However, fulfilling this responsibility often rests solely on the small business owner who may not have time or the inclination to devote the required time to this activity. The alternative is hiring, training and managing a salesperson, which is not an easy task.

The key to a successful outside sales strategy is having a focus on the process, and exercising patience until you find the person who is the right fit.

1. Ask for what you want.

The advertisement you write for the position is the start of the process, and underestimating this step is a huge mistake. Be very specific about the qualifications, experience and skills that you’re looking for in the position. In addition, be upfront about your business—type of business, size of the business, benefits offered and if travel is required. The more information you can give prospective candidates, the better qualified the applicants will be.

2. Conduct a phone interview.

After you select candidates based on their resumes, call them and interview them over the phone. This initial interview will tell you if this prospect will be a good fit in your business without spending the time (both your time and the prospect’s time) to meet in person. In addition to getting a feel for their personality, make sure that they understand the salary range for the position. If there is a significant discrepancy, it’s better to know before both of you spend more time in the interview process.

3. Ask them to visit your office.

If the candidate has gone through the above two steps and you’re both still interested in moving forward, invite them to come to your office. This gives you the opportunity to meet them face-to-face, see how they present themselves and also have them complete an employment application. Without the application, you’re not authorized to contact their references. The impression that you get is the impression they’ll leave with your customers and prospects. The candidate also has the opportunity to see the environment they’ll be working in, and to meet the others in your company.

4. Seek other opinions.

In addition to contacting references, you’ll want feedback from the rest of your team. While you make the final decision, they’ll be working day-to-day with the new salesperson and keeping a positive team environment includes everyone in your company. Ask them, “Do you think this candidate will fit into our culture?” It is also a good idea to have a trusted colleague outside of your office interview the candidate before you make an offer. This person may help identify qualities that you may not have noticed.

5. Make the offer.

Once you’ve completed the four steps above and you feel good about hiring the candidate, make them an offer in writing. You may want to invite them back to your office to review the offer letter with you in person. That way they can ask any other questions they have about the company or the position. Then, give them a couple of days at the most, if necessary, to review the offer. And again, be sure to follow all legal hiring procedures.

360 Business consulting can help with all of your sales training and hiring goals, so click here for more information.

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