Would You Like Some Fries with That Sales Hire?

By Barry Deutsch

We’ve put over 35,000 hiring executives and managers through our Hire With Your Head workshop . Our executive search firm has been involved in thousands of executive searches over the last 30 years. We’ve collected an impressive array of anecdotal and quantifiable data on the success and failure of hiring practices in many different companies. One of the most difficult hires for an entrepreneurial or middle-market company is either choosing an internal sales hire or picking an independent rep organization.

The most interesting trend we continually observe is that hiring executives and managers often approach the hiring or selection process as though they were ordering fast food at the drive-through, particularly for sales hires. First they scan the menu to see what’s offered, then they pick the top three or four things they want. “I’ll take one MBA, with a BSME, a 3.5 GPA or better, and don’t forget three years of sales experience in the machine tool sector.” While ordering this way at local hamburger joint almost always produces exactly what you want, it doesn’t work nearly as well for hiring.

When I teach hiring executives and managers about the hiring or selection process, whether they are picking internal sales people or external reps, I always ask, “How many of you have ever hired a partially competent sales person?” The answer is frequently YES for a majority of the workshop participants. Why? Because the current process of defining what the hiring executive or manager is looking for is hopelessly flawed.

The typical hiring executive or manager, and in truth many recruiters, approach each new hiring assignment with a list of qualifications. This list becomes codified in the official job description which includes some level of education (an MBA from UCLA), some level of experience (three years of sales experience), and some core traits or characteristics (self-starter or good communicator). What they don’t tell you is what the person actually needs to DO in the job to be a superior performer. As it turns out, these lists of attributes are poor substitutes for superior performance.

For example, the typical job description for a sales rep position might include a list of criteria such as: MBA, five years sales experience in a particular industry, good product knowledge, an available “rolodex”, good organization skills and closing capability. Each of these descriptors focuses on the candidate HAVING certain skills or levels of experience. But the don’t say anything about what the candidate has been actually DOING. And it’s PAST PERFORMANCE, not past experience, that is THE BEST PREDICTOR OF FUTURE PERFORMANCE.

The next time you recruit for a new position, particularly in sales, try this first:

Take a list of the HAVING job criteria and convert it into a DOING-oriented statement, covering how you expect the candidate to actually perform.

When you take this approach, everything changes. Instead of asking in the interview, “Do you have five years of sales experience in our particular industry?” you can now ask something much more revealing: ” Can you give me an example where you joined a new company and had to come up to speed on their product offerings in an abbreviated timeframe, and where you had to quickly develop a plan in the first 30 days to meet quota. The answer to the second question will uncover true past performance faster — and much more accurately — than simply checking off a list of HAVING-oriented job criteria.

Taking the time to define superior performance allows you to focus on what a candidate has done in the past that is directly relevant to the job you are asking them to do for you.

Here are some hints to help you get started defining superior performance:

First, make a list of the top 5-8 things a person must DO to be successful in the job. These are called performance objectives, and could include some of the following key areas:

• Management or Organizational Issues
• Changes and Improvements you’d like to see implemented
• Problems that might arise (or ones that already exist)
• Technical Issues
• Team and People Issues
• Projects and Deliverables

Once you have a list of objective you need to prioritize them.

Focus only on major objectives and the interim steps necessary to achieve them. We call these S.M.A.R.T. objectives (S for Specific, M for Measurable, A for Action-oriented, R for Results, T for Time-based).  An example of a sales objective might be: Develop a plan of action within 60 days to increase sales by 15% at the top 20% of accounts within the Western Region within 12 months. Another objective might be: Be prepared within 30 days of start date to make a formal 30 minute Powerpoint presentation to your first major customer – create a fast-track learning process to fully understand the customer benefits of our equipment within the first 2 weeks.

Writing SMART objectives isn’t as easy as ordering fast food . It takes practice, some effort, and a little time. But it’s well worth the investment. Your definition of superior performance becomes the basis for writing great ads, assessing true competency during the interview, and courting the right candidates. And you’re hiring mistakes won’t have you reaching for the Tums so often in the middle of the night. 

To further reduce the “Tums Syndrome”, it’s wise to include during the interview process an in-depth work style and personality assessment. (Note: Please use an assessment that has a minimum of 164 questions. Otherwise, you will not get a complete picture of the candidates.) You will be provided with a plethora of insights that could be missed during the interview process as well as interview questions based on the candidate’s personality to probe deeper into areas of interest.

Barry Deutsch is a principal with Impact Hiring Solutions. His phone number is 310-378-4751 and his email is barry@impacthiringsolutions.com. He is co-author of the book You’re Not The Person I Hired!

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