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How to Build a Winning Sales Team: Start with a Good Hiring Process

hiring a sales manager


The fasted way to building a winning sales team is by hiring the right people. To remain focused and objective use a Hiring Process.
By Rene Zamora

I often hear business owners and managers comment on how difficult it is to find a good sales person. One way to improve your chances in any circumstance is to have a process you follow. This is the process I have found to be successful in my searches.

  1. Create job description

    Seems simple but in many small businesses job descriptions are based on who is hired instead of hiring to the job needed to be done. You need details, not simply “outside sales”. Use this link for a sample job description.

  2. Develop a Sales Profile Template

    Sales success at other companies or industries is not necessarily a sure-fire indicator a person will be successful with yours. A quality full-person assessment geared toward sales is worth its weight in gold. Creating a template geared toward your company culture and position takes personality assessments to the next level. We use Profiles International and the Profile Sales Assessment as our hiring tools. If you need help with building a template or ordering assessments, we can help.

  3. Create an advertisement for the position

    Be specific, share the compensation range, and don’t be shy about your company’s desirable qualities. Good people are looking for good places to work, not just any job or pay scale. Money is important, but the environment will attract good people more than you know.

  4. Create an online survey for candidates to complete

    I suggest creating a more detailed online survey than most job boards provide. This might include 10-15 questions that can help you pre-screen candidates and have questions to their answers to dive into on your first interview.

  5. Place the advertisement

    If you make the candidates go to your website, complete the online survey, and upload a cover letter and resume at the same time, you will not be flooded with candidates. Only consider the candidates that follow the instructions.

  6. Use your employees to search

    Make sure all employees get a copy of job description and allow them to search. Paying a spiff is not a bad idea. I suggest half on hire and half after 90 days.

  7. Receive resumes

    Don’t interview until you are done receiving resumes. Review resumes eliminating obvious mismatches.

  8. Conduct phone or Zoom-type interviews

    Always a good call to get a sense of the person before going face to face. Today a Zoom call is about as good as both. This is also a time you can answer any question marks you found on their resumes.

  9. Schedule interviews

    Schedule interviews hopefully with 4-8 candidates

  10. Prepare interview questions

    If you want to make a good impression be prepared. You should have a set of questions you will ask each candidate as well as specific questions for each based on their resume.

  11. Conduct interviews

    If you are team-oriented involve teammates in the interview process. Make sure they understand legalities and coach them on areas you want them to focus on.

  12. Sales Profiles

    Ask finalist (2-4) to complete a Sales Profile you will compare to your template created in step 2. Review profiles and prepare questions and strategies for your final interviews: The Sales Profile will also furnish questions for you to ask during your interview process.

  13. Conduct final interviews

    Give candidates information on how they will be contacted when your interviews are complete.

  14. Make a selection and draft an offer letter

    The offer letter explains when they will start, their compensation, and benefit details.

  15. Call candidate and make verbal offer

    If they accept, send out the offer letter for signature and get things rolling. Contact all those interviewed and inform them of your decision.

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