The 4P's

<p class="font_8">While seemingly self-explanatory, establishing sound hiring practices is critical.  You don't need to reinvent the wheel by writing your own job descriptions, there are plenty of existing examples on LinkedIn to "borrow" or you could leverage GenAI (Bard, ChatGPT) to do the work for you.  However, you do need to figure out exactly what you're looking for in terms of talent, irrespective the seniority or level of the role.</p>
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<p class="font_8">You'll likely get plenty of resumes and those that pass the eye test will appear to be solid candidates.  They all do.  It's the answers to the right questions that can begin to differentiate the impact players you're looking to add to the team.  Are you asking the right questions?  </p>
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<p class="font_8">There should be no more, "tell me your biggest weakness" or "tell me about a time you failed."  Really?  From those responses you're going to gauge whether or not that person is going to have the chops to crush the number you put in front of them?  Also, magically, almost every sales candidate has blown their numbers away everywhere they've been and they come with a track record of overwhelming success.  Similarly, if you even actually speek to one (or more) of their references, do you think you'll anything negative?  It's up to you to find out what makes them successful and whether or not they'll be a good fit.</p>
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<p class="font_8">Here are some examples of good questions:</p>
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<li><p class="font_8">What kind of expericence and success do you have in building a new sales territory selling a relatively unknown product?</p></li>
<li><p class="font_8">How do you leverage the sales tech stack for productivity?</p></li>
<li><p class="font_8">What individual prospecting methods and/or interlock with Business Development teams have worked for you?</p></li>
<li><p class="font_8">How do you know to shift a prospect into nurture mode vs. continuing to actively pursue?</p></li>
</ul>
<p class="font_8">There's plenty more where those came from that we would be happy to share.</p>

People

Of course it starts with hiring the right talent but, beyond that, how are you supporting, enabling and developing them? How is your organization set up? Not just the org chart but is it set up for efficiency, empowerment and speed?

Practice

Of course it starts with hiring the right sales talent but, beyond that, how are you supporting, enabling and developing them?

Preparation

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Process

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