A sales manager is only as good as his or her candidate pipeline.

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This question gives a candidate the opportunity to convince you that he or she has what it takes to be a top producer in your organization. If the candidate can’t sell themselves to you, don’t waste your time brining them onboard.

What is the one thing you would improve about yourself?
This question gives you an indication of a candidate’s self-image.

Other than family members, who has been the greatest influence in your life and why?
If I hired you and you failed as a sales rep, what do you think the main reason would be?
This is also a great question to ask the candidate’s spouse.

The Two Must-Have Qualities Of Any New Hire
In my opinion, there are two mandatory qualities switzerland telegram data any new hire must possess.

Loyalty
The first quality I look for is loyalty. If a sales rep is not loyal to his or her company, they are more likely to violate company policies and procedures. Disloyal employees are also the first to leave when the going gets tough.

Dependability
The second quality I look for is dependability. It makes absolutely no sense to invest huge amounts of your time and emotional capital training someone that you can’t depend on.


While some turnover in your sales force such as retirement, promotion, and transfer is understandable and can be anticipated; the quitter is often unpredictable. With this in mind, we must think of recruiting as a long-term strategy rather than a short-term knee-jerk reaction.

Do Not Underestimate Personnel Turnover
Perhaps the greatest mistake a sales manager can make is underestimating his or her personnel turnover. If your personnel turnover is high, it’s more than likely caused by improper recruiting, rather than inadequate training, or a lack of incentives.

Even if you’re the world’s best trainer and motivator, if you haven’t recruited correctly you’ll experience high turnover.