When determining the right salesperson for your company it is all
about having the right skills fit. The sales skills of a Business
Development Manager in Software Engineering differ quite dramatically
from a Sales Rep selling medical supplies. We often make the mistake
of hiring someone with a successful sales background without considering
if they have the skills we need.
Even simple things like the ability to prospect can make or break
a salesperson moving from one role to another. Someone who is used
to getting sales leads handed to them may fail when having to find
leads and qualify them for themselves.
To understand where we want our perfect candidate to fit we have
to understand what sales skills the position requires and what ones
are not so critical
We can understand more about the type of sales person who will be
successful in our company by 2 ways, the most accurate method is to
select a member of your sales team who is your best salesperson and
assess them to determine what traits they have that make them successful
in your company. The other method is to complete a series of questions
about the sales role so we can build a picture of your perfect salesperson
and create a benchmark against that.
The questionnaire can be completed online
or if you prefer: download, print out a
copy, complete the 23 questions and fax to us so you have a copy for
you records. One of our consultants will then prepare you a complimentary
report to provide you an insight into what makes a perfect salesperson
for your company.
Please feel to complete a questionnaire now and with no financial
commitment from you at least you will gain an insight into what type
of candidate you are looking for.
The questionnaire only takes 5 mins and has such questions as:
Now we have completed our questionnaire we know exactly the types
of traits that we are looking for. The results of these scores will
then reflects the candidate's ability to carry out the various tasks
that a salesperson in your company needs.
Fine tuning the benchmark is an important stage of the process. From
the initial survey or round of assessments we prepare a Job Analysis
Report. For a sample copy click here.
Each trait that is to be measured provides a graphical scale of the
determined optimal values along with a description. As an example
let's look at sales drive.
|| The ideal candidate derives motivation
from within, occasionally taking the lead as a source of encouragement
to others. Although the service he or she provides to customers
and clients is essential, the winning aspects of successful sales
are the true reward of this profession for him or her.|
We need to read the description carefully and ensure it matches our
criteria. If it does not we then need to adjust the benchmark.
Our benchmarking reports descriptions will change as a result of
moving the scale up or down. In this case we may decide that we want
our candidate needs to be more a team player. Many companies employ
sales teams where sales staff will work together to bring together
a proposal and present to the client.
To coin an old phrase there is no "I" in team in these
cases salespeople who like to work as individual are unlikely to contribute
and are more likely to cause conflict within the team. We therefore
in this case want as salesperson who works as part of a sales team
and not an individual who is in it for themselves. By reducing the
scale down to 1-3 we will get a new description
By making an adjustment to our scale we are able to
change the description that describes our ideal candidate to be part
of a team. In this case if we move our scale to 1-3
we would get a new description: "One of
the most motivational aspects of sales for the best candidate is the
service he or she provides a customer, and the satisfaction they express
for that service".
Once we have fine tuned our benchmark we are then ready to start
assessing our candidates so we can see where they align with our perfect
salesperson. While we rarely see a 100% fit for the role a close alignment
is enough for us to make a valued decision about the selection of
our salesperson and know they will perform.