Hunt Big Sales Blog 6 mistakes Hiring Managers make when hiring Sales people

Guest Faculty post by Dave HickmanRight now in the US talent marketplace, the two toughest roles to find, attract, and hire are IT specialists and great sales people. Sales people are everywhere you look, however the great ones who can hunt for leads, think strategically, build trust and then close business are as difficult to find as unicorns in a blizzard. Over the last 15 years, we've helped companies hire over 4,000 sales reps, management, and leadership professionals in critical revenue generating roles for startups through Fortune 500 companies. Because sales professionals come in all kinds of sizes, shapes, and flavors that relate to products, services, industries, types of decision makers, and size of deals, no one size fits all criteria. However, what matters the most is they exist to drive revenue, and a bad hire will cost you 3X their salary if terminated at 12 months. With an investment of that magnitude, having the right strategy and process in place to minimize risk and increase probability of success is absolutely critical. Therefore, we've compiled the top 6 mistakes we see hiring managers make when attracting, assessing, and hiring sales professionals. Focus on a couple at a time and gain confidence in your decisions to hire great sales people. 1. Misaligned your sales profile to what you're selling - If your average sale is 3k, 30 day sales cycle, targeted to one low/mid level decision makers at fortune 1000 companies, you don't need a highly skilled strategic sales person who is used to closing 500K deals over 6-9 months with multiple buyers.The post 6 mistakes Hiring Managers make when hiring Sales people appeared first on Hunt Big Sales.