My services are here to add real value to companies who are looking to grow their sales teams and my success is based around my customers’ business models and their specific needs.
Have you made some bad hires or none at all? Let me help.
Let’s start with the impact of a bad hire on your business.
Time
Interviews take up lots of hiring managers’ time, as well as the time of other people involved in the process. Each meeting that turns out not to be successful is time that could have been spent elsewhere. When working with me, you know that every interview you attend is worth your time.
One of the biggest benefits of partnering with me is the time you will save when searching for the right talent
Costs
This seems to be a very obvious one, but it can take a long time until investments pay off, especially in IT-Sales. With long sales cycles, people won’t be contributing for months, however their salaries and training still need to be provided. If the person you’ve hired isn’t the right fit for your company, your investment in them has been wasted.
Damaged morale / reputation
It’s very hard to create a great company culture and team when people are constantly coming and going.
So how to grow your sales team?
Make hiring your priority
Put time aside in your diary for catch-up calls with your recruiter and for interviews, and make sure you are available to discuss feedback.
Look out for a sales DNA
For some people selling might seem natural, they can be great at listening and can build rapport easily. But it’s also important that they show sales habits, such as trying to close in interviews or following up with emails.
Act early to meet your hiring deadlines
The software market is experiencing a sales talent shortage. Companies who realise this will take action early to have the best possible advantage in hiring new staff. To meet your hiring deadlines, you have to factor in long notice periods and lengthy hiring processes.
A slick and consistent interview process helps secure the best talent
It’s a shame to see clients losing out on great talent just because they were not quick enough. Remember that the way you present yourself in an interview says a lot about what kind of company you are. Regardless of whether you are doing better than your competitors, if your hiring process is slower and involves stages that are unnecessary with indecisive decision-makers, this is a message to the candidate that it will be like that in their new job.
Whether it’s your first sales person or a VP of Sales, my aim is to make sure you get your hiring strategy right the first time round.
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