Prospecting for Salespeople

I was talking with a client of mine about the last salesperson he hired. I asked him “Where did you find her?” Interestingly, he said she was a waitress at a nice restaurant where he took a couple of his clients. “She was very friendly”, he said. “She provided excellent service and was on point with everything we needed. I was so impressed that I went back to the restaurant the next day to talk with her. I asked her if she would be interested in interviewing for a sales position and she said yes. To make a long story short – she’s one of my best salespeople”. I know it may sound far fetched to some, but that’s just one of many stories that I hear more and more.

It appears that the talent pool in sales is shrinking and at the same time the demand for good salespeople is growing. Therefore, just as good salespeople must continually prospect for more customers; good companies must continually prospect for good salespeople.

Hire for the human being and teach the product or service.

What my client did was insightful and exactly what he should do – look everywhere for good talent… and I mean everywhere! His new salesperson wouldn’t have made it past the first round in a conventional hiring process. She had no sales experience and no sales training. It was his astute observation in an unconventional environment that led him to make a great find; the kind that proved profitable and has served his company very well. Not to mention, she earned herself a great career and truly appreciates the role she’s in now.

Once he interviewed her and felt she was potential sales material, he asked that I assess her using our assessment tool. The report came back with stellar results. She was a Sales Champion in the making – she just needed some sales training and coaching. As a human being she was exactly what he needed.

Let me urge you to step outside your conventional mindset when hiring salespeople and look more closely to the human side. Are they a self-starter? Can they get along with a wide variety of people? Can they handle stress? Can they think on their feet? Do they have a good work ethic? Are they a good listener?

Observing someone in a work environment like my client did is an exceptional way to prospect for sales candidates. Consider the following: Where do you bank? Is there a teller who proactively takes care of your accounts? Where do you get your car fixed? Is there someone who is sharp, a good communicator and does a good job with a smile? What restaurants do you take clients? Is there a member of the wait staff who gives great service? Which hotels do you stay? Is there a staff member who shows great promise? Again, work ethic cannot be overstressed.

Also, let your friends and associates know that you’re looking so they can turn you on to people who might be a good fit for you. They’re an excellent resource that can tap into their network for people you may never meet.

Finally, the more observant you are during your daily activities, the better your chances that you might find a Sales Champion serving up your next shrimp cocktail.

About the Author

Barrett Riddleberger is an internationally recognized leader in the practice of sales assessment, sales training, sales recruitment and retention. His new book, “Blueprint of a Sales Champion,” details how organizations can find, train and retain top performing salespeople even in a highly competitive market. An accomplished lecturer, Riddleberger is also highly in demand as a business development and motivational speaker for organizations seeking to inspire their sales force. For more info go to www.ResolutionSystemsInc.com or www.BlueprintOfASalesChampion.com or call 336.665.0506