Don’t skip a step

I’m often surprised about how inconsistent businesses are when it comes to hiring sales people. They may not have an organized procedure and many entrepreneurs rely on gut instinct. 

In the first part of a two-column series, I’ll share the different steps involved in an effective hiring process:

” Identifying what an ideal candidate looks like for your organization.

” Searching for the candidate.

” Pre-qualifying the candidate.

” Assessing the candidate for your organization.

” In-person interviewing.

Identifying the candidate

Most organizations don’t take the necessary time or energy to do this step well. If I asked you to travel from Oklahoma City to Tennessee, what is the first thing that you would do? You would map out a plan to get there. It is highly unlikely that you would just jump in the car, take a highway that others mentioned is a “good highway,” and if it doesn’t work out after a while, switch to a different one. That sounds crazy, doesn’t it? Well, that’s what most of us do when it comes to qualifying candidates. 

 If someone says that they’re good, or if their resume says that they have experience – so what! You need to first identify the qualities that will make this candidate successful for your company, not just any organization.

Have they sold high-priced products like yours before? What level of decision maker do they need to be in front of to be successful at your company? How long is your company’s selling cycle and have they previously sold in that format?

  There are several qualities that can be mapped out right away to identify a potential candidate or a no-deal.

Searching for the candidate

There are several different ways to search for the ideal candidate. A good place to start is by asking yourself this question: “If I found someone better then my best person tomorrow, would I find a place for them in my organization?” 

If the answer is a resounding YES, then why are you only looking when you need someone? They make you money, not cost you, right? Then get searching! 

Searching for a candidate is something that should go on for owners and managers every single day. If one of your salespeople mentioned that they have enough sales right now, but that they would try to fill an empty spot if they lost a client, how long would it take you to fire them? One nanosecond? Well that’s what you and your sales managers are doing when you’re not prospecting for the best candidates out there every day.

 Whenever you meet with a colleague, friend or client, you should be asking them, “Who calls on you that impresses you so much that when they come into your office or call on the phone, you always make time for them? I want to meet that person.”

Next month, I’ll provide details on the final three steps: Pre-qualifying the candidate, assessing candidates and in person interviewing. ?

Greta Schulz is president Schulz Business and b2bSalesPlaybook.com. Contact her at greta@schulzbusiness.com or 561.745.8892. 

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.