One of the most challenging aspects of being an owner or Sales Manager is hiring the right candidate to help you grow your organization. You should recognize that you are making a critical decision regarding a person who will be the “face of the agency.”
As a Sales Manager, this is one of the essential roles for your agency; yet, it is difficult to find the best candidate.
Salespeople are often “likable.”
If the interviewee cannot “sell” you, then they will not be able to “sell” their referral sources. Ask good questions and review past successes and experiences. The best predictor of future success is history.
Interviewing is both an art and a skill to see through the surface and gauge their work ethic and coachability. This article will help guide you through the interviewing and hiring process.
Finding Your Next Salesperson
When looking for the “right” salesperson, there are a few things to always keep in mind to help you bring talent that has the potential to succeed to the interview appointment.
- Always be recruiting.
- Be on the lookout for great talent. I have found several incredible salespeople while dining at restaurants.
- Talk to your referral sources. Whom do they like? Have you been served by a salesperson you enjoy?
- Make it known you are always on the lookout for good talent. Each territory always has good salespeople in it!
- Traditional methods, of course, work too, such as advertisements. Use all available resources.
You must ask yourself: “What does my agency need, and what can my agency support?” You will invest time, knowledge, and money into this person, so you must make the best choice possible.
Take a moment before you begin the process to create an “ideal sales representative.”
The list below will help you consider how important each of the bullets is for helping you find the ideal candidate. We recognize that this is our “ideal” candidate, and we will want to get as close to this as possible.
However, we also acknowledge that sometimes we need to have the support, time, and skill to “build” the “ideal” candidate through training and coaching. That is what Home Care Sales is exceptional at accomplishing. We build high-performing sales consultants who win referrals! (Check out our online, High Performance Sales Academy)
Keys to look for in a great salesperson:
- Geographic location (in the territory)
- Sales experience
- Health care or senior experience
- Past quota achievement
- Personal experience with Home Care or Hospice
- Work ethic
Hiring the right representative is a daunting task. Give yourself the best chance to see how the interviewee prepares for your interview and presents. Understand that they may not have experience in Home Health or Hospice, but they do have access to a wealth of knowledge on the Internet.
While their answers may not be perfect, it is the thought process you are looking for in their preparation.
- When setting up the interview, be sure to tell them to come prepared to discuss the following:
- Their perception of what sets you apart from the competition
- Their responses to the most common objections
- “We offer patient choice.”
- “We hand out three brochures.”
- “We don’t recommend Hospice, Private Duty or Home Health.”
Today’s sales consultants must set themselves apart from the one hundred other sales representatives calling on your referral sources. Being prepared is one of the keys to success. The Internet allows us access to a great source of information, and knowledge is power. At the very least, you will see if they did follow directions.
Finally, you have a chance to ask your questions!
Top Behavioral Interview Questions:
- Tell me about a stressful situation at work and how you handled it.
- Describe a time when you disagreed with your supervisor on how to accomplish something.
- Have you ever had to convince your team to do a job they were reluctant to do?
- Have you ever had a deadline you were not able to meet? What happened? What did you do?
- Tell me about a time your co-workers had a conflict. How did you handle it?
Sample reference check questions:
- When did (name) work for your company? Could you confirm starting and ending employment dates? When did s/he leave the company?
- What was her/his position? Can you describe the job responsibilities?
- Could I briefly review (name’s) resume? Do the job title and job description match the position that (name) held?
- Why did (name) leave the company?
- Did (name) miss a lot of work? Was s/he frequently late? Were there any issues you are aware of that impacted her/his job performance?
Now It’s Time To On-Board
This isn’t the time to stress yourself! We have all the tools you need to train and manage a new salesperson. Just email Mike@homecaresales.com, and we will do the rest. Remember, your top competitors have salespeople out building relationships and bring in referrals. You can too, with the help of www.HomeCareSales.com.
Cheryl Peltekis, RN “The Solutionist”