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New guide explains how to recruit sales stars
Called Recruiting sales stars, the guide offers eight tips for creating a data-driven selection process that is objective and not reliant on the 'gut feel' of hiring managers. As well as recruiting 'right fit' sales stars, organisations can benefit by increasing employee tenure, cutting recruitment costs and reducing the time-to-hire.
"Good sales people are the lifeblood of any business but finding and hiring sales stars is far from easy," said Andreas Lohff, CEO of cut-e. "Some businesses want fast-talking extroverts but in others, more introverted and thoughtful sales people will prosper. It really depends on what you're selling and the values of your organisation. The point here is that some candidates in your applicant pool will be much more suited to selling in your organisation than others. This guide will help you to identify and appoint sales executives who are likely to be successful in the role and a good fit for your company."
According to the guide, employers should start by understanding what differentiates their top-performing sales people from their average performers. "Those who achieve the most sales in your organisation will have certain characteristics in common," said Andreas Lohff. "If you can pinpoint these competencies, abilities and job-related behaviours, you can then use appropriate assessments to recruit others who have a similar profile. Also, when you know what to look for in your job candidates, you'll know what to reward in your employees. Not only will this help you to manage and develop your sales stars, it will enable you to introduce incentives and bonuses that reward best practice behaviour."
To attract the best candidates, organisations should build an attraction strategy that makes them stand out from the crowd. "It's important to consistently communicate your organisation's strengths and key brand messages on your careers site and in your advertisements, social media and promotions,"
A Realistic Job Preview can create the right expectations and help applicants to better understand the job. "When employers over-sell their jobs, new recruits join with false expectations,"
A consistent interviewing process will make it easier for hiring managers to spot candidates with sales potential. "Some assessments automatically generate an interview guide which helps sales directors and other hiring managers to probe for the relevant competencies,"
The guide outlines how technology can optimise the selection process and cut the time-to-hire. "Integrating systems such as your Applicant Tracking System and HR Information System can create efficiencies,"
cut-e's new guide Recruiting sales stars can be freely downloaded from: http://infomail.cut-
Background notes: Founded in 2002, cut-e (pronounced 'cute') is part of Aon's Assessment Solutions, a global talent solutions group within Aon plc. Aon is a leading professional services firm which provides a broad range of risk, retirement and health solutions. cut-e provides online tests, questionnaires as well as video and gamified assessments for attraction, selection, talent management and development. Aon's Assessment Solutions, which also includes the CoCubes brand, undertakes 30 million assessments each year in 90 countries and 40 languages.