Published on December 2nd, 2022
A significant portion of the worldwide workforce is made up of sales employees. From necessities like food and housing to opulent offerings like massages and spa treatments, there is always something to sell.
Hiring and assessing a sales executive who can carry out successful sales can be a daunting task. Here we have listed some tips and strategies that you can use to hire the best sales executive for your organization.
But first comes the question….
Logical Reasoning and Analytical Ability Tests
A basic logical reasoning test tells whether a candidate is able to make logical arguments and what is their thought process during the entire hiring process.
An analytical ability test measures the critical thinking and problem-solving abilities of the candidate. These assessments help the hiring manager to gauge the candidate based on their soft skills.
Communication Skill Assessment Test
As already talked about in the skills section, communication is crucial for a sales executive. Assessing the candidates for excellent verbal and written communication skills can give you an insight into the overall personality of the applicant.
An applicant with good communication skills along with a command of the language can persuade the customer easily. Basic email etiquette is also necessary to check as sales executives have to interact or follow up with their customers over email frequently.
Psychometric Test and Sales Skill Test
Psychometric tests help in quantifying the soft skills and the sales skills of the candidate. These tests reveal the actual strengths and weaknesses of the applicant.
Artificial intelligence is creeping into our lives slowly but making a deep impact every day. All these pre-employment assessments are now available on the web and can be customized according to your needs and help you to pick the best sales executive for your organization.
Scan the Resume for Keywords
You should go through the applicant's resume closely to find the keywords that match your job description. Always make sure to scan the resumes before booking an interview with them.
Look out for their experience and achievements (if any), and ensure that it is backed by stats and numbers.
Obviously, there are softwares such as applicant tracking systems that can do this job for you and save all the manual labor.
Look for a Goal-oriented Candidate
Every candidate that appears for the interview will be fully prepared and try to paint themselves as the most focused and growth-minded person. But an innate passion and ambition for sales always stand out from the facade.
You can ask them sales-related questions and give them unique situation questions to gauge their sales ability and sift out the candidates that do not pass the bar for those questions.
Choose the Confident Candidate
Again, every sales executive candidate will exude confidence and show themselves as the most determined candidate. But, you cannot fall into the trap and hire the first candidate that appears to be confident.
You have to differentiate between confident and arrogant candidates. Present them with a series of objections and you will be easily able to distinguish the applicant that suits your organization.
Conduct Multiple Interviews
You might want to meet your candidate a few times before finally hiring them and perhaps also including other members of your organization. This will give different viewpoints on the candidate and you can judge if they are the right fit for your company.
Some organizations will have the department head, HR head, and director interview every candidate before making any job offers.
Know the Candidate
It is not necessary that only extroverts can form a good rapport with the clients, introverts or ambiverts can do so too. Try to know the personality of the candidate after office hours, what they like to do, their hobbies, and passions.
Try to connect with the candidate during the interview and analyze how they indulge in different situations and do they meet different people.
Look for a Problem-Solver
A good sales executive should not run away from problems but should be creative enough to come up with a solution. Ask questions about what challenges they faced at the previous organization and how they manage to rectify them.
Do not hold back to ask all sorts of questions from the candidate, because an applicant is not about the certifications or degrees but their adherence to discipline, optimism, perseverance, and commitment to growth.
Thorough understanding of the products and services they are selling Knowledge of competitor’s products Understanding of the latest industry-specific technologies Ability to set short and long-term goals to achieve targets Functional knowledge of standard business tools, techniques, and software Information gathering skills Research and planning skills Ability to create sales presentations Knowledge of business policies Computer literacy that enables data collection Working knowledge of CRM software that is used to collect and retrieve details of customers and other prospects Ability to conduct market research
Ability to build a rapport with customers Simple, clear and customer-centric communication Critical thinking skills Excellent listening skills and ability to empathize with customers needs Work with the intention of benefiting the customer Excellent business communication skills Problem-solving abilities Time management skills Storytelling skills Ability to work in a collaborative environment Conflict resolution skills Final Thoughts
We know that hiring the sales executive you need for your team can be time-consuming and stressful, especially if you’ve hired people in the past that haven’t matched up to your expectations.
As you structure your interviews, remember that competition for top sales talent is fierce. It’s important to balance interview diligence with moving candidates through the process efficiently. Use these skill assessment exercises, and you’re sure to streamline your hiring process and attract top talent.
What is your strategy to hire the best sales executive for your organization?
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