What are some key "red flags" to look for when interviewing candidates for regional sales?
Answers
one show stopper for sales has been their targets and actual earnings year over year. if their earnings has decelerated this is red flag they aren't as "hungry". Regardless of the sales role (e.g. hunter , closer, etc.) their earnings should always be increasing. Hope this helps.
Do they understand how they will be compensated? Also, ask them what their process is for entering info into a CRM system. Most folks stink at that. Those who are good take great pride and will give you chapter and verse about how they stay on top of it.
Good points both by Malak and Bryan, and add to that "travel." Depending upon family considerations travel can be a deal breaker. Worst case is when they say "no problem, three or four nights a week on the road" but it's another thing when they have to do it reguarly
I think a key consideration is personality fit based on the industry and product. (Do you need someone who is gregarious (car sales) or more technical (I.T. services), etc.?) There are several tools out there. Harvard Business Review blogged on this last year ("Seven Personality Traits of Top Salespeople" by Steve W. Martin), and Inc. magazine ran an article a couple of years before that ("Personality Testing for Sales Recruits" by Susan Greco). It's obviously a very good question that has garnered a lot of discussion.