Updated April 14, 2023
Hiring – The Meaning
Hiring, or recruiting, is a process of appointing an appropriate candidate after inviting several applicants and selecting the right one amongst them. The entire procedure of appointing the right candidate involves a number of calculations in terms of business, recruitment cost, organization reputation, and much more. An employee is the first stakeholder of any company, as they form a base and lays a strong foundation for the smooth functioning and operation of the company.
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Every organization has something to sell; this can be either goods or services. Depending on the sales or strategy type, the HR, the company’s human resources department, selects and appoints an employee to sell. Unlike other available resources, human resource is extremely critical and sensitive to handling; hence, recruiting or appointing an employee must be done with utmost care and efficiency.
When recruiting for sales, the hiring team wants to ensure that the newest employee is efficient enough to work under pressure. The employee must be able to meet targets, keep the policies and procedures of the company in mind, build relationships with clients and co-workers, maintain ethical values, etc. However, unlike other employees, the sales team is the first representative of the company, which means he needs to be presentable, strong, and smart enough to sell.
Management would not want to compromise on the quality and quantity of the business received. To ensure the proportion is appropriate, they would not compromise on hiring the perfect sales employee for their company. Below are a few sales management approaches to appointing the right sales representative.
Follow Hiring Decision Process
Increasing business targets and pressure usually mislead you to choose an inappropriate candidate. Inappropriate does not mean that the candidate is not good; however, the candidate is not necessarily good for the related domain or not good at selling. Selecting an incorrect candidate will not only pressure the employee, but it will also pressure the management. Management has set a few policies for hiring in certain domains. These policies are regarding the company’s business and meeting the ethical standards of the industry and the company. Hiring under these policies and not under sales job pressure is considered correct.
Asking the employee after recruitment to leave or resign from the services of the company is a difficult task for both the management and the immediate supervisor. Neither can the company hold on to an employee who is unable to perform nor can they ask him/her to leave the organization. In most cases, the company would not want to spend on the non-performing employee and would ask them to resign from the services.
Apart from the sensitive issue of dealing with the employee’s emotions, the company also loses many recruitment expenses for hiring the employee. The hiring decision process includes expenses like recruitment, training, technical and non-technical costs, etc. A new hire means going through the entire procedure again and spending the same amount of money on another employee.
Management needs to save on the employees’ and the company’s time and money. To avoid the wastage of important resources, the recruiter must take his time to decide and choose the correct applicant before onboarding the employee.
Say NO to Hiring under pressure
It is not always easy or convenient to get the right candidate as required by the company. In such cases, it is important to be patient. Once you lose your calm in looking for the right candidate, you might end up hiring someone not really apt for the position. In such a situation, you might encounter a candidate who can cope with the pressure and perform. However, you cannot guarantee such a candidate as you might have to face a vice-versa situation.
Increasing workload and sales targets might be building and creating pressure, which is why you might want to hire to calm down the situation for the moment. However, it might not be in your favor in the long run. Initially, spending time on sales training such a candidate is also pretty reasonable, yet it does not assure positive returns. Sales increase business and ensure the company benefits from the newly hired employee. The employee has to perform and produce business. The faster the employee accepts the company policies and procedures, the faster he can sell.
Creating a shortcut to hiring and pressuring the system to accept an inappropriate candidate by omitting a few important steps of hiring is a huge compromise. It impedes the company’s standard of superiority and professional excellence, which is not bearable for any organization. Compromising on a few monitory grounds is fine and acceptable; however, no organization would ever want to compromise on their quality of excellence, which could harm their reputation.
Must have qualities for a sales hire to evaluate better
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To start with, before having or creating a vacancy in the company, the HR department needs to ensure the roles and responsibilities that the new hire will conduct and be responsible for. This applies to every hiring and not only sales hiring. The following points can help you evaluate better:
- You would want to finalize a role/designation to recruit for without having the right role; you will not be able to decide the responsibilities for the required or hired employee.
- The next responsibilities will be described based on the conditions and situation. The conditions can be described as normal and special. For example, what will be the responsibilities under normal situations, day-to-day work, and responsibilities under emergencies?
- Assign the responsibilities or work to be executed on a day-to-day basis. The company should also assign extra responsibilities that are the can-do responsibilities to the employee based on the employee’s skills, education, and knowledge level.
- While you select or set a hiring decision process for evaluating the right candidate, you must consider the candidate’s qualities. Jot down a few requirements important for hiring a candidate. These requirements have to be no compromise requirements, which means mandatory requirements for hiring for the required designation. Evaluation based on these essential requirements will help select the appropriate candidate easily.
- You can also add good-to-have requirements. Additional requirements like having additional knowledge or qualities always add to the hiring value of the candidate, benefiting the company.
Once you have your requirements ready, circulate the same amongst necessary sources. Review the resumes as per your company policies and your requirements. Select the correct resume, invite the selected candidates, prepare for the interview, and finalize your selection.
Take the candidate for a test drive
‘Sales’ is all about performing. The day you do not perform, you are out of business, as the market and the industry do not spare you. People involved in field sales jobs are good at talking and convincing; all cannot be good at writing and having good fascinating and performing resumes. Instead of considering the traditional method of hiring decision process, try the skill assessment hiring decision process.
The traditional hiring jobs method involves huge risks related to hiring a new employee. The company makes the mistake of liking a candidate before the candidate has performed and proven himself and his performance.
Skills assessment job hiring decision process helps you from making a bad hiring decision. This simple test drive can help you in avoiding the mistake of recruiting someone who is not fit for the designation. In the same way, it also helps the candidate from falling into a pit of a wrong job-taking decision. In this process, experiencing the candidate’s skills comes into consideration first, followed by the traditional interview secession. Given below is a glance at the skill assessment hiring decision process.
Set a few exciting activities for candidates involved in interview secession. Clearing these activities should be mandatory in order to attain success and get closer to winning the job. The entire secession will give you a gist or a clearer picture of how the candidate will perform. The evaluation should evaluate a candidate’s ability to handle phone calls and face customers, think and execute, interact, work and perform in a team, and overall ability to fit in a team. Candidates considered as good potential employees on paper might not be able to perform appropriately when it comes to selling. The skill assessment hiring decision process helps us with a way out.
When you hire to fill in the gap for maybe your top performer who has recently left the organization or increase your team strength, you would want to make sure you add winners to your team who perform well to add to your and the company’s value. To have successful recruitment, you would want to make sure that you:
- Make the right hiring decision to reduce the risk of adding a non-performer to the company resource.
- Minimize the company’s recruitment cost by choosing the right candidate and maximizing his potential.
- The new sales recruitment hire reaches his maximum potential within a short span of time.
Choosing the right candidate cannot just add to the company’s value; it will minimize the risk of adding a non-performing employee to the company’s valuable resources. Choosing the right process of hiring tips will drastically reduce the risk of poor hiring. Yet again, a non-performing employee does not really mean that the employee is bad; it only means that the candidate is probably not fit for the job he has applied for. Maybe the candidate can perform much better in another job under another domain.
Ensure the hiring is done slowly and steadily under all company hiring policies and procedures. Before hiring, you need to ensure that the roles and responsibilities expected to be performed by the new hire are set in advance so that you can select the right candidate accordingly. The right hiring decision process must be used to select the right candidate to fit into the company’s resources and perform well. Recruiting right can help in saving the company’s cost and reputation both.
Here are some articles that will help you get more details about the Hiring Decision Process: