What's the number one thing you look for in a sales candidate, besides a track record of success in past jobs?
Sort By:
Oldest
Senior Prinicpal in Services (non-Government)3 months ago
Can they demonstrate that their success is due to being a great consultative seller, or has their success been an outcome of selling a great product and/or following a sales process that is heavily supported by others (pre-sales, marketing, inside sales, sales leadership closing deals, etc.)? I want to hire a great salesperson who can lead great discovery and close deals. I don't need someone who is the project manager of the sales process.CEO-founder in Construction3 months ago
I am not so sure if track record of success should 'loom so heavy'. It is key that they have the psychological profile that matches their role or specific function in the sales team. With the high pace of AI entering the (sales) field, a younger person (usually somewhat more tech-savvy) might then have preference. Younger people also tend to have a longer breath - happy to make countless attempts to 'hunt' their prospects and yet extraordinary sociable upon getting 2 minutes to 'pitch'.You would look at how the role or function matches with the archetype buyer-side persons to contact. Also depending on the market maturity (or the Hype Cycle stage), sales activities are less or more likely to target buyer representatives that are rather trailing (mainstream) vs. agile innovators vs. lagging followers. According to Geoffrey Moore's Crossing the Chasm thinking, it would make no sense to have innovator-profiled people talk to mainstream-thinking risk-avoidant followers.
Understandably, Gartner uses the Myers-Briggs Type Indicator to profile people. Depending on the Buyer Journey staged role that the sales person would take (e.g. Exploratory, Evaluative, Engaging) you would need a less or more listening-capable personality, an engaging character or consensus-seeking (aligning) person. Sometimes an introvert young listener who connects emotionally (and convinces on an emotional level) is more valuable than a rational pragmatist.
VP of Sales3 months ago
When evaluating sales candidates, aside from a proven track record of success, the most critical attribute I look for is alignment with our company’s specific needs and constraints. Here's why:Understanding Company Weaknesses:
Before beginning the search for a sales candidate, it’s imperative to conduct a thorough assessment of our company's weaknesses and gaps. This introspective step is crucial for identifying the exact skills and attributes needed in a new hire. For instance, if our company lacks advanced technological capabilities, hiring someone with a focus on targeting large enterprise companies might be counterproductive. While they might excel in getting their foot in the door, they could face frustration when the product doesn’t meet the required solutions. Similarly, if our back-office support is limited, we need a candidate who is not only efficient but also willing to go the extra mile to close deals and ramp up quickly.
Moreover, if we have invested heavily in sales enablement technology and believe in its potential, it's essential to hire someone who is enthusiastic about leveraging these tools. The ability to adapt and effectively use the technology at hand can significantly impact their performance and integration within the team.
Attitude and Mindset:
Attitude plays a pivotal role in the success and cohesion of the sales team. An individual's outlook can be infectious, influencing the broader organizational culture. Therefore, it's essential to assess whether a candidate has a 'glass half full' mentality. Positive attitude fosters a productive and encouraging environment, while a negative outlook can spread like cancer, undermining morale and performance.
Resilience and Learning from Losses:
A question frequently posed by sales leaders is, “Do you love to win or hate to lose?” This query reveals much about a candidate’s motivation and resilience. While loving to win is a commendable trait, it often results in fleeting satisfaction. On the other hand, those who hate to lose tend to reflect deeply on their failures, learning from their mistakes and striving to avoid them in the future. This mindset of continuous improvement is invaluable, as it drives personal growth and contributes to sustained success.
The Ideal Candidate:
The ideal sales candidate is someone who not only demonstrates a positive attitude and resilience but also shows a willingness to adapt and work effectively within our existing framework and limitations. They should be eager to use available resources, learn from their experiences, and maintain a growth-oriented mindset.
When hiring for a sales position, it’s not just about past success. It’s about finding someone who fits well with our specific needs, exhibits a positive and infectious attitude, and shows a deep commitment to learning and growth. This holistic approach ensures that the new hire will not only perform well individually but also contribute positively to the overall team dynamic and company success.
---
By emphasizing these points, we ensure that our hiring process is robust, strategic, and aligned with our long-term objectives, ultimately leading to a more effective and cohesive sales team.
VP of Sales in Software3 months ago
I always look at how they have achieved success… their approach, eq, collaboration are skills that will allow them to keep achieving success over time…CSO3 months ago
Grit. I want to know what they did in the hard quarter or down year. It's important for me to see they have the core sales skills they need to succeed so I ask many situational questions to uncover what they truly understand and know about following a sales process. Their previous success can be based on stepping into a great territory at a good time, so it is most important to ensure that they have the underlying skills needed to succeed.