Crucial Step #3:  Evaluate every candidate with a sales-specific assessment tool and confirm the results with a deliberate interview process designed specifically for hiring sales people.  In our experience, this is the best way to separate the sales superstars from the sales imposters.  Dave Kurlan has written extensively about the importance of a sales-specific assessment tool (read here and then here). 

Using a tool like this is a good first step, but only if you fully leverage the information found on the assessment results by asking the right questions and probing the right areas in the interview process.  Past success at another company or in another situation will not automatically translate to future results at your company. 

The best thing about starting the sales hiring process is the tremendous energy and enthusiasm you have. The danger is, without guidance, you can squander this precious resource, leaving you high and dry, with months down the drain and nothing to show for it.

For more information on how we educate companies on how to use an important tool like this I will be holding an upcoming webtrack with more in-depth information on “Hiring a Sales Superstar.”  This program will consist of a one hour webinar, followed by 21 days of reinforcement through short e-mails.   By following the crucial tips I have outlined and attending this webtrack, the speed with which your first success will come may completely surprise you.  For more information on “How to Hire a Sales Superstar” please sign up for our upcoming webinar.