Before your sales company can hire the good talent, it needs to assess the efficacy of its hiring managers. Let’s look at what makes a hiring manager effective.

  1. The Ability To Clearly Define Expectations Of Individual Sales Roles:

Great hires result from a hiring manager’s ability to recognize great matches. The first step towards making a great match entails clearly and accurately defining the demands and expectations of the sales role the manager needs to fill. The clearer a hiring manager’s understanding of the specific challenges of the sales role, the likelier they are to know what they’re looking for from the ideal candidate.

  1. Knowing How To Identify A Candidate’s Relevant Soft Skills:

Highly educated candidates with the best of credentials can still turn out to be unfit for a role in sales. A candidate’s soft skills are far more important predictors of their success in a sales role than hard skills. Soft skills are the specific qualities of a candidate’s personality type and work tendencies. They fall within the general categories of analytical abilities, interpersonal skills, emotional intelligence and work ethic.

Each role requires a specific set of soft skills. As part of a hiring manager’s efforts to match a promising candidate with a position to which they’re best suited, they must have a method of quantifying a candidate’s key sales personality traits and work tendencies. This is often difficult to do in the course of a traditional interview.

However, there is a tool hiring managers can use to assess a candidate’s relevant soft skills: sales personality tests. Sales personality tests have shown to be over 90% accurate in predicting a candidate’s aptitude for a specific sales role by identifying their key sales personality traits. The test measures a candidate’s level of assertiveness, sociability, patience, dependability, emotional control and stamina. The benefits of sales assessment testing have been known to leading sales organizations for decades and have become part of many organizations’ screening process.

  1. Keeping Up With The Times:

As selling and buying processes changed significantly over the past two decades, the specific core competencies required from salespeople changed too. As previously mentioned, the core competencies needed for a sales role in today’s industries rely more heavily on soft skills than ever before. An article in the Harvard Business Review notes that today’s hiring managers are looking for candidates who can “analyze data, think strategically, and learn the business.”

  1. Conducting On-going Talent Assessment:

Once your hiring team has managed to find a candidate with the ideal qualifications for the position, it becomes crucial to follow through with a strategic approach to training. Goal setting, leadership and on-going assessment are essential contributors to a new salesperson’s success in an organization.

Active support of your new sales team members relies on a very similar set of skills that good hiring managers are looking to discover in candidates. Patience, the aptitude for clear communication, and strong interpersonal skills are the hallmarks of a good salesperson, as well as a good manager.