Monthly Archives: February 2015

Three Tips for Recruiting Candidates with a Book of Business

It is common knowledge that expanding the sales team is one way for a company to attempt to generate new business and grow its market share. When it comes to analyzing the sales staff of any company, there is one universal metric that stands above the rest: the amount of revenue produced. Nothing says “producer” quite like the candidate with an active book of business that generates consistent results.  Here are three tips for recruiting these candidates.

1. Do they answer their cell phone?

A good sales rep will always answer their phone. An incoming call could be their next referral, their next client, or their next closed deal. A sales rep that does not answer their phone may be losing out on potential business and can give a company a bad reputation for their service. Give them at least two chances to answer. If they don’t answer or call you back, they are not the sales candidate you are looking for.

2. Verify their numbers.

Don’t be afraid to ask a sales candidate to verify their production numbers. If they say they have a $1,000,000 book of business, collect a few paystubs from them to verify commissions. This will not only confirm that they have an active book of business, but it can lend to insight into their moral character and motivation.

3. Do they have a good reason to leave their current employer?

Are they having service issues at their current company? Are they looking to move to a company with a wider production offering? Are they looking to expand their territory? There are a multitude of reasons for a candidate looking to leave their current company.  However, if it seems that they are strictly chasing money, pass on them.  A sales rep only looking to make a move for a higher pay rate, unless grossly underpaid, is generally looking for an easy payday without generating more business and revenue.  They will leave your company in the future for the same reason.

The Unproven Candidate and the Tremendous Contributions

If you were one of the millions of viewers that tuned in to this year’s Super Bowl, you witnessed Tom Brady win his fourth league title, third Super Bowl MVP, and set a Super Bowl record for completed passes. He will without question go down as one of the greatest to ever play the game. Not a bad resume for the 199th pick of the 2000 draft that was never intended to be a starting quarterback in the NFL.

If you take a closer look at the entire 60 minutes of play of Super Bowl 49, you’ll notice that it wasn’t just Tom Brady that led the New England Patriots to victory. You see Julian Edelman, a seventh round draft pick that converted from a college quarterback at Kent State University to professional wide receiver, that hauled in nine catches, one of which was the go-ahead touchdown in the fourth quarter. You see Malcolm Butler, an undrafted rookie, with the last minute interception that sealed the game.

What do these Super Bowl heroes all have in common? They were all once unproven players that stepped up and got the job done when given the opportunity to do so.

These particular individuals would have never had the chance to flourish had they not been given the chance to make their contribution. Just as a candidate in the market that seems to fit almost all of the parameters that you are looking for in your next hire, but yet may lack some of the exact experience.

Chances are, you or someone you know has been in a similar position in their career. Eager, confident, and ready to make an impact. The only thing missing was the chance to perform. Once given the opportunity, it is the Unproven Candidate that can make the biggest contributions to the team’s success.