There is massive latent brand risk in any employee who is a cultural misfit or emotionally disconnected from positive values. For this reason, one of the most expensive mistakes an organisation can make is to hire or retain misaligned staff – especially sales people who face stress and pressure constantly. It is important to manage this commercial risk by understanding that skills are easy to measure and evidence but values often live behind a facade of salesmanship.
Know what you’re looking for beneath the surface of a resume or LinkedIn profile and understand how to penetrate the persona being projected during an interview. It is very difficult to change someone’s personality or values, instead we should seek those who are aligned. Here are characteristics that the best leaders seek when hiring new people:
Guided by solid moral values. They treat others as they wish to be treated and place the well-being of the corporation, team members and customers above personal interests. They never bully or undermine others through gossip, negative politics or passive-aggressive behaviour. They clearly understand what is right and wrong and have the courage to always act with integrity.
Committed to being part of the team. They ensure everyone has a clear understanding of their role. They believe their personal value comes from the timely results they deliver and their positive influence; not from their position, knowledge or qualifications.
Cares about quality in everything they do. They actively listen and ensure understanding before jumping to solutions. Proposals are well written and follow the brief or address the problems articulated. They proof-read everything, including e-mail, before sending.
Driven to achieve results. They focus on what needs to happen daily to achieve outcomes and they treasure their time and respect the time of others. Although they have a bias toward action, they avoid the busy fool syndrome.
Strategic thinker. They listen far more than they talk and they gather intelligence to create insight before making decisions. They consider the politics within an organisation and the various self-interests at play in complex decision-making.
Focused on delivering value. They work intelligently but also know there is no substitute for a strong work ethic. They are committed to delivering tangible results with a focus on the customer’s business case and managing their risk.
Almost everything in this list is an attitude more than a skill. It begs the question: how do you hire for cultural fit and discover the truth about a person’s character? The psychometric tools that measure intelligence and identify dominant personality traits do not address the issues of values and attitudes. To minimise hiring risks it is essential to understand all the relevant factors, including how candidates think and operate. Sales people are especially adept at projecting a polished facade. When hiring sales people, focus on the following:
Past performance is an indication of likely future performance. Reject any candidate with a resume that fails to document consistent high performance against targets or Key Performance Indicators (KPIs). Be weary of people who claim to have achieved great things with past employers yet regularly move on within eighteen months.
Assess their LinkedIn and social selling profile for a focus on value and relevance along with a strong network. All this should be evidenced by the groups to which they belong, the posts they publish and the contributions they make to online discussions.
Explore their Social Proximity to you within LinkedIn and research them to either eliminate or validate in advance of an interview.
Use candidate skills, experience and qualifications to screen individuals out of the process and then obsessively focus on cultural fit with the remaining applicants. Dig deep using behavioural questions and push for real-world examples.
Ensure the candidate evidences claimed traits with examples of difficult situations they faced and the challenges they overcame. Ask them about their failures and what they specifically learned.
Ask them to define what strategic selling means to them and to provide examples of how they execute, both online and in the physical world.
Use reference checking early in the process, not as mere validation at the end. Most importantly, you select and request the referees you want to talk to and reject the ones proposed by the candidate.
How people sell and operate is incredibly important for every business as they represent the brand more than anything else. Hiring the wrong people is a massive mistake so never rush the process. If you have people in your team that you suspect need to be moved out, use my Rule of 24 to help make the decision.
If you valued this article, please hit the ‘like' and ‘share’ buttons below. This article was originally published in LinkedIn here where you can comment. Also follow the award winning LinkedIn blog here or visit Tony’s leadership blog at his keynote speaker website: www.TonyHughes.com.au.
Main Image Photo by Flickr: Rory MacLeod