http://www.marketingmo.com/how-to-articles/recruiting/how-to-hire-the-right-sales-rep/ Marketing process, tips and marketing strategy Tue, 07 Sep 2010 19:07:56 -0500 http://wordpress.org/?v=2.8.6 hourly 1 http://www.marketingmo.com/how-to-articles/recruiting/how-to-hire-the-right-sales-rep/comment-page-1/#comment-22 James Sagar Tue, 03 Mar 2009 16:08:02 +0000 http://marketingmo.com/wp/?p=51#comment-22 I agree Lynn. Many hiring managers at bigger companies also look for the "safe" hire, or the hire that is least risky. In sales, these often turn out to be the weakest performers. Top sales reps have different personalities than most others: They're agressive, motivated and ultra-competitive, and often times they have some "holes" in their resume because of it. I agree Lynn. Many hiring managers at bigger companies also look for the “safe” hire, or the hire that is least risky. In sales, these often turn out to be the weakest performers. Top sales reps have different personalities than most others: They’re agressive, motivated and ultra-competitive, and often times they have some “holes” in their resume because of it.

]]> http://www.marketingmo.com/how-to-articles/recruiting/how-to-hire-the-right-sales-rep/comment-page-1/#comment-21 Lynn M Tue, 03 Mar 2009 14:29:40 +0000 http://marketingmo.com/wp/?p=51#comment-21 Good advice. I especially like that you advise those recruiting for sales jobs not to settle. Too often when trying to fill a sales position, or any position for that matter, hiring managers look to plug the hole in their team with a body rather than with someone who is going to meet all their criteria. The hiring manager has to be up on interviewing skills as well to really find out if the candidate has what he/she needs. Great resume, good first impression, seems personable and motivated, but what about specific past accomplishments and how (again, specifically) the candidate was able to achieve them? Good advice. I especially like that you advise those recruiting for sales jobs not to settle. Too often when trying to fill a sales position, or any position for that matter, hiring managers look to plug the hole in their team with a body rather than with someone who is going to meet all their criteria. The hiring manager has to be up on interviewing skills as well to really find out if the candidate has what he/she needs. Great resume, good first impression, seems personable and motivated, but what about specific past accomplishments and how (again, specifically) the candidate was able to achieve them?

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