If there is one recruitment that is very complex, it is that of salespeople. This is the starting point of the adventure and this is where your role as manager begins. Whether it is to hire a team or new recruits, the process takes time and attention. Especially since it is expensive: know that the cost of recruitment (from selection to training) is around 10 to 25% of the annual salary.
Before publishing your job offer, it is crucial to define the profile you are looking for: determine your priorities .
First, it is imperative to distinguish the type of salesperson you need: a hunter to sign new business or a breeder to retain your customer portfolio.
Depending on your sector of activity, you will also need to know what business knowledge and specific tools your salesperson will need to own.
In order to answer the questions, do not hesitate to surround yourself with collaborators in order to think of all the possible aspects.
The essentials should be summarized in the job description that you can publish on job search sites, the career page of your website and your social networks.
Once your first selection of candidates has been made, you will need to carry out a successful study of the different profiles. For this, base yourself on the study of CAMs : C ompetences – A ptitudes – M otivations.
Skills : Beyond the initial training, do not hesitate to ask for references , which you can contact following the interview. Simple action to perform, this allows you to validate your choice based on the candidate’s previous experiences.
Aptitudes : use the tools at your disposal such as personality tests : effective, which help target the profile of your interlocutor. Several are at your disposal such as the IPV (Sellers Personality Inventory) or the TAC (Commercial Aptitude Test), or even the OMG .
Motivations : what makes your salesperson a seller: the desire to sell. If your candidate seems to have this desire to conquer and win, he will know how to show it from his interview. Do not hesitate to rely on psychological tests
Motivate by working on objectives
In the business profession, Goals and Motivation are closely linked. As salespeople face multiple difficulties in their winning strategy, their objectives must be used as motivation levers.
As a manager, it is your role to know how to set objectives that will allow you to play on the three main sources of commercial satisfaction: remuneration, work organization and fulfillment. While the first two depend in part on the company where you work, the third depends entirely on your attitude. As a manager, you can have a real impact by putting yourself in a supportive position – like a sports coach – with your sales team.
Accompany: the “three-beat waltz”
The salesperson is by nature a self-employed person who works a large part of his time alone. The manager’s role is to lead the team and the individual by establishing regular and constructive moments of sharing.
From experience, three types of meetings between the manager and the team are to be favored, which I like to call “the three-beat waltz”.
- A monthly meeting will take stock of the business portfolio and review clients and rework business actions according to business strategy.
- A weekly update – the operational committee – preferably on Monday morning, is an opportunity both to review the successes and difficulties and also to express the very short-term operational needs to move current business forward.
- On a daily basis, it will also be up to you to provide support to your salespeople. For example by doing hot debriefs after meetings, you will be able to provide additional information for the success of the sale, but also to reassure and encourage your employees.
It’s up to you to find the pace that best suits your team depending on your activity. without forgetting to respect the objectives of each moment.