to find great salespeople?” They are right it is hard, and I think we should listen to their solid understanding of how to properly hire a sales person. However, there is a trap waiting for you. It’s a pretty significant trap; and it’s this . . . . Do you know what it takes to be successful in sales in THIS market or are you going to build your success factors based on past experience. Now, I’m not talking about setting the measurable goals part of this process. You know how to determine what the top line, bottom line and profit margins need to be. I’m talking about what makes a salesperson successful in the present economy. And if you follow the Impact Hiring Solutions guidelines, how will a person demonstrate that they have achieved the success factors in other companies and in this market?
How do you define success for top performing sales professionals? Have you changed your methods of where you go to find these candidates? Have you evolved your process of what you do with these top performing sales professionals once join your company? OR we will still using the same approaches from 10-20-30 years ago?
If you would like to read Dave Kinnear’s full article on what needs to change to hire and retain top sales professionals, click the link below: