Sales Leadership: If you take Simon Sinek’s advice and completely disregard experience & skill in favor of a great attitude you will fill yourself leading a B2B sales team with a friendly and fired-up sales force that has never sold a damn thing! This hiring “strategy” gives you nothing to indicate future success.
Let me know how that works out for you and your sales leadership career.
At Zag Worx, we chose to focus on past performance as the leading indicator of future success.
We start to identify high performing sales executives far in advance of any job order from a client, and our verification of the characteristics of high performing sales executives begins in a brief 30-minute initial phone conversation.
The top sales professionals we are working to engage for the benefit of their careers and the growth of our clients are not too difficult to identify.
High Performing Sales Executives:
Rather than playing roulette with your sales leadership career, perhaps you should make hiring decisions that are based on past performance, sales experience, and skills developed by a stable career in business to business sales.
The Phone Screen is one of the most effective tools you can employ to significantly improve your pool of high performing prospective candidates.
These are the questions I recommend you use to ensure that only those worth your consideration enter into your interview process. These questions should not be asked in a mechanical fashion but rather worked into a very brief 30-minute conversation. I believe in the speak ½ as much as you listen rule, so for the first 20 minutes, you’ll use these questions to control the conversation, then spend 10 minutes presenting the opportunity and answering questions.
Basic Phone Screen Questions for an Outside B2B Sales Executive:
Do you invest time/money in your sales career? (Books, training events, seminars, webinars, conferences? What are they doing that would prove to you that they truly are a student of the sales profession?)
Hold back any decisions. Close for next steps. If they are a strong viable candidate get back to them within 24 hours with an interview plan/process.
If they are not a strong viable candidate, get back to them within 24 hours with a specific and honest reason why. Want to stand out? Do it over the phone. I call back everyone I speak with. If we didn’t speak, then, yeah, you may just get a “thanks, but no thanks” email.