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I. Do you understand the value and importance of employee engagement?
II. Is employee engagement a strategic priority for your organization?
III. Do you want more than a magic number so you can tick a box on your to-do list?
When it comes to hiring Not only have you spent a lot of time and money on training and salary for someone who didn’t work out, but there’s always the potential for lost or damaged client relationships.
And worst of all, you find yourself back at the beginning with a lean pipeline and looking for yet another sales person…
Hiring sales people without assessment, and proper sales development training will lead to throw a lot of money in your office trash.
I. The sales assessment can prove their future sales potential.
II. The sales skills assessment reveals gaps between what they can do and what you really need.
III. You haven’t considered enough candidates because of time constraints.
IV. They might not suitable to grow in your organization
Many business owners try to streamline hiring by focusing on one or two candidates. A better tactic is to start with 5 or even 10 candidates, knowing that you’ll lose a couple at each step of the hiring process. That way, you can compare candidates against each other, rather than just an ideal you have in your mind. A candidate pool will help you keep the right perspective throughout the interview process.
Hiring a great sales person who will bring lots of new business and revenue to your company doesn’t have to be an ordeal. There really are thousands of qualified, ambitious candidates just waiting to be found. But, to add one to your team, you’re probably going to have to sift through your fair share of pretenders.
Be on the lookout for these stop signs and you’ll avoid the most common sales hiring mistakes.
By Nada Bifani, CEO of WIN Sales and Marketing Programs
With employers no longer able to afford to throw money at their employees to keep them happy and engaged, managers are having to become more imaginative when it comes to rewards, including placing greater emphasis on talking up “invisible” benefits, such as pensions, healthcare and training, that may previously have been taken for granted.
Employee engagement and keeping employees happy needed to be about more than just money, she stressed. “Organizations are learning to treat employees as assets, not costs – and to invest strategically in talent using a broad range of total rewards.”
