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how to hire a rock star for your sales team

How to Hire Rock Stars for Your Sales Team

how to hire a rock star for your sales team

With the recent passing of famous Eagles guitarist and Rock and Roll Hall of Famer Glenn Frey, we’ve had rock and roll on our minds…

A legend of rock and roll, Glenn had a huge impact on rock and roll and made millions of people smile through his music.

He was a true rock star…

And that got us thinking about rock stars in another sense…you know, the type of do-everything people who crush every obstacle in their way and seem to be able to handle anything.

In other words, the type of people you want on your sales team. Adding a few rock stars to your sales team can truly transform it. These rock stars provide a great example for the rest of the team, and their enthusiasm and passion can rub off on and motivate everyone.

But the question is, how do you find and hire these rock stars, so your sales team can dominate?

Here are some helpful tips to guide you through that process.

Ask Your Team for Referrals

Your team of salespeople knows how to spot a rock star, so encourage them to give referrals. This can cut down on your recruiting time and also give you more pre-qualified candidates who are more likely to be a good fit.

Pre-Screen Candidates

Always conduct phone interviews before you have candidates come in for in-person interviews. You can learn a lot from a phone conversation – you can usually tell within a few minutes if this is a person you’d potentially hire.

If they don’t pass the phone test, then you’ve just saved yourself some time. And if they do, then you’re that much closer to finding a rock star.

Don’t Just Rely on Resumes

Resumes are a good overview of a candidate’s skills and experience, and you can use them to guide the conversation…but that’s about it.

If a candidate has more experience and skills on their resume, it doesn’t always mean they’re the best candidate. There’s still a lot more you need to account for, like personality, mindset, and ability.

You also need to ask yourself how this person will fit in with your team, and whether you’d enjoy working with them or not.

Ask the Right Questions

Instead of asking the same old cliché interview questions, focus on questions that give you insight into the candidate’s behavior. Questions like, “Tell me about a time you hit a sales slump, and how you worked your way through it,” and “Tell me about a time you had to take a big risk, and it paid off.”

Assess Their Mindset

Does the candidate have a growth mindset, or a static mindset? In other words, are they open and willing to improve, or a bit stuck in their ways?

It’s important to assess this early on. A less experienced candidate with a growth mindset will be coachable, and you can groom them into being a rock star sales rep. However, a more experienced candidate with a static mindset will be a pain to coach, and probably won’t improve much over their current level.

Compensate Appropriately

Great sales people are in high demand. In other words, a rock star salesperson may come with rock star price tag.

Figure out what a great salesperson is worth to you, and don’t sell yourself short by failing to compensate appropriately.

You’ll have consider both the compensation level as well as the compensation model – as this will impact both the kind of talent you can attract, as well as how motivated your new salesperson will be when they actually begin.

You Still Have to Train

Yes, some people are born to sell. But even great salespeople don’t thrive without the proper training, motivation, and information.

Your company is different from other companies. What you sell is different from others similar products. So be sure to create an environment and onboarding experience that nurtures your rock stars, and gives them the tools they need to succeed. Don’t just rely on their abilities and expect them to be able to adapt to your product and culture.

Give It a Trial Run

It can take time to find your rock star.

Rather than sticking with a salesperson that’s not meeting your standards, determine what constitutes a reasonable and successful trial run, and be willing and prepared to move on if things don’t work out.

Do you have any rock stars on your sales team? How did you find and hire them? Let us know in the comments below!