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What to Look for Candidates When Hiring a New Sales Associate?

Sales representatives are a very demanding and strenuous profession. It is one of the most important as well as most difficult positions to fill in. Established businesses acknowledge the importance of sales associates as one of the foundations and lifelines of the company. No matter how out-of-this-world your product is and how innovative and revolutionized your marketing strategy and efforts are, you will end up with nothing without the tireless efforts of your sales team.

Well, who would want to speak with a complete stranger to convince them to buy whatever you have to offer, right? That can be really scary, and the chances of being rejected are high, and that can be soul crashing that one day, you just do not have the motivation to pick up yourself and strive to make a sale. However, it’s a different subject if you hired capable and competent sales people. 

But capable sales people are not easy to find. It is extremely difficult – to be honest with you! Those who may seem to have flawless abilities on their resumes can be dull on real-life performance, and those who come out as confident and ambitious in an interview are, in fact, lazy and negligent. Well, this may sound ironic, but sales people are professional at being interviewed, so therefore they exactly know what you want to hear and exactly know how to sell themselves. 

If you’re hiring a new sales associate, this article is for you! This article will help you make you hired the perfect sales rep and make the hiring process quick, easy, and efficient. 

Look for a candidate who is hungry-learner and always wants to be better.

Training a sales team is easy to do as well as training a sales rep to sell your product. But passionate and ambitious innate traits are a must-have for a sales position. Definitely, everyone who appears in an interview will try their best to look confident and composed, but how you can measure their personality and traits during an interview will depend on your observation and the questions you will ask. The best questions to ask a candidate is to ask them about their achievements both outside and inside their previous workplace. This will give you an idea of how they perform in their personal life and work life. Another question to ask is to ask them to tell you about a problem and how they can rectify the matter at their previous company. You can also ask them questions about personal growth or goals in the future to gauge their want for self-improvement.

Look for a candidate who is confident and composed.

The importance of self-confidence for a salesperson can’t be understated. You can know everything about your product and possess the necessary experience in your field, but if prospects don’t see you as confident, you will never make a sale.  Self-confidence will enable a sales professional to handle setbacks with ease.

This is why you must look for a candidate who is self-confident and composed at all times. The tricky part here is everyone who will show for an interview will try to demonstrate self-confidence. Keep in mind that effective communication skill is a lot different with self-confident. A good way to test a candidates’ confidence level is to present them with a series of objections and see how well they respond and handle it. 

Look for a candidate who is competitive and aggressive.

The sales field is a zero-sum game – either you win or lose. No buts and no in-betweens. Either you win the business, or your competitors win’ it. One of you will win, and others will surely lose. To win, you need to be competitive. You have to love to put a good fight and want to win over your competitors. 

Look for a candidate who has a competitive spirit – Not only to compete with his colleagues and competitors, but also with themselves to achieve better results every day. Why look for a competitive candidate? Will, competitiveness shows up as a drive to engage in a competition for opportunities and as the strong drive to take action. It shows up the desire to get the job done, whatever it takes. 

Look for a candidate with natural customer service skills.

One of the main responsibilities of a sales rep is to converse with strangers and convince them to buy whatever they have to offer. And this will not possible if your sales rep cannot even interact with a potential customer. Interpersonal skill is a must-have trait a sales representative must possess.

During an interview, the best way to gauge a candidate’s natural customer service skills is to see how relaxed they are. See whether they are trying to make a genuine connection with you or trying too hard. Also, observe their listening skills. A sales rep must be able to listen to a customer and understand their issue or problem. It is perhaps one of the most important skills for good customer service. See how they accurately respond to every question you’ll ask them. 

Look for a candidate who is a problem-solver.

Sales is 50% getting the job done, 50% rejection. 

You need to look for a sales rep who looks at a problem not as a hindrance, but as an opportunity to learn something new. The best way to gauge their ability to solve a problem is through the use of the STAR approach.

S – Situation

T – Task

A – Action

R – Result

Ask them about a specific situation, a problem they’ve encountered, and what tasks they need to resolve the said problem. Take account for the action they did and the result they created and what benefits does it make for the business. This will give you an idea of how good they are at solving problems and how they turn around a problem as an opportunity to provide better results.

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