1.Craft a compelling job description Creating a job description that precisely outlines the roles and responsibilities is vital, regardless of whether you're recruiting entry-level candidates or seasoned professionals. 2.Discover relevant candidates Although the talent pool for sales teams is extensive in the US, the number of actively seeking candidates is relatively low. 3.EasySource’s Candidate Screening Module uses persona-based screening to map the ideal candidate profile based on your job description or prompts and finds the sales team with relevant skills, profiles, and work experience. This persona-based screening also ranks candidates based on their relevancy so that recruiters can prioritize their outreach. 4.EasyAssess offers pre-built and customized adaptive skill assessments that validate sales teams' technical and workplace skills as well as personality traits. These pre-employment tests create a level playing field so that recruiters can build winning teams with qualified candidates from diverse backgrounds. 5.EasyInterview gives recruiters the edge to hire diverse and exceptional talent from across the globe. Also, hiring managers can be involved in the recruitment process to make hiring decisions faster. 6.EasySource’s Candidate Engagement Module ensures that candidates are engaged with highly personalized strategies and messaging across multiple platforms to compel them to join your organization. 7.Selection and onboarding An offer letter is important because it helps to protect both the employer and the employee. To read the full article, visit https://www.hirequotient.com/how-to-hire/sales-team

1. How to hire the
perfect Sales team
Crafting a compelling job description is the first step to attracting top sales
talent. Clearly outline the responsibilities, qualifications, and benefits to
help find the right fit for your organization.
by Amit Thokal

2. Crafting a compelling job description
Creating a job description that precisely outlines the roles and responsibilities is vital, regardless of
whether you're recruiting entry-level candidates or seasoned professionals. It's essential to highlight the
organization's values, benefits, and possible career trajectory for the role. This approach ensures that
you draw in top-tier candidates who resonate with the company's values and goals.
You can explore more job descriptions here.

3. Discover relevant candidates
Although the talent pool for sales teams is extensive in the US, the
number of actively seeking candidates is relatively low. To address this,
recruiters should explore passive and hidden talent pools to identify
relevant candidates who may be open to joining the organization.

4. Using Job Boards and Tools
Recruiters commonly utilize job boards like Indeed, LinkedIn,
ZipRecruiter, and Glassdoor to find active job seekers. However, tapping
into passive job seekers requires the use of specialized recruitment tools.
EasySource's Candidate Discovery Module offers a solution by swiftly
surfacing suitable sales professionals from active, passive, and hidden
talent pools based on your job description or specific prompts.

5. Screen Candidates
Most candidate screening tools rely on keywords in resumes to filter applicants, which can lead to
relevant candidates being eliminated. EasySource's Candidate Screening Module uses persona-based
screening to map the ideal candidate profile and rank applicants based on their relevancy. This helps
recruiters prioritize their outreach to the most qualified sales team members.
The persona-based screening process goes beyond simple keyword matching to assess candidates'
skills, profiles, and work experience. This ensures that the most suitable sales talent is identified, even if
their resumes don't contain the exact keywords from the job description.

6. Assess candidates
Skill assessments can be used to ensure only qualified candidates get in and that the health of the talent
pipeline is robust. They can also help in making faster hiring decisions without bias. EasyAssess offers
pre-built and customized adaptive skill assessments that validate sales teams' technical and workplace
skills as well as personality traits. These pre-employment tests create a level playing field so that
recruiters can build winning teams with qualified candidates from diverse backgrounds.

7. Interview Candidates
Video interviews that are automated can be a great way to go beyond the
resume and learn more about candidates. Whether you are hiring one
salesperson or at scale, EasyInterview gives recruiters the edge to hire
diverse and exceptional talent from across the globe.
Hiring managers can also be involved in the recruitment process to make
hiring decisions faster. This collaborative approach ensures that the right
candidates are selected for the sales team.

8. Sample Interview Questions
Successful Sales Campaigns
Ask the candidate to describe a successful
sales campaign they led from start to finish.
This will reveal their strategic thinking,
execution, and ability to achieve results.
Handling Objections
Inquire about how the candidate handles
objections from potential customers during
the sales process. This will showcase their
problem-solving skills and ability to overcome
challenges.
Lead Prioritization
Understand how the candidate prioritizes their
leads and manages their pipeline to ensure
consistent sales performance. This will
demonstrate their organizational skills and
sales process.
Building Client Relationships
Ask the candidate to share an experience
where they successfully built and maintained
strong relationships with clients. This will
reveal their interpersonal skills and customer
service approach.

9. Engage candidates
Reaching out to qualified sales teams and engaging them throughout the
hiring process requires recruiters to engage with them 1-on-1. It can be
quite tedious and time-consuming which may result in losing qualified
candidates. Recruiters should use communication tools that allow them to
build personalized messaging to keep their candidates engaged.
EasySource's Candidate Engagement Module ensures that candidates
are engaged with highly personalized strategies and messaging across
multiple platforms to compel them to join your organization.

10. Conduct Reference Checks
Once you have shortlisted the candidates, it is advised to verify their work
history and performance in previous roles. This step is essential in
ensuring the authenticity of their claims and understanding their strengths
and areas for development. Also, enquire about the candidate's ability to
work effectively within a team and adapt to the company culture as this
role required collaboration across multiple teams.

11. Selection and Onboarding
An offer letter is an important document that protects both the employer
and the employee. The offer letter should include details about the
position, such as the title, duties, salary, and benefits. It must also specify
the start date, the probationary period (if any), and be signed by the
employer.
The onboarding program should introduce the new sales team member to
the organization's culture, values, and mission. Additionally, provide
specific product or service knowledge and information about buyer
personas to help the new hire succeed in their role.