Tuesday Tuneup- #45
How to hire "A-Player" sales reps
Happy Tuesday Everyone!
How Top Sales Performers Evaluate New Opportunities: A Guide for Hiring Managers
If there’s one thing all sales managers want, it’s to hire more “A-Players”.
Surprisingly though, very few sales managers actually put a lot of thought into what it takes to hire “A-Players” and what high caliber people think about when examining a new opportunity. What makes exceptional talent is that they are smart, loyal, ambitious and extremely capable. Meaning, they don’t just jump at every opportunity and they are intentional about what they sign up for.
Think about it like this.
If I said I was going to take you’re family on a cruise, you’d probably get excited. “Free cruise!”
If I then said, “I’ve never been on a cruise before”…. you might be a little less excited.
If I then said I didn’t actually know what cruise ship we where going on… but you should just trust me….. you’d probably become skeptical.
If I then said I didn’t even know where the cruise port was, and my plan was just to start driving around (with your family in the car) until we found it….. You’d probably tell me “I’m good” and start ignoring my calls.
This is how most companies operate. They think that the promise of the cruise (employment) should be enough to get people excited, but can’t instill confidence in the person getting in the car that they can actually deliver.
So…. guess who end’s up getting in the car?
A bunch of weirdos with nothing else going on.
If you want to change this and start hiring superstars instead of weirdos, you need to think like a superstar (this is probably how you think through your own decisions) and be intentional.
1. Stability
What They Look For: Stability is a top priority for high-performing salespeople. They want to know that the company is on solid financial footing, has a proven track record, and won’t be a revolving door of leadership or strategy changes. They’ll ask:
Is the company financially stable and growing?
Does the leadership team have a clear vision?
Are there consistent processes and structures in place?
How You Can Address It:
Highlight your company’s growth metrics and market position.
Share examples of strategic decisions that have strengthened the business.
Emphasize the tenure and stability of your leadership team.
By demonstrating stability, you’ll appeal to sales professionals looking for a role where they can focus on building their success without constant upheaval.
2. The Opportunity for Growth
What They Look For: Top performers want roles where they can advance their careers, develop their skills, and increase their earnings. They’ll evaluate whether there’s a clear path for progression and opportunities for personal and professional development. Their questions might include:
Are there pathways for promotion?
Will I learn new skills in this role?
Does the company invest in its employees’ growth?
How You Can Address It:
Share success stories of employees who have grown within your organization.
Highlight any training, coaching, or mentorship programs you offer.
Be transparent about the potential career trajectory within your company.
Emphasizing growth opportunities signals to candidates that your company values their long-term success.
3. Compensation and Incentives
What They Look For: While compensation isn’t everything, it’s still a significant factor for high performers. They’ll scrutinize your offer to ensure it’s competitive and tied to achievable goals. Questions they’ll ask include:
Is the base salary competitive?
Are the commission structure and bonuses clear and realistic?
Are there additional perks or benefits that make this role attractive?
How You Can Address It:
Be upfront about the total earning potential, including base salary, commissions, and bonuses.
Provide examples of how other top performers in your organization have achieved their earnings.
Highlight any unique benefits, such as healthcare, retirement plans, or wellness programs.
Transparency and fairness in compensation will reassure candidates that their hard work will be rewarded.
4. The Company’s Reputation
What They Look For: Reputation matters. Sales professionals want to work for companies that customers trust and respect, and that stand out as leaders in their industry. They’ll ask:
What do customers and employees say about this company?
Does the company deliver on its promises?
Is the product or service easy to sell and highly regarded?
How You Can Address It:
Share positive customer reviews and testimonials.
Emphasize awards, certifications, or industry recognitions your company has received.
Explain how your product or service solves real-world problems effectively.
A strong reputation makes your company an attractive place to build a sales career.
5. Team Culture and Leadership
What They Look For: Sales professionals thrive in supportive and collaborative environments. They’ll evaluate whether the team culture aligns with their values and if leadership provides the guidance they need to succeed. Key questions include:
What is the team dynamic like?
Will I have the support of my manager and colleagues?
Is collaboration encouraged, or is it every person for themselves?
How You Can Address It:
Offer candidates a chance to meet with team members during the interview process.
Highlight how your leadership team invests in coaching and supporting their staff.
Showcase any team-building activities or initiatives that foster camaraderie.
When candidates feel they’ll be supported and valued, they’re more likely to choose your company.
6. Tools and Resources for Success
What They Look For: Top sales performers want to know they’ll have access to the tools and resources necessary to excel. They’ll ask:
Is there a CRM or other technology in place to streamline sales?
Will I have access to quality leads and marketing support?
Does the company provide ongoing training?
How You Can Address It:
Highlight the technologies and systems you use to support sales success.
Share your strategies for generating and qualifying leads.
Explain your onboarding process and commitment to continued education.
Providing the right tools shows candidates that you’re invested in their success from day one.
Closing Thoughts
This week, you should look at your offer through these lenses and get real with your answers. Would you work for you? Are you paying enough? Offering enough vision and development opportunities? Is your reputation good?
Of course if you need any help or just a detached third party… hit me up at Steve@BillionDollarContractor.com
Until next week…. Happy Selling!