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Hiring Quality Sales Reps
Hiring quality sales reps takes time. It cannot be rushed and must be done properly. Sales leaders must have an effective hiring process in place to evaluate the pool of candidates they have developed. Hiring is much more then filling a position. It is an opportunity to improve the sales team by adding successful individuals.

The Search for Perfection - How it Can Ruin Your Sales Efforts
Sometimes perfection is good but sometimes there is a strange dark side. First the good and then, in the fifth paragraph, I'll share the frightening dark side with you.
Top 5 Sales Recruiting Observations of 2010
Today, I'll make some observations about the sales recruiting activity taking place this summer that either reinforces some of the things I've said in the past, or modifies my original stance. In no particular order, but of equal importance:

Fact Based Reasons Why New Salespeople Fail
Did you ever have a new salesperson fail? Did you ever have one who was highly recommended fail? Depending on how effective your recruiting, selection and on boarding processes are, you may experience new salespeople that don't work out. This article explores some of the factors that impact short-term success.
Your Salespeople Call on the Wrong People and Expect Them to Buy
How many sales opportunities fail to convert because your salespeople failed to meet with the individual(s) in the company that could do something about it?
Hiring Former Fortune 1000 Employees
If you are considering a salesperson, sales manager or VP of Sales from a big, name brand company, there is a crucial point that executives from smaller companies usually miss. You probably don't run a large, name brand company. Your salespeople probably aren't automatically invited in with open arms. Your company probably doesn't have a reputation that precedes it. Your company probably isn't the market leader. Your company probably doesn't have the lowest prices. So how would one of these former big-brand salespeople or sales managers fare when they encounter the resistance, challenges, ambivalence and rejection that the rest of your salespeople endure?
5,000 Reasons to Hire Salespeople Today
It has suddenly become far more difficult to find quality candidates. Fewer resumes are flowing through to hiring managers and a higher percentage are from candidates that simply don't have what it takes. How do I know? The percentage of recommended candidates compared to those who aren't recommended has changed dramatically in the past 4 months. The good news is that companies are extremely optimistic right now, they are hiring salespeople in large numbers and they should be!

Other candidate assessment Related Articles

A born salesperson
For seven years I sold equipment and network services for AT&T. I even won several awards and twice was selected to the Council of Leaders, an honor given to the top 3% of the sales force. I am however not a typical sales type. Employers who use the DISC behavioral assessment would screen me out as a candidate for a sales position.
Is Using Past Success In Hiring A Mistake?
What is vital for you to learn in selecting a candidate for an open sales position, is how well a candidate will perform in a job like the one you are trying to fill. Often a employment interview will never even touch on the candidate’s competence for the new position.

Using Your USP When Writing Job Ads To Attract Great Employees
I have heard many businesses moaning that they haven’t had a single application to an ad – and yet some businesses are snowed under with applications. What’s the difference? The smart business knows that in a candidate poor market you have to sell the benefits of working for your company BEFORE the candidate will consider applying for a job with you. This is where your USP or unique selling proposition comes in.
Don't Make Assumptions About Sales Candidates
I have previously shared many instance of sales candidate assessments coming to life with their emails, voice mails and interview antics following the taking of our assessment. While the following email is another example of that, it is an even better example of what happens when a skeptical client finally realizes it.
Psssst... hire the quiet one...
So which candidate is going to get the job offer? The quiet one that answered all your questions very well, or that incredibly outgoing candidate that could barely stay seated? Leaning towards the firecracker? After all, who doesn't prefer the smiley super enthusiastic candidate?

10 Lessons from the Sales Candidate Who Smelled Like He Peed on Himself
It was quite the claim. I remember telling my client that the next candidate we were to interview was the best sounding candidate I had ever spoken with on the phone. Robert, the sales manager, went to the lobby to get the candidate and returned, an ashen look on his face. Ray, the candidate, followed Robert into the conference room and suddenly, I had the same ashen look on my face. It seemed that the best candidate I had ever spoken with by phone was, well, a bum!
Stupid Choices in the Selection of Sales Assessments
When you use an assessment in the sales recruiting process, it must be customizable so that criteria unique to your business, like I described above, can be factored in. That way, in addition to whether the candidate meets our criteria of a successful salesperson, we must be able to determine whether the candidate will be able to succeed in the face of the company's unique challenges.

Sales Assessment Completion Times May Impact the Validity of the Assessments
How would you like to influence the development of our never-ending quest for improvement in our suite of world-class assessment tools? We constantly seek ways to expand our world-class insights, legendary accuracy, and real-world relevance. I just reviewed some new data that Jim Sasena, our Operations/Technical Director, dug up for me. This particular data set shows the percentage of Sales Candidate Assessments that are completed in a particular amount of time.

A Must Before You Recruit
Building an ideal candidate profile is so often missed by managers when they start to consider recruitment and the process or structure it will take. They jump straight into the search and interview phases with little thought of what their ideal candidate profile would look like. If you do not know what you are looking for, how do you know when you have found it?
10 Reasons - Don't Worry When Sales Candidates Don't Take the Test
We instruct clients to have their sales candidates take the Sales Candidate assessment very early in the recruiting process. It's the first step after the client receives their resumes. Clients carefully spell out exactly how the entire process will work and explain that the assessment is simply the first step. Recent statistics show that only 34% of the candidates are taking the assessment without additional prompts. Isn't that awful? Maybe - let's explore it further. We should consider that the following ten scenarios are all possible reasons why candidates fail to complete the assessment:
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