How to hire a salesperson by evaluating 5 key traits

We came here for another SalesHeroes Podcast, and in today’s episode our guest is Ivan Pinheiro, SDR here at Reev and a human resources enthusiast.

Today he will give us tips on how to hire a salesperson by evaluating 6 main traits.

How to hire a salesperson? And the evaluation traits

The first big important point to be highlighted is that there is no such thing as a perfect person.

There is the perfect person for your scenario, there is the perfect person for your company, for your sales area, for your process and there are several factors that will impact this person’s contraction.

The next 5 steps will help you make a good hire, but it’s not a cake recipe.

Even if I hire someone who completes all these steps, you may still need other skills for the position, like excel knowledge, etc.

In HR, the alignment for the vacancy is like this: there are parameters and it is necessary to look for people who fit them.

#1 Tip: Coachability

Coachability is translated as: getting feedback and knowing how to put it into practice.

So if we’re talking about a hiring process, being able to find someone who in a short space of time – such as within an interview – can reinvent themselves, get feedback and put it into practice right away is great, because it shows the candidate’s ability to learn quickly and adapt easily to different environments, which is essential in the sales profession.

#2 Tip: Curiosity

Having a sales person who is very inquisitive, genuine and has a strong position in everything he/she asks is critical.

In sales, everyone needs to have a curious streak, as it is necessary to use the good will of the leads by asking a lot and at the same time being relevant, and curiosity makes all the difference in these cases.

It’s what allows you to both customize, and make sure that your sale is being done well, that the lead is qualified.

Also, in the case of a job interview, for example, if the person no longer shows interest in the position I’m offering, it doesn’t make much sense for you to hire them.

And speaking of curiosity, if you don’t understand, ASK! It’s a conversation, as much as you are being evaluated, the idea is to know more about you. So if you don’t understand, and it’s ok not to, ask, show you’re interested. This is very taken into account.

#3: Previous Success

One way of trying to get to know a little more about the candidate is precisely to question whether she has had previous success.

Whether in the companies he worked for, or in the sales areas where he worked, he managed to get a good result.

The way you see this is very clear and calm, with questions like:

  1. How was your work there?
  2. Did you manage to have consistency in your results?
  3. Did you hit goal?

This shows that if she was hitting a goal somewhere, she has a chance of hitting here.

But there are candidates who have never worked in sales. However, he did have some kind of success.

The question is how will he show you that success and try to present something that is relevant to her and to you. It’s what will make the difference between someone who has relevant prior success or not.

#4: Intelligence

It takes a smart salesperson.

The way you’re going to talk: clearly, blunt arguments, complex signals, if you pass some kind of data and he can understand and use it at some point, these are signs that the candidate is intelligent.

#5 work ethics

When you have a person in sales, an area that deals with money and the market, that person has to show the company’s mission.

And the way she does this is exactly what will show if she really has an alignment with what you are looking for, with what the company believes.

It’s not something tangible, talking about an interview, but a tip is to get references, call former supervisors and try to understand what he was like in his day-to-day work.

Sometimes, even asking the candidate about the day to day, you can see how he reacts, how he works.