Sales Performance: What Profiles to Recruit and How to Choose Them? (3/3)

Following the previous articles – the first presenting the recruitment paradox for Sales Departments, and the second, the ideal profile of the Challenger, champion of performance – this post aims to detail the hiring process that will allow identifying sales professionals meeting the desired criteria of excellence.

• Offer the client unique perspectives
• Demonstrate strong communication skills (“two-way”)
• Discern the client’s value drivers
• Identify the economic drivers of the client’s business
• Not shy away from talking about money
• Know how to put pressure on the client

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How to recruit a “Challenger” profile?

• Offer the client unique perspectives, by knowing how to defend the differentiating nature of their offer despite a plethora of competitive offers and/or excellent quality. To identify this talent in your job candidate, here is the approach to follow:

• Demonstrate strong communication skills, “two-way”, by knowing how to build a dialogue with their interlocutor in order to:
  • move stalled situations forward,
  • evolve a transactional relationship into a partnership.

• Discern the client’s value drivers, in order to find the levers of action to convince them. To identify this talent in your job candidate, here is the approach to follow:

• Identify the economic drivers / levers of the client’s business, in order to help them address their business challenges. To identify this talent in your job candidate, here is the approach to follow:

• Not shy away from talking about money: the inevitable discussion about price allows the sales professional to position themselves as a credible and transparent interlocutor. To identify this talent in your job candidate, here is the approach to follow:

• Know how to put pressure on the client, which is the final step to truly take control of the sales process. To identify this talent in your job candidate, here is the approach to follow:

In conclusion, recruiting a “Challenger” profile can be achieved through a structured recruitment process, in order to identify the individual who can combine all the competencies listed above. This process is a concrete answer to the difficulties of identifying and hiring “rare gems” in the sales field, in order to break free from the rut of repeatedly recruiting “clones”, which leads to stagnant performance.

Other Articles You might be Interested In

• Sales Performance: What Profiles to Recruit and How to Evaluate Them? (1/3)
• Sales Performance: What Profiles to Recruit and How to Identify Them? (2/3)