While your hiring process is fundamental to building a killer sales team, excellent sales strategy
met with poor execution always results in failure. Building top producing sales teams begins with
your sales hiring funnel. If you lack the right people who will implement and execute that
strategy, you have a failing business model. With the correct sales hiring process, you will have
everything needed to build a billion dollar generating sales machine.

According to an article published by Geekwire, CEO & Co-Founder of Convoy Inc, Dan Lewis,
states that as most companies grow, the share of entrepreneurial energy naturally begins to
diminish. He maintains enthusiasm in the workplace through the process of hiring people who
have the ability to “scale themselves”. Scaling is an opportunity to onboard strictly A players
who are interested in growing themselves and can push the business forward through
leadership and vision.

“You have to learn how to both scale, find the right people who can scale, but create an
environment where you don’t lose the ability to take risks and knock down walls. Otherwise,
you’ll end up stagnating,” said Lewis.

Here we constructed a list of ways to attract sales professionals who can help scale your
business and generate revenue growth for your company:

1) Brand Your Company as the Absolute Best in the Industry
First-class sales professionals are most of the time very selective when choosing who they work
for, as they should be. Some tactics for attracting the best talent for your company can be
executed by showcasing your company online with reputable qualities to attract top producers
through your company website and Linkedin. Make sure your office commemorates employee
successes and top performance is expected. Demonstrate your company’s pro-sales culture
and the value it upholds through customer relationships; something top producers want to see in
any organization they work for.

2) Don’t Relying on Job Postings

In simple terms, the best salespeople don’t have time to search through job postings because
they are too busy closing deals and generating revenue for their employers. Posting job
descriptions on online job boards is an ineffective strategy that reels in “active candidates” –
those who are likely out of work or going to be fired. This will hinder your company’s ability to
grow by increasing your time-to-hire and turnover ratios. The goal is to go after your
competitor’s sales professionals who are increasingly hitting sales quotas.

3) Test Candidates For Sales DNA

Sales DNA indicates the characteristics a candidate carries that will make them successful in
their role. Once you have identified all the characteristics of your ideal sales candidate and the
qualities that are required, you can assess candidates during the interview process by asking
precise questions. Another impactful way is by utilizing psychometric testing to evaluate
candidates. Ultimately, psychometric testing is vital to understanding if someone is innately
“wired” to handle rejection, answer difficult or challenging questions, or is motivated by the
necessary persistence to successfully sell. It’s purpose is to predict the behaviour, performance,
and driving factors of an employee in workplace scenarios.

4) Create an Irresistible Compensation Plan

Sales professionals are motivated by money, so make the rewards of exceptional sales
performance a clear part of your sales hiring strategy. The best compensation plans not only
prove above market pay but are also simple and heavily reward the behaviors required to
execute the sales strategy. Ultimately, to attract great salespeople you need to provide a great
compensation package that is above industry standard and greatly rewards high-powered
performance.

5) Be Proactive About Retention

It’s as simple as asking, “what motivates you?” Other than making money, your sales performer
may be motivated by challenges, larger or less developed territories, professional growth
opportunities, flexibility etc. The key to retaining your top performers is knowing exactly what will
keep them happy in the long run.
Implementing a recruitment plan will not only help to attract more of A players, but will also save
your company time and money. To scale quickly and successfully, it’s important to hire the best
talent and select your new hires wisely by only hiring qualified candidates who will outperform
your competitors and grow your business.
Feel free to message me through Linkedin with any questions regarding generating revenue
growth for your business and follow RGC Group for more posts and information.

It’s as simple as asking, “what motivates you?” Other than making money, your sales performer
may be motivated by challenges, larger or less developed territories, professional growth
opportunities, flexibility etc. The key to retaining your top performers is knowing exactly what will
keep them happy in the long run.

Implementing a recruitment plan will not only help to attract more of A players, but will also save
your company time and money. To scale quickly and successfully, it’s important to hire the best
talent and select your new hires wisely by only hiring qualified candidates who will outperform
your competitors and grow your business.

Feel free to message me through Linkedin with any questions regarding generating revenue
growth for your business and follow RGC Group for more posts and information.