Gem’s Post

Three of every four sales hires do not work out. Only 25% are successful. Why? Bad Systems: Too many companies just "wing" their hiring process. Or have a process that over indexes on likability They lack a systematic approach to finding and assessing top talent. I've hired over 100+ salespeople in my career. And it helped me create and fine-tune a system. Here's how to build a winning sales hiring system: 1. Define your ideal candidate profile based on specific role competencies 2. Create a structured interview process that assesses these competencies 3. Use a mix of behavioral, situational, and role-play questions 4. Involve multiple stakeholders in the interview and decision-making process 5. Make data-driven hiring decisions based on competency alignment 3 Key Factors each interviewer is looking for: >Culture fit >Comptenecy alignment >Deep understanding of the work and their real-world experience with success related to that work This does take some time And maybe you're already too busy BUT... The time it takes to build this system will be less than the time you'll waste by hiring the wrong people. Stop leaving your sales hiring to chance. You need a data-driven system to win. P.S. Want my full system for hiring top salespeople? Comment SYSTEM below and I'll send it to you for free. >You will get my competency guide and a sample assessment 👋 If you liked this, give me a follow ♻️ Repost if this landed with you.

Spot-on insights here.. a must-read for anyone looking to attract and retain top sales talent. Your tech stack matters more than you think. 👇🏼

To all my #founders out there, it’s time to hire your first essential sales team members, exactly how do you do that? Some core hiring principles: 1. Hire Two Sales Reps, not just one and not 10: By hiring two, you can compare their performance and ensure it's not just your own efforts driving success without spending a lot of money on reps that you aren't ready to enable. 2. Choose Proven Talent: Avoid job hoppers and those unwilling to provide a track record of success. Only hire candidates who are motivated and ready to work hard (a structured interview makes this possible). 3. Use a Recruitment Firm: Invest in a recruitment firm to assist with your search. Your time is valuable, and hiring experts can find the best candidates quickly. 4. Develop a Compensation Model: Start with your financial plan and work backwards into a Sales plan that works and a compensation model that makes sense. 5. Check Sales Quota-to-OTE Ratios: Evaluate your Sales Quota-to-OTE ratios. I recommend a ratio of 4.8:1. 6. Wait on the V.P. hire: Grow the team first and the V.P. will come.

Here’s a trend that’s hard to ignore: top sales people are asking about sales enablement tools during interviews.  And for good reason. If your tech stack isn’t up to par, here’s what might happen:  - A-players will walk. Why would they settle for outdated tools when another company is offering them cutting-edge resources to crush their quotas?  - Your sales numbers could stagnate. Manual processes and inefficient systems slow everyone down.  - Recruiting gets harder. The best reps want to work smarter, not harder—and they’ll join teams that give them that edge.  What should you do?  1. Invest in your tech stack. If you don’t know what tools your team needs, ask them. They’re in the trenches every day.  2. Showcase your tools during interviews. Let candidates know how you’re empowering them to succeed.  3. Stay competitive. Sales enablement is no longer optional—it’s the price of admission for attracting top talent.  The question isn’t if you’ll invest in better tools. It’s how soon you’ll do it.  What’s in your sales tech stack?

💼 Sales or Support? The Recruitment Dilemma 💼 In the world of recruitment, the drive and ambition found in sales are undeniable. Meeting quotas and making connections mirror the hustle of a sales career. But is that all there is? Stay tuned as we explore the deeper purpose behind the numbers. #SalesVsSupport https://lnkd.in/d-nNVk4S

Hiring salespeople in 2025? Be prepared to answer these 9 questions from job candidates. Your answers will determine if your company is ready for them. 1. Why is this a great place to work? 2. If I got the job, what would success look like in six months? 3. How many salespeople made quota last year, last quarter, last month? 4. What is the sales growth percentage year-over-year? 5. Do you have an active Sales Playbook? If not, why not? (To me, this is a real tip-off. Good sales departments have an active Sales Playbook with processes and systems in place for onboarding and to help the salespeople succeed.) 6. What are the top three or four metrics or KPIs you track? Do you track them weekly, monthly, or quarterly? 7. What’s the onboarding process? 8. How are the salespeople trained on an ongoing basis? 9. 🎯Bonus for Founders -> What made you start the company? These questions are to help get you prepared for the interview. They should also make you think about having the right metrics, processes and systems in place, for a high performing sales team this year. What would you add? ============== Want a FREE system to help put everything in place? Get my: The CEO's Sales System 📈 No catch. No credit card needed. No charge. The Link's in my Profile.

The role of a sales representative is widely understood as one of the most challenging to fill. Adding to the challenge is the fact that the success of sales reps is not guaranteed, with nearly 50% of them failing to meet their quota. A poor hiring decision can result in significant costs, such as lost revenue opportunities, harm to the company's reputation, and negative effects on team morale. To address these challenges, Peak suggests 5 crucial steps for designing an effective hiring process. These steps provide a unique approach ensuring success before a candidate even steps foot in the door. A well thought out hiring process can attract high-caliber candidates who are more likely to achieve long-term goals. By implementing these preparatory measures, hiring managers can prevent wasted time and avoid attracting expensive, underperforming candidates. https://lnkd.in/gV7VdJr8 #topsalestalent #saleswins #onboarding #attractcandidates #salessuccess

🌟 30 DAYS OF SELLING   🔗 Link to Day 2 in comments. DAY 3: CHANGE YOUR MIND Hello Salesperson-NOT Applicant! Yesterday, we discussed the importance of a powerful Marketing, Operations, and Technology team to bolster your job-seeking success. But before we build your winning team, let’s address the foundational step: adopting a new MINDSET. An APPLICANT mindset includes: 🚫 Having a resume and cover letter you can send in response to ads. 🚫 Scouring LinkedIn and Indeed for every job matching at least 80% of the criteria. 🚫 Applying indiscriminately. 🚫 Waiting passively for a response. 🚫 Hoping for an interview invite. 🚫 Wishing for the weekend to arrive ASAP. A SALES mindset, on the other hand, is about: 🎯 Demonstrating immense value through content that highlights the ROI of hiring you. 🎯 Possessing a clear grasp of your strengths, passions, and marketability. 🎯 Selectively targeting companies that need your unique skills. 🎯 Proactively providing these companies with opportunities to meet you. 🎯 Continuously replenishing your pipeline with new prospects. 🎯 Strategically qualifying opportunities to align with your personal and professional goals.   🤔 Does this sound ambitious? I welcome your thoughts in the comments below. Before you question the reality I describe, consider this: The US Staffing Industry Forecast predicts that in 2024, employers will spend $22 BILLION on US-based recruiting agencies to find talent, with the total including contract workers projected to reach $207 billion. 📈 Think about that. In addition to paying employee salaries, companies will pay search firms billions to find those people. How will search firms achieve this? Sales.   📅 Tomorrow: Getting your marketing content ready in one weekend or less.   🔔 Follow me so you don’t miss a step! 

The role of a sales representative is widely understood as one of the most challenging to fill. Adding to the challenge is the fact that the success of sales reps is not guaranteed, with nearly 50% of them failing to meet their quota. A poor hiring decision can result in significant costs, such as lost revenue opportunities, harm to the company's reputation, and negative effects on team morale. To address these challenges, Peak suggests 5 crucial steps for designing an effective hiring process. These steps provide a unique approach ensuring success before a candidate even steps foot in the door. A well thought out hiring process can attract high-caliber candidates who are more likely to achieve long-term goals. By implementing these preparatory measures, hiring managers can prevent wasted time and avoid attracting expensive, underperforming candidates. https://lnkd.in/gV7VdJr8 #topsalestalent #saleswins #onboarding #attractcandidates #salessuccess

Recruiting the right sales talent can be a daunting task, but it’s essential for your business's success. In fact, a bad hire can cost you up to 30% of that employee’s first-year earnings, not to mention the impact on team morale and client relationships. The good news? You can turn this challenge into an opportunity for growth. By defining your ideal candidate’s skills and values, you’ll attract the right fit and enhance your team’s performance. Structured interviews and behavioral assessments can help ensure you choose individuals who not only excel but also align with your company culture. Let’s prioritize a solid recruitment process that builds effective, revenue-driving sales teams! Start by reviewing your job descriptions and incorporating key performance indicators to measure success. Investing in a strong onboarding experience will also set your new hires up for success. Ready to talk about building a stand-out sales team?