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Welcome to where the magic happens. Every project, class, system and process I have ever implemented started with a blog post RIGHT HERE. So dig in, there is gold in these electrons.

Hiring A Sales Superstar: The Job Description

“He that wrestles with us strengthens our nerves and sharpens our skill.”

-Edmund Burke

Hiring is just like sales. The recruit needs to “value” the position you are hiring for. If they don’t, just like in sales, when you simply throw a quote at the customer, you are competing almost excusively on price and not value.

I always tell my clients to ask themselves these 2 questions…
“How do you want the job you are screening for to be perceived?”
“Would you apply to this job?”

Start with a detailed job description. Talk to your best sales person and let them “walk you through their day”. Combine this with what you know they need to be a success at this position and you’re off to a good start. Remember if you don’t know what you are looking for and you can’t describe the position to your potentials you are starting off in the hole. (I will discuss more and show examples of a detailed sales job descriptions in future posts)

Whatever system you use it has to be made up of multiple “evaluation touch-points”. The U.S Marine Corp has done studies on effectiveness of their troops. What they found was that 2 people were 4 times as effective as 1 when they operated as a team. It is best to have at least 2 different people in the hiring process with both having equal hiring authority and conducting different portions of the process. This gives you 2 sets of eyes and ears all with one purpose in mind. (I will discuss more and show you sample versions of sales hiring processes in future posts)

There is more to cover and I am just getting started. Check back on 4/2/08 and tune in for part 2!

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