The silver lining in this uncertain time is that talent,

especially potent revenue-driving sales talent, is

open to considering new opportunities if they are solid and compelling.

If you are a Sales Leader, this is a good time to review your current sales team with economic indicators on the upswing. 

1. Were some members of your sales team hired under different market conditions?   Would you hire that profile given today's climate?

2. Has your business grown or changed? Could your organization benefit from a re-assessment of the sales organization?

3. Is each member of your sales team nearly reaching, reaching, or surpassing quota? Are quotas set correctly for this market?  Would anyone benefit from a shift in responsibilities?

4.  Step back and reflect on the ideal traits, skills, background, and industry expertise that would make someone ideal to present your solution to potential clients and to grow current accounts, perhaps globally.  How can the current sales team be helped to adapt?

Remember these key points when interviewing

Other things to remember when recruiting and hiring

Sales Athletes:

• Do not underestimate the factor of the culture and size of your organization.  You will want to be sure that the person you hire has proven success working in a similar organization.

• Explore the freedom you allow to Sales Athletes. The

world’s top producers typically succeed best with autonomy.   The effective sales manager for this type will remove roadblocks, provide resources, and not micromanage.

• Hire those with a track record of consistent success,

demonstrated by consistently attaining goals.   They should know their numbers and cite them easily. 

Top sales producers will likely not behave the same

way in an interview situation as someone who needs to make a job change or who is unemployed.  You will have to win them over not vice versa, typically.  Salespeople that are not “applicants” or “job

seekers”   will interview YOU as much as you are interviewing them.  This is a good sign.