{"id":1347,"date":"2023-07-13T10:04:56","date_gmt":"2023-07-13T14:04:56","guid":{"rendered":"https:\/\/www.peaksalesrecruiting.comblog\/how-to-find-a-salesperson\/"},"modified":"2023-09-18T19:37:39","modified_gmt":"2023-09-18T23:37:39","slug":"how-to-find-a-salesperson","status":"publish","type":"post","link":"https:\/\/www.peaksalesrecruiting.com\/blog\/how-to-find-a-salesperson\/","title":{"rendered":"How to Find A Salesperson"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">In today&#8217;s competitive market, finding the right salesperson is crucial. As turnover rates among sales professionals <a href=\"https:\/\/www.gartner.com\/en\/newsroom\/04-28-2022-gartner-says-us-total-annual-employee-turnover-will-likely-jump-by-nearly-twenty-percent-from-the-prepandemic-annual-average\" target=\"_blank\" rel=\"noopener\">hover around 20%<\/a>, businesses must focus on effective recruitment and retention strategies. Let\u2019s face it: businesses hate losing money. So when companies start<a href=\"https:\/\/www.linkedin.com\/business\/sales\/blog\/management\/sales-turnover-great-reshuffle-how-to-respond\" target=\"_blank\" rel=\"noopener\"> shelling out $115,000 for every salesperson lost<\/a> and replaced, C-Suite executives double down and focus their efforts on employee retention.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This status quo creates one big problem: businesses are constantly <a href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/5-reasons-your-top-employees-quit-stop-doing-this-to-stop-them-leaving\/\">losing sales talent<\/a>, unable to build a steady sales team and always in search of new, <a href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/traits-of-top-performers\/\">quality salespeople<\/a> to replace the outgoing ones.\u00a0<\/span>Additionally, new businesses struggle to find available and committed salespeople due to their high mobility.<\/p>\n<p><span style=\"font-weight: 400;\">This blog post covers our strategy to find a salesperson \u2014 how to begin, where to look and what to do to keep them after you find them.\u00a0<\/span><\/p>\n<h3><b>1. Create the Ideal Candidate Profile<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Crafting the ideal candidate profile starts with the customer. Since your customers directly interface with the sales team, they should have a say on who gets hired. Using a feedback form (or any equivalent), nudge your customers to tell you the <a href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/7-success-characteristics-that-define-top-performers\/\">traits they value most<\/a> in a salesperson.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">From there, you can take over. Ask yourself and other stakeholders questions like:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What qualifications do we want in a candidate?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Will experience rank over qualifications?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Entry-level or experience?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do we need someone to aggressively pursue new leads or gently nurture our existing ones?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Is geography a factor?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In other words, create your profile <\/span><a href=\"https:\/\/hbr.org\/2015\/11\/the-best-ways-to-hire-salespeople\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">based on the sales task<\/span><\/a><span style=\"font-weight: 400;\">. You\u2019ll notice we didn\u2019t mention considering parameters like \u2014 goal-oriented, active listener, problem solver etc. Those things are just a \u2018bland summary of the Boy Scout handbook.\u2019\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Odds are every sales candidate will say they are those things even when they\u2019re not. Instead, shift the focus to your company\u2019s sales tasks so it\u2019ll be easier to build a custom candidate profile.<\/span><\/p>\n<h3><b>2. Write a Thorough Job Description<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Since you\u2019re searching for a unique salesperson, creating a distinct <\/span><a href=\"https:\/\/www.merriam-webster.com\/dictionary\/call%20sign#:~:text=%3A%20the%20combination%20of%20identifying%20letters,a%20message%20sent%20by%20radio)\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">call sign<\/span><\/a><span style=\"font-weight: 400;\"> to help them identify your business as a good place to thrive is necessary. How? Job descriptions.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You need them no matter where you find your sales candidates, not just job boards.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Job descriptions present your first opportunity to set the right expectations \u2014 your requirements, candidate responsibilities, company culture, and compensation structure.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Contrary to public opinion, job descriptions are best kept short and engaging. A one-pager is sufficient.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Top sales candidates look for keywords like \u2018team leader\u2019, \u2018industry-specific experience,\u2019 and \u2018build customer relationships\u2019, so be sure to include the right keyword blend in your job listing.<\/span><\/p>\n<p><a href=\"https:\/\/business.linkedin.com\/talent-solutions\/resources\/how-to-hire-guides\/salesperson\/job-description\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Here\u2019s<\/span><\/a><span style=\"font-weight: 400;\"> a good job description template you can work with.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Remember, if the job description isn\u2019t good, the candidates who apply won\u2019t be either.<\/span><\/p>\n<h3><b>3. Search in the Right Place<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Good salespeople that match your specific requirements are not scarce if you know where to look \u2014 and there are several places to look.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Let\u2019s go through those places together:<\/span><\/p>\n<h4><b>Your Network<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Some say you\u2019re never more than six people from meeting someone famous. They are absolutely right; fortunately for us, that dynamic operates the same way with salespeople.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Though generic, your professional and social network is indeed an ideal place to begin your search for top salespeople. Talk to your family, friends, and colleagues (past and present).\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Don\u2019t leave out salespeople who have already pitched or are still pitching a product to you. They\u2019re worth hiring if they can get you to buy their product while working for someone else.<\/span><\/p>\n<h4><b>Networking events (for entry-level and senior roles)<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Thousands of sales conferences are held annually, meaning thousands of salespeople are together in conference halls yearly, sipping drinks and eating low-fat pretzels.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That\u2019s good news for you.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Look up events (sales conferences, trade shows and seminars) in your preferred area, then make an appearance. It\u2019ll be like fishing in a small packed pond with a big net especially if they are <\/span><a href=\"https:\/\/www.peaksalesrecruiting.com\/blog\/how-to-get-more-sales-leads-from-conferences-2\/\"><span style=\"font-weight: 400;\">already looking for you too.<\/span><\/a><\/p>\n<p><span style=\"font-weight: 400;\">That first bit is more suited to senior roles. If you want entry-level sales talent, redirect your search to look for college career fairs and alumni events.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Or, you can steal a page from the playbook of <\/span><a href=\"https:\/\/sloanreview.mit.edu\/article\/developing-successful-strategic-partnerships-with-universities\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">corporate R &amp; D<\/span><\/a><span style=\"font-weight: 400;\">. Form a partnership with a university to set up an award or sponsor an event to get backstage access to teeming sales superstars.\u00a0<\/span><\/p>\n<h4><b>Sales recruiting firms\/agencies<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">If you\u2019d rather skip the time-consuming process of finding great sales candidates, a sales recruiting firm is the way to go.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Sales recruiting firms are heavily connected. They know all the best salespeople and where to find them, even those who might be engaged elsewhere.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">They\u2019re about the best medium to find salespeople for any role in your company. Make sure to select the right recruiting firm.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Check the track record of the firm and ask about their process. Prioritize firms with exceptional reach and customer support.<\/span><\/p>\n<h4><b>Job boards<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Job boards for salespeople are everywhere, listing a thousand sales jobs to ten thousand sales reps.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To be fair, job boards don\u2019t always work. Many times, applications from these sites are less-than-satisfactory. However, you can still make lemonade from lemons by observing job descriptions and salary structures posted by your competitors. That insight can be instrumental.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One more thing to note on job boards:\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Your ideal salesperson could be anywhere, including a current engagement with another company. They won\u2019t be looking at a job board and are unlikely to see you. This is often the case when searching for a salesperson to fill a senior role. Now you know what to expect.<\/span><\/p>\n<h4><b>Other social media<\/b><\/h4>\n<p><span style=\"font-weight: 400;\">Twitter, Facebook, and Slack communities are also good platforms to help you find top salespeople. Use hashtags to navigate your way on them.<\/span><\/p>\n<h3><b>4. Leverage the Network of Your Current Sales Team<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">If you already have a sales team, speak to them. Their knowledge and experience count more than you think.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The sales profession, though unfairly, has always been associated with false positives or, if we\u2019re being blunt, lying.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">No one is better suited to differentiate between people of true substance and those with credentials as false as a politician\u2019s promise.. Plus, your next hire probably shared a seat in college with someone currently on your team.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ask for their input, and they\u2019ll point you in the right direction.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you don\u2019t have an existing sales team, simply reach out to a sales recruiting expert willing to help. Sales recruiting firms and LinkedIn are good places to discover salespeople who will share valuable insights.\u00a0<\/span><\/p>\n<h3><b>5. Prioritize Promising Candidates<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Top-performing sales reps can be elusive. They\u2019re sifting through multiple job offers simultaneously, so they can be undecided, choosy, or both.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you feel strongly about a candidate\u2019s potential to positively impact your business growth, reach out immediately.<\/span><\/p>\n<h3><b>6. Go Through Resumes With Intent<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Online job openings are reported to attract 250+ resumes, so we\u2019ll run through a few helpful tips to help you review them better and faster:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Look for resumes (and cover letters) with a personal touch. This is especially important in the post-generative AI era.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Be open-minded about sales background and experience. Although experience in selling software is not the same as selling hospital machines, it doesn\u2019t necessarily mean a candidate won\u2019t succeed if given a chance.\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Check for tangible results. Don\u2019t be swayed by resumes that claim to have had \u2018huge success\u2019 without proof. Pay more attention to a resume that says \u2018exceeded my sales target by 15% developing X strategy.\u2019<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">250+ resumes won\u2019t survive this process \u2014 and that\u2019s a good thing. This process is admittedly tedious but the results are worth it.<\/span><\/p>\n<h3><b>7. Make the Most of a Screening Call<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">During this phase, your job is to become familiar with the potential sales candidates. Ideally, you\u2019d want to know more about their qualifications, basic expectations, and whether or not they fit the company culture.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A short phone call or video of 15-30 minutes feels appropriate for a screening call. You might ask questions like:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Tell me briefly about your sales experience<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What are your short-term career goals?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What are your salary expectations?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">What\u2019s your favourite sales strategy?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If you have any concerns after reviewing the resume, now\u2019s the best time to review them.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One more thing, a screening should be informal. That might be the best way to establish a genuine connection since everyone\u2019s on edge during formal interviews.<\/span><\/p>\n<h3><b>8. Ask the Right Questions in the Final Interview<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Interviews are really about questions. Ask the right questions, and you\u2019ll find the right salesperson.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We can\u2019t tell you what the right interview questions are for your company (unless we know more), but you can\u2019t go wrong with asking questions that help you understand a candidate\u2019s approach to tackling sales tasks.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Once the interview is complete, ask your hiring team these questions:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Does the candidate have the ability to be vulnerable and honest about shortcomings?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do they set learning intentions for themselves and strive to become more successful?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do they have a good approach to customer service?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Do they have experience upselling customers?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Can they thrive in a competitive environment?<\/span><\/li>\n<\/ul>\n<h3><b>9. Keep Communication Open<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The interview may be complete, but there\u2019s still work to do. It\u2019s no good going through all that stress only to lose a top candidate to a competitor.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Keep conversing with the promising candidates if you\u2019re still deciding or sorting through administrative red tape. Tell them they\u2019re on your mind and will be contacted once a final decision is made.<\/span><\/p>\n<h3><b>10. Negotiate. Hire. Onboard.\u00a0<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Top salespeople will negotiate their pay. Negotiating is practically habitual to them, and you might even be bothered if they don\u2019t try to get you to pay more.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Make a hiring decision based on sound logic and good judgment.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, patiently review short-term and long-term company goals, office policies, and other important information with the new hire(s).\u00a0<\/span><\/p>\n<h2><b>Recap<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">To find successful salespeople, do these things:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mold your target candidate profile<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Write detailed job descriptions<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Search your network<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Attend networking events (senior roles) and college career fairs (young talent)\u00a0\u00a0<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Leverage LinkedIn and other social media platforms<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Don\u2019t rely heavily on job boards<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Hire a sales recruiting firm<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ask your sales team for advice<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Search for non-generic salesperson roles<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Review resumes<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Screen candidates<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Conduct immersive interviews<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Follow-up on promising candidates<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Negotiate pay. Hire and onboard.<\/span><\/li>\n<\/ul>\n<h2><b>Leave the Search to Peak<\/b><\/h2>\n<p><span style=\"font-weight: 400;\">Finding the right salesperson can be a daunting task. It requires tact, expertise, and a bucket load of research. But that doesn\u2019t have to be your burden.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At <\/span><a href=\"https:\/\/www.peaksalesrecruiting.com\/about-us\/\"><span style=\"font-weight: 400;\">Peak Sales Recruiting<\/span><\/a><span style=\"font-weight: 400;\">, we know the best sales talent and are constantly discovering more. We can help you find and recruit your next sales superstar without hiccups.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Contact us today to get started. We\u2019ll take care of the rest.<\/span><\/p>\n<picture class=\"alignnone wp-image-211347 size-large\"> <img decoding=\"async\" class=\"alignnone wp-image-6624 size-full\" src=\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2023\/07\/find-and-hire1-1024x577-1.jpg?strip=all\" alt=\"\" width=\"1024\" height=\"577\" srcset=\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2023\/07\/find-and-hire1-1024x577-1.jpg?strip=all 1024w, https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2023\/07\/find-and-hire1-1024x577-1-300x169.jpg?strip=all 300w, https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2023\/07\/find-and-hire1-1024x577-1-250x141.jpg?strip=all 250w, https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2023\/07\/find-and-hire1-1024x577-1-300x169@2x.jpg?strip=all 600w, https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2023\/07\/find-and-hire1-1024x577-1-250x141@2x.jpg?strip=all 500w, https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2023\/07\/find-and-hire1-1024x577-1.jpg?strip=all&amp;w=102 102w, https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2023\/07\/find-and-hire1-1024x577-1.jpg?strip=all&amp;w=409 409w, https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2023\/07\/find-and-hire1-1024x577-1.jpg?strip=all&amp;w=716 716w, https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2023\/07\/find-and-hire1-1024x577-1.jpg?strip=all&amp;w=819 819w, https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2023\/07\/find-and-hire1-1024x577-1.jpg?strip=all&amp;w=921 921w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/picture>\n<p>relpost-thumb-wrapper<\/p>\n<div class=\"relpost-thumb-wrapper\"><!-- filter-class --><\/p>\n<div class=\"relpost-thumb-container\">\n<h3>Related posts<\/h3>\n<div style=\"clear: both;\"><\/div>\n<div style=\"clear: both;\"><\/div>\n<p><!-- relpost-block-container --><\/p>\n<div class=\"relpost-block-container\">\n<div class=\"relpost-custom-block-single\" style=\"width: 150px; 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As turnover rates among sales professionals hover around 20%, businesses must focus on effective recruitment and retention strategies. Let\u2019s face it: businesses hate losing money. 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