There is a clich\u00e9 that sales people don\u2019t typically have the best resumes, so there is a tendency to dismiss or reduce the importance of the resume in sales hiring. And good selling is about the personal interaction anyway, right?<\/p>\n
Well, most of us don\u2019t have time to meet everyone to find our whether they are strong or not, so to protect your agenda, you need ways to screen candidates before meeting them.<\/p>\n
Here are some of the top techniques used by those of us that do a lot of sales hiring. Here are the top ways to review a resume:<\/p>\n
1.\u00a0\u00a0\u00a0 Look for numbers.\u00a0 In sales resumes, results are key.\u00a0 Anyone can call themselves an \u201cover achiever\u201d or a sales \u201csuperstar.\u201d If a candidate does not quantify his success in the resume, it may be an effort to downplay less than stellar results.<\/p>\n
2.\u00a0\u00a0\u00a0 Look for winners.\u00a0 Strong sales resumes often have an \u201cawards and achievements\u201d section.\u00a0 That\u2019s because great sales people often win awards and can list significant achievements like important wins and large deals.\u00a0 It is another way to demonstrate results.<\/p>\n
3.\u00a0\u00a0\u00a0 Consecutive short stays are a warning sign.\u00a0 If the candidate has a pattern of staying at companies for 1 year or less, she is probably not making quota, or perhaps she is repeatedly losing interest before building momentum.\u00a0 Optimally, you are looking for someone who stays three to five years at most sales jobs.<\/p>\n
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