Qualities Of Salespeople

Whether you are a headhunter or what, hiring should not be the
sole responsibility of human resources; but instead, the greatest
weight to the final decision should come from the division or
department head who would be utilizing the new acquisition.

Since for this article we would be talking about salespeople, then
the most influence in hiring such should come from the Sales
Manager with some valuable touch from the Sales Director
among others.

For whatever manpower needs the organization requires, human
resources should only be there to provide assistance to the
division or department that would utilize such talent. As in such
case, there are many instances where only a mix of gut instinct,
experience, and foresight in one’s area of expertise can an
organization get hold of “real” talent.

Let us now take a quick look at the eight qualities of salespeople
that we should consider when recruiting.

Remember, when hiring, one’s professional experience should not
be everything but a small part of the final decision… as we know,
experience is a matter of exposure, everything can be learned.
So, as an employer… do not be traditional but give opportunities,
this will give you the hand to “spot” real talents.

CREDIBILITY. This is about being reliable or having the
integrity. Can a resume speak of one’s integrity? We can only
tell through gut instinct, experience, and foresight…
by talking to the person himself.

PROFESSIONALISM. This is about one’s attitude and work
ethics. Again, can a resume speak of one’s professionalism? Well,
except if headhunters or employers confuses it for the resume’s
layout. Talk to the candidate himself, that’s it.

PRODUCT KNOWLEDGE. If the candidate has real interest in
your company, he would do research or at the very least ask you
more about your company products. And you would only know
about the candidate’s interest and learning ability if you give him
that chance.

PROBLEM-SOLVING SKILLS. Most anyone can hire a
professional to make a resume look as if the candidate has brought
value to his company; but if you do not talk to the candidate and
give him situationers, you will never know of his problem-solving
skills.

PRESENTATION SKILLS. Again, a resume layout does not
answer one’s presentation skills, while the experience he has
jotted on his paper is nothing but crap… what you need to know
is the candidate’s voice. Not necessarily of one’s vocal cords but
persuasive ability. See, there are voices that puts one to sleep,
there are those that scares, others authoritative… while there are
those voices that simply takes the heart of the listener.

NEGOTIATING SKILLS & KNOWLEDGE OF BUYER’S
BUSINESS. Learn about your candidate’s values, sense of
service, and learning ability… talk to him, even chat with him…
give him the opportunity, only then will you know of his real
abilities.

KNOWLEDGE OF COMPETITOR’S PRODUCTS.

KNOWLEDGE OF MARKET DATA.

The last two qualities are guaranteed in a salesperson when you
have hired the right candidate as it is inevitable that he would
possess such knowledge very soon.

“Personnel selection is decisive.
People are our most valuable capital.” - Joseph Stalin

Take note...
"The more flexible you are, the greater your chances for quality people.”