{"id":2518,"date":"2012-08-22T10:50:00","date_gmt":"2012-08-22T15:50:00","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/?p=2518"},"modified":"2013-06-28T09:20:05","modified_gmt":"2013-06-28T14:20:05","slug":"5-tips-for-hiring-a-sales-manager","status":"publish","type":"post","link":"http:\/\/selectmetrix.com\/blogs\/2012\/08\/5-tips-for-hiring-a-sales-manager\/","title":{"rendered":"5 Tips For Hiring A Sales Manager"},"content":{"rendered":"<p><a href=\"http:\/\/www.sellingpower.com\/content\/article\/?a=9828\" target=\"_blank\">This Selling Power article<\/a> is a quick, solid read.\u00a0 The 5 tips are all on point with this one being my favorite:<\/p>\n<blockquote><p><strong>2) Metrics without context.<\/strong> Your candidate noted that his or her team closed $2 million in sales last year. That&#8217;s great. But what was the quota? What were the expectations? Was this half of what your potential new hire and the team were expected to do? Or did they not only exceed quota, but also outperform every other sales team at the company? Don&#8217;t rely on metrics alone; your candidate should provide context that tells the whole story.<\/p><\/blockquote>\n<p>So much of resume information is devoid of context yet many hiring managers buy into the information.\u00a0 Every candidate seems to have some remarkable numbers\/statistics\/results in their resume, but far fewer provide the context to define the success they claim.\u00a0 <em>Always<\/em> look for this information in the resume.\u00a0 If you have a candidate that you would like to pursue, it is certainly a good practice to contact that candidate and ask for clarification.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>This Selling Power article is a quick, solid read.\u00a0 The 5 tips are all on point with this one being my favorite: 2) Metrics without context. Your candidate noted that his or her team closed $2 million in sales last year. That&#8217;s great. But what was the quota? What were the expectations? Was this half of what your potential new hire and the team were expected to do? Or did they not only exceed quota, but also outperform every other sales team at the company? Don&#8217;t rely on metrics alone; your candidate should provide context that tells the whole story. So much of resume information is devoid of context yet&hellip; <a class=\"read-more\" href=\"http:\/\/selectmetrix.com\/blogs\/2012\/08\/5-tips-for-hiring-a-sales-manager\/\">Read More<\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"","bgseo_robots_follow":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[2,13,3,4],"tags":[1748,1449,55,541,97,1687],"class_list":["post-2518","post","type-post","status-publish","format-standard","hentry","category-hiring","category-resumes","category-sales","category-sales-management","tag-hiring","tag-hiring-sales-manager","tag-resume","tag-resume-errors","tag-select-metrix","tag-strong-hire"],"jetpack_publicize_connections":[],"jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-EC","jetpack-related-posts":[{"id":2230,"url":"http:\/\/selectmetrix.com\/blogs\/2010\/01\/interview-myths\/","url_meta":{"origin":2518,"position":0},"title":"Interview Myths","author":"Derrick Moe","date":"January 11, 2010","format":false,"excerpt":"This article from Yahoo\u2019s Hot Jobs contains 5 hiring myths designed to help candidates perform better in an interview.\u00a0 Myth #1 is excellent for the hiring manager: Myth #1: Be prepared with a list of questions to ask at the close of the interview. There is some truth in this\u2026","rel":"","context":"In &quot;Hiring&quot;","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":19159,"url":"http:\/\/selectmetrix.com\/blogs\/2018\/10\/creeping-mediocrity-in-your-hiring-process\/","url_meta":{"origin":2518,"position":1},"title":"Creeping Mediocrity In Your Hiring Process","author":"Derrick Moe","date":"October 12, 2018","format":false,"excerpt":"Past behaviors are the best indicator of future success. This point is crucial when hiring salespeople for your team.\u00a0 The difficulty lies in deducing if the candidate has the right set of skills to be successful in your specific sale. Here's the ugly truth - \"bad\" salespeople can still have\u2026","rel":"","context":"In &quot;Hiring&quot;","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2018\/10\/Yawn.png?fit=560%2C315&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2018\/10\/Yawn.png?fit=560%2C315&resize=350%2C200 1x, https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2018\/10\/Yawn.png?fit=560%2C315&resize=525%2C300 1.5x"},"classes":[]},{"id":861,"url":"http:\/\/selectmetrix.com\/blogs\/2007\/04\/proof-of-thesis-interviewing\/","url_meta":{"origin":2518,"position":2},"title":"Proof Of Thesis Interviewing","author":"Derrick Moe","date":"April 30, 2007","format":false,"excerpt":"There is a style of interviewing that we encounter frequently that leads many companies down a hiring path they should avoid.\u00a0 I call it \"Proof of Thesis\" interviewing and here is how it works. The hiring company publishes a job description on a major job board or, heaven forbid, in\u2026","rel":"","context":"In &quot;Hiring&quot;","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2007\/04\/windowslivewriterproofofthesisinterviewing-8897thesis-reports-thumb2.jpg?resize=350%2C200","width":350,"height":200},"classes":[]},{"id":1893,"url":"http:\/\/selectmetrix.com\/blogs\/2009\/02\/hiring-without-knowledge\/","url_meta":{"origin":2518,"position":3},"title":"Hiring Without Knowledge","author":"Derrick Moe","date":"February 12, 2009","format":false,"excerpt":"Selling Power\u2019s Hiring One of the Team focuses on finding superstar salespeople that will fit into your existing team.\u00a0 Clearly that is the goal for all sales hiring and this article supplies some sound advice.\u00a0 Other parts of it I will leave to your judgment. Here is a quote I\u2026","rel":"","context":"In &quot;Assessing&quot;","block_context":{"text":"Assessing","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/assessing\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":1759,"url":"http:\/\/selectmetrix.com\/blogs\/2008\/10\/tips-for-interviewing-sales-candidates\/","url_meta":{"origin":2518,"position":4},"title":"Tips For Interviewing Sales Candidates","author":"Lee Fratzke","date":"October 22, 2008","format":false,"excerpt":"Too many times the process of hiring a sales person rarely takes priority in a sales manager's duties\u00a0- they have enough to do already.\u00a0 Unfortunately, the hiring tasks get pushed to the margins of their day.\u00a0 Any sales manager knows how important it is to hire strong sales people, but\u2026","rel":"","context":"In &quot;Hiring&quot;","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":911,"url":"http:\/\/selectmetrix.com\/blogs\/2007\/05\/the-can-vs-cant-approach\/","url_meta":{"origin":2518,"position":5},"title":"The Can vs. Can&#8217;t Approach","author":"Derrick Moe","date":"May 11, 2007","format":false,"excerpt":"One client of ours told me a sales hiring story that led them to us. The sales manager followed the conventional hiring process - post an ad, sort the resumes, interview the candidates from the \"yes\" resume pile. He chose a salesperson with a glowing resume who absolutely won him\u2026","rel":"","context":"In &quot;Assessing&quot;","block_context":{"text":"Assessing","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/assessing\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2007\/05\/windowslivewriterthecanvs.cantapproach-63b4j04001816.jpg?resize=350%2C200","width":350,"height":200},"classes":[]}],"jetpack_featured_media_url":"","_links":{"self":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/2518","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=2518"}],"version-history":[{"count":3,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/2518\/revisions"}],"predecessor-version":[{"id":2539,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/2518\/revisions\/2539"}],"wp:attachment":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=2518"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=2518"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=2518"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}<!-- WP Super Cache is installed but broken. 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