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Top executes usually have one thing on their mind, money and how to get it. Always asking, what will ‘the numbers’ be for next year? So they begin to craft their strategic sales plans for the year, and eventually, the conversation turns to recruiting those top sales talents to execute their plans.
Despite the execs best intentions, this process can go off script. The company fails to close the deal with the top sales candidate, and suddenly the future looks bleak.
Here are the top 3 reasons that companies fail to close the deal with top sales candidates.
There’s no clarity on expectations for the role. During interviews, top salespeople are bond to ask a tonne of questions about expectations and the role.
Could you answer?
Can you explain my KPI expectations for the first 90 days?
How would you describe a day in the life of a salesperson at your company?
What territory will I be assigned?
How will I know when I’m not performing to your standard?
Top salespeople won’t go blindly in; they didn’t get where they are now without clear and set expectations and goals.
2. The compensation plan hasn’t been finalised. It should come as no shock that top performers, like executives, want to know how they can make money.
Could you answer?
What can I expect to earn if I meet all goals in my first year?
How does the compensation plan work?
If you can’t show or explain the compensation plan, don’t be surprised to see the candidate run to greener pastures.
3. The recruiter can’t answer the common sales questions. You expect your salespeople to sell the value your business brings to bear.
Could you answer?
Who is your main competition and what is the strategy to succeed over them?
What makes your business unique?
Where do you see the company going in the future?
Why do your customers buy from you?
How is our product different?
Just like with prospects, if you can’t answer the questions well, no sale.
