The issue is less in the caliber of candidates, and more in the hiring process of the company.
Philadelphia, PA (PRWEB) January 31, 2013
Philadelphia sales trainer Rich Geise has been witnessing an increasing trend in companies actively seeking new sales hires. As owners are seeing signs of recovery, they are motivated to hire strong sales people, but are deferring hiring over concerns of hiring the wrong candidate.
“Owners and sales managers were finding it a real headache” says Rich Geise “More businesses are coming to us and asking ‘how can there by so many people unemployed, yet it’s so difficult to find good sales people?’”
Geise, who has spent a career building, training and managing world class sales teams, says the issue is less in the caliber of candidates, and more in the hiring process of the company.
Although there is a need, and now budget, for new sales hires, owner’s caution in light of the economy is causing a hiring paralysis.
“Owners are right to be cautious about a hire,” Geise explains. “The cost of a bad hire could be in the range of $50K-$100K when you account for lost pay, lost time, lost opportunities, training and impact on morale.”
Inaction has its own costs, as well. While the economy improves, many companies are finding understaffed sales teams will underperform compared to the competition.
Over the past six months, Geise has worked with a dozen small to medium sized business in an array of industries, to hire talented and motivated sales people focused on finding and securing new customers. The key has been implementing a repeatable on-going hiring system.
“There is an old adage with Sandler Trainers, ‘Hire slow, fire fast.’ Hiring should be an ongoing process of recruiting, but instead most companies only start looking when a position opens, and end up grabbing the closest fit only to regret it later. If a company has a pipeline of qualified candidates, they can move directly in interviewing and hiring when they have the need.”
“The key activities we train our clients on are; understanding the key attributes of a successful candidate, narrowing search criteria, and consistently using tools to help thoroughly understand and evaluate a candidate.”
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