dinkar@groval-selectia.com |
February 27, 2024

Build a Sales Team that Can Provide Quantum Growth

Ultimately, the responsibility to build revenue growth rests with the sales team members. Every organisation at multiple stages of its evolution needs high-performance teams. There are a few things that are a must to consider to build a successful sales team :

  • Create a success profile – Know what kind of salespeople are required to sell a particular product or service 
  • Understand the kind of talent one can afford as an organisation, and be realistic. A lot of time gets wasted interviewing the candidates who are unlikely to join. 
  • Make a crisp list of expectations to be achieved in the next 6 to 12 months with the help of recruits – let that list be very short and crisp
  • Keep in mind how are you going to train the recruits and have a well-laid induction plan
  • Draw the KPIs clearly, and let there be no ambiguity in what is expected 

Groval Selectia has executed projects on building sales teams for companies in local and international markets. Our approach involves being a sounding board to recruit the right salespeople. Please visit our page “Hiring the right sales leaders” to learn more about hiring and coaching the salespeople-

From the HR perspective, the following are the steps to create a qualified pool of sales talent:

Hiring a sales team requires careful planning and execution to ensure you bring on board individuals who can drive revenue and contribute to the success of your business. Here’s a step-by-step guide to help you in the process:

Define Job Roles and Responsibilities:

  • Determine the specific roles you need in your sales team, such as sales representatives, account managers, sales managers, etc.
  • Clearly outline the responsibilities and expectations for each role.

Create Job Descriptions:

  • Write compelling job descriptions that outline the qualifications, skills, and experience required for each role.
  • Highlight key responsibilities, goals, and any specific requirements.
  • Candidate Sourcing:
  • Utilize various channels for sourcing candidates, including job boards, professional networks (LinkedIn), referrals, and recruitment agencies.
  • Actively search for passive candidates who may not be actively looking for a job but could be a good fit for your team.

Screening and Initial Assessment:

  • Review resumes and applications to shortlist candidates who meet the basic requirements.
  • Conduct initial phone or video interviews to assess communication skills, motivation, and cultural fit.
  • Use assessments or tests to evaluate candidates’ sales skills, problem-solving abilities, and other relevant competencies.

In-depth Interviews:

  • Invite promising candidates for in-person or more comprehensive virtual interviews.
  • Ask behavioural and situational questions to understand their past experiences, sales strategies, and how they handle challenges.
  • Assess their alignment with your company values and culture.

Reference Checks:

  • Contact the references provided by the candidates to verify their qualifications, performance, and work ethic.
  • Ask specific questions related to their sales performance and achievements.

Final Selection and Offer:

  • Select the top candidates based on their skills, experience, and cultural fit.
  • Make a compelling job offer that includes details about compensation, benefits, and any other relevant perks.
  • Negotiate terms if necessary to reach an agreement that satisfies both parties.

Onboarding and Training:

  • Develop a comprehensive onboarding program to familiarize new hires with your company, products/services, sales processes, and tools.
  • Provide ongoing training and support to help them succeed in their roles.
  • Pair new hires with mentors or senior team members to facilitate their integration and learning.

Performance Management:

  • Set clear performance expectations and goals for each sales team member.
  • Implement regular performance reviews and provide constructive feedback.
  • Recognize and reward top performers to incentivize continued success.

Continuous Improvement:

  • Monitor and evaluate the effectiveness of your hiring process.
  • Solicit feedback from both new hires and hiring managers to identify areas for improvement.
  • Adapt your hiring strategies based on lessons learned to attract and retain top sales talent.

We need to understand the kind of behaviours that need to be evolved through the hiring of new sales team members. This is to take the existing members to the next level. Grovel Selectia has successfully executed such Sales Organisational development projects ( Selecting and Coaching) for progressive organisations 

For example, if you don’t have salespeople who are good at prospecting, hire the folks who are good at the art of customer acquisition and train them well

Conducting regular workshops that can help salespeople master the fundamentals of sales can be useful. We would recommend Groval Euler’s workshops for enabling the higher performance of the sales teams:

Over some time,  you can build a high-performing sales team that drives revenue and contributes to the growth of your business.

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