{"id":683,"date":"2007-02-21T15:28:21","date_gmt":"2007-02-21T21:28:21","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/2007\/02\/6-sales-hiring-mistakes\/"},"modified":"2007-02-21T15:28:39","modified_gmt":"2007-02-21T21:28:39","slug":"6-sales-hiring-mistakes","status":"publish","type":"post","link":"http:\/\/selectmetrix.com\/blogs\/2007\/02\/6-sales-hiring-mistakes\/","title":{"rendered":"6 Sales Hiring Mistakes"},"content":{"rendered":"<p>Salesopedia has this article on their home page this week &#8211; <a href=\"http:\/\/www.salesopedia.com\/content\/view\/347\/9999\/\" target=\"_blank\">Six Common Mistakes in the Sales Hiring Process<\/a>. Obviously we are going to read that one. First off, great quote from Zig Ziglar in the article:<\/p>\n<blockquote><p>&#8220;Sales people are really the only people in business who pay the bills!&#8221; <\/p><\/blockquote>\n<p>That provides some perspective on the importance of strong sales hiring. Here are the 6 mistakes as outlined by the author:<\/p>\n<blockquote><p>1) Assuming the hiring manager knows how to qualify people<br \/>\n2) Not defining EXACTLY what you are looking for in a new hire<br \/>\n3) Assuming specific business functions know how to hire like talent<br \/>\n4) Over emphasizing a hire candidates personality or looks<br \/>\n5) Not effectively checking previous employment references<br \/>\n6) Hiring in your own likeness<\/p><\/blockquote>\n<p><a href=\"http:\/\/www.selectmetrix.com\/Recruiting_Main.html\" target=\"_blank\">In our process<\/a>, number 2 is by far the most important. You cannot find the right person if you do not know what the sale requires.<\/p>\n<p>Number 5 is important, but not in the context of the article. Here it is in its entirety (my emphasis):<\/p>\n<blockquote><p>If you consistently miss critical insights into a salesperson&#8217;s capabilities, motivations or character prior to hire, <strong>it is generally because you chose not to or did not effectively investigate a candidate&#8217;s previous employment history<\/strong>. Given the potential cost of a poor hiring mistake, it makes financial sense to spend a nominal amount of money and have a professional check out a candidate&#8217;s references. <\/p><\/blockquote>\n<p>References are important at the end of the process, but they do not provide accurate insight into a salesperson&#8217;s capabilities (aptitudes) or motivations. How objective do you think that reference is going to be? Safe to assume the candidate will not provide a bad reference. In terms of the verification agency, the laws are fairly stringent as to what a previous employer can say in a reference check call.<\/p>\n<p>Use <a href=\"http:\/\/www.selectmetrix.com\/Assessing_Main.html\" target=\"_blank\">an objective, validated assessment<\/a> to discover the aspects of the candidate that lie below the water line.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Salesopedia has this article on their home page this week &#8211; Six Common Mistakes in the Sales Hiring Process. Obviously we are going to read that one. First off, great quote from Zig Ziglar in the article: &#8220;Sales people are really the only people in business who pay the bills!&#8221; That provides some perspective on the importance of strong sales hiring. Here are the 6 mistakes as outlined by the author: 1) Assuming the hiring manager knows how to qualify people 2) Not defining EXACTLY what you are looking for in a new hire 3) Assuming specific business functions know how to hire like talent 4) Over emphasizing a hire&hellip; <a class=\"read-more\" href=\"http:\/\/selectmetrix.com\/blogs\/2007\/02\/6-sales-hiring-mistakes\/\">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_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_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","enabled":false},"version":2}},"categories":[6,16,3],"tags":[],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-b1","jetpack-related-posts":[],"_links":{"self":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/683"}],"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=683"}],"version-history":[{"count":0,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/683\/revisions"}],"wp:attachment":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=683"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=683"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=683"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}<!-- WP Super Cache is installed but broken. 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