Don’t Make the Top 5 Hiring Mistakes

A week doesn’t pass without someone asking about looking for a new salesperson.Why is everyone having such a problem? Here are some common hiring mistakes: 

 1. Looking for new employees when one is leaving. We all know the value of a good employee. If you hire (and manage) right, your organization runs like a well-oiled machine: “Get the right people on the bus in the right seats,” goes the famous quote from the top-notch book Good to Great by Jim Collins. That said, why are we looking for employees only when we “need” one? You always need them if they are great and greatness doesn’t come along only when you are looking, so  look all the time.

Our biggest problem with looking when we “need” someone is the desperation factor. We often hire “the best of the worst” to fill a need. When we feel pressure we often make a decision not for the “best person” but the “best for right now person.” This will hurt you in the long run every time.

2. Hiring off of a resume. I don’t mean to presume you actually hire when a good resume comes in without other important considerations. What I mean is being impressed by the background candidates have had; whom they’ve worked for and what they’ve done. Background is less important than qualities like eagerness to learn, commitment and desire to be successful. Hire for attitude, train for skill.

3. Hiring in your image. This means allowing the likeability factor to take over the actual decision of who is the best candidate. We like people that are like us, who we relate to – but in hiring that doesn’t work. We all make decisions emotionally – deciding on things in our gut by what we feel. In some cases it’s enough, but in hiring someone to help grow your business, there needs to be much more.

4. Selling the candidate on the job. We are passionate about our organization and all the good things we offer. So we sell the candidate on how great the job is instead of really qualifying them first. One of the most important things to do in an interview is ask good questions and listen for the answers. It’s called an interview for a reason. Don’t get caught up in telling the candidate all about the job, what it takes, the duties, the company benefits, etc. 

5. Overlooking a teachable, trainable candidate for one with “experience.” The idea of hiring someone with experience is understandable. It seems like a good idea to have someone who can fit right into a job and start off fast and furious. This is often not the case. Though it takes more work and effort to train someone, it often proves to be much more lucrative in the end because you have taught them in your way. 

The key is to be looking for someone better then your best person, all of the time. If one of your salespeople said to you they look for new business only when they lose existing business, you would probably fire them. So don’t do the same thing. Your prospecting responsibility is looking for top-level salespeople all of the time. 

Greta Schulz is President of SchulzBusiness, a sales Consulting and Training firm. She is a best selling author of “To Sell IS Not To Sell” and works with Fortune 1000 companies and entrepreneurs. For more information or free sales tips go to www.schulzbusiness.com and sign up for “GretaNomics”, a weekly video tip series or email sales questions to greta@schulzbusiness.com

You May Also Like

State Legislature Drops the Job Growth Ball

By Gary Press   With Florida facing historically high unemployment because of the COVID-19 pandemic, one would think our state government would be pulling out all of the stops to

Rethinking Sales Today

Today, more organizations increasingly are facing more competition, rapidly changing technology, slower market growth and less product differentiation. This trend requires business development professionals to manage more accounts, build stronger

The Future of the Office

[vc_row css_animation=”” row_type=”row” use_row_as_full_screen_section=”no” type=”full_width” angled_section=”no” text_align=”left” background_image_as_pattern=”without_pattern”][vc_column width=”2/3″][vc_column_text] As I talked to my many office tenants in the first few weeks of the national shutdown, they were pleasantly surprised

Is your sales manager managing time well?

Is your sales manager balancing priorities properly? How do you know? Today a big question faced by most executives is, what is my sales manager doing and what should he

Other Posts

And Justice For All

By Monica St. Omer   Monica St. Omer has been working with me for eight years. She is my right-hand but so much more. She is a wonderful soul who

Keeping us connected

As a company that doesn’t directly serve the general public, SBA Communications might be called the quiet giant of the South Florida business scene even thought it’s on the S&P

Lessons learned

As I write this column, South Florida has yet to enter into a phase one reopening, lagging the rest of the state. I hope readers and their businesses are negotiating

Home-based work becomes a new normal

By Jennifer Flanagan Widespread office closures in the wake of the COVID-19  pandemic sent millions of white-collar employees home to work. This left the employees and their managers, some of

Drew Limsky

Drew Limsky



Drew Limsky joined Lifestyle Media Group in August 2020 as Editor-in-Chief of South Florida Business & Wealth. His first issue of SFBW, October 2020, heralded a reimagined structure, with new content categories and a slew of fresh visual themes. “As sort of a cross between Forbes and Robb Report, with a dash of GQ and Vogue,” Limsky says, “SFBW reflects South Florida’s increasingly sophisticated and dynamic business and cultural landscape.”

Limsky, an avid traveler, swimmer and film buff who holds a law degree and Ph.D. from New York University, likes to say, “I’m a doctor, but I can’t operate—except on your brand.” He wrote his dissertation on the nonfiction work of Joan Didion. Prior to that, Limsky received his B.A. in English, summa cum laude, from Emory University and earned his M.A. in literature at American University in connection with a Masters Scholar Award fellowship.

Limsky came to SFBW at the apex of a storied career in journalism and publishing that includes six previous lead editorial roles, including for some of the world’s best-known brands. He served as global editor-in-chief of Lexus magazine, founding editor-in-chief of custom lifestyle magazines for Cadillac and Holland America Line, and was the founding editor-in-chief of Modern Luxury Interiors South Florida. He also was the executive editor for B2B magazines for Acura and Honda Financial Services, and he served as travel editor for Conde Nast. Magazines under Limsky’s editorship have garnered more than 75 industry awards.

He has also written for many of the country’s top newspapers and magazines, including The New York Times, Washington Post, Los Angeles Times, Miami Herald, Boston Globe, USA Today, Worth, Robb Report, Afar, Time Out New York, National Geographic Traveler, Men’s Journal, Ritz-Carlton, Elite Traveler, Florida Design, Metropolis and Architectural Digest Mexico. His other clients have included Four Seasons, Acqualina Resort & Residences, Yahoo!, American Airlines, Wynn, Douglas Elliman and Corcoran. As an adjunct assistant professor, Limsky has taught journalism, film and creative writing at the City University of New York, Pace University, American University and other colleges.