The Company

• VISION

  Improve Performance, Drive Exceptional Results and help our partners Execute their Vision

• MISSION STATEMENT

  Infuse progressive business growth in all our engagements by focussing on people and process development for optimum value delivery

Things to take not of when hiring a sales person

Your sales team is important—and ensuring you are replacing or adding talent with the right behaviour, skills and capabilities for the job is critical.  You don’t have time to give a trial run, or test the waters to see if a new hire will be able to swim with the sharks. You need to know that information when you hire, not six months later.
Here are a few things to keep in mind the next time your calendar is booked with interviews for that open sales position:

• Know the talent you need. Is it really the best of the best or someone you can coach and shape into the best? Decreasing supply means the “best” aren’t always looking for opportunity, and they are expensive. Shaping a less experienced sales person often pays off in the long run.
• Don’t let demand blur your reasoning on finding the right person. It might be hard to wait, but rushing in and hiring the wrong person just prolongs the ability to find “the right person.”
• Use assessments and insights to understand what great looks like in your organization. Only 47 percent of sales organizations use assessments—and they know the capabilities and potential of their top sellers so they can pre-screen, job match, on board and develop talent to maximize the potential of each seller.

When it comes to your sales team, you need to ensure that you have the right talent, you understand what great looks like for your organization, and you know exactly who you need