Hire A Sales Superstar

Having said that, with postings like this in the corporate world which are completely constructed by people in Human resources, suffice it to say that you’ll need to do most of the work yourself. Better yet, hire a sales recruiter do it for you. You’ll save hours of needless work by hiring an outside source to screen and recruit suitable candidates for you and you’ll get a whole lot more talent to interview in half the time.

Once you get a recruiter to screen candidates for you, you’ll need to give them some criteria with which to work with. They can then use that criteria as a screening tool to eliminate the lion’s share of poor and ill-suited resumes from even making it to your desk.

The easiest place to start is to give your recruiter a list of the “Essential Seven” and tell them, simply that you want these seven criteria. Ask the recruiter what kinds of questions they ask in the screening and then see what you get. You’ll still have to do a fair amount of screening prior to your actual interviews. That all starts by learning how to read a resume like a pro.

The best way to screen someone is to match the bare minimum criteria of a candidate and match it to the resume that you have before you. In looking for a number of different attributes on the resume, you begin to get a sense as to what the candidate is all about. A resume is a very good initial guide to the who, what and where of a sales candidate. And how it is laid out, what is says and where it says it speaks volumes about the candidate’s character attributes.

Post a comment and tell me about your list of criteria you give to your recruiter.