Friday Funnel Focus by EPOCH Sales Management Solutions
A small business owner occasionally has people contact them out of the blue for sales positions and they take one look at their resume and immediately write them off, usually because of a lack of experience in their industry.
However, they may be missing out on good people but they don't want to hire the wrong one. What can they do?
It's understandable that small business owners may be cautious when hiring individuals without industry-specific experience. However, it's also important to recognize that valuable skills and qualities can be transferable across different industries.
Here are some recommendations to help small business owners make informed decisions when considering candidates with different backgrounds.
Be Open-Minded:
Keep an open mind and be willing to consider candidates who may not have the exact industry experience but possess the skills and motivation to succeed.
By adopting a more holistic approach to hiring and considering a candidate's potential, small business owners can open doors to talented individuals who may not have a traditional background in their industry. Here are three things to remember for the Open-Minded Small Business Owner when considering a candidate from outside your industry.
Focus on Transferable Skills:
Look for skills that are relevant to the position, such as communication, problem-solving, teamwork, adaptability, and a strong work ethic. These skills can be valuable in various industries.
Assess Cultural Fit:
Consider whether the candidate's values align with those of your company. A person who fits well into the company culture and demonstrates a willingness to learn can be an asset.
Emphasize Soft Skills:
Soft skills, such as interpersonal skills, emotional intelligence, and leadership qualities, are often critical for success in any role. Assessing these traits during the interview process can be key.
You are probably saying, but I am busy. I don’t have time to chase every resume that comes to me that is outside my industry.
Let’s explore some ways to make the most of those incoming resumes. The good news is that the sales candidate demonstrated that they are willing to do outreach. We believe small business owners should focus first on hiring the right person first.
Note: You can download our List of Desired Salesperson Traits here.
We recommend that you craft an email reply that you can use for each incoming resume. Your email reply will do 3 things:
- Thank them for their resume and be sure to tell them that you are always on the market for great sales candidates to help grow the business.
- Share with them what you are looking for in a successful salesperson for your business and that you understand that sales is hard and it takes a special person to be a SUCCESSFUL salesperson. (Want us to help you build a custom Job Performance model for free?)
- Ask them to let you know If they feel they would be a great revenue investment for your company and explain why they believe that.
If they do not reply, no harm no foul. They probably were not the right person for you. If they do reply, be willing to conduct a phone interview with them for up to 25 minutes. Consider sending the following response.
“Thank you for your continued interest and explanation as to why you believe you would be a great revenue investment for our company. You can reach me at 214-470-5599 ( Use your phone number) or Schedule a 25 Minute Phone Interview here (Use your Meeting link). I look forward to speaking with you. “
Let them pursue you. The goal of the 25 minute phone screen is to determine their fit, regardless of industry. Will it be worth your time to spend 50 minutes with them face to face?
Use Behavioral Interviews:
Ask situational and behavioral questions during interviews to gain insights into how candidates have handled challenges and situations in the past. This can provide a better understanding of their problem-solving abilities.
Don’t feel like you have to give them the entire 25 minutes. If you know they are not a good fit, regardless of industry, thank them for their time and let them know it does not appear they are a good fit. If they fight back, consider giving them more time.
Note: Here is our blog article on Conducting Phone Screen Interviews.
When candidates impress you with their salesperson traits and selling skills in both a 25 minute phone interview and a 50 minute face to face interview, we recommend you conduct a series of assessments.
If you like, schedule 30 minutes here to discuss the assessment packages that we offer.
Check References:
Reach out to the candidate's references to gather information on their work habits, attitude, and ability to learn. This can provide additional insights beyond what's on the resume.
Here are some things to consider with worthy candidates.
Offer Training and Mentorship:
If a candidate lacks industry-specific experience but shows potential, consider providing training or mentorship programs. This can help bridge the gap and ensure the new hire becomes productive quickly.
Implement Trial Periods:
Consider offering a trial period or project-based contract to assess the candidate's performance on the job before making a long-term commitment. This allows both parties to evaluate the fit.
Create a Diverse Team:
Embrace diversity in your team. Having individuals with different backgrounds can bring fresh perspectives and innovative ideas to the business.
Monitor Results and Adjust:
Regularly evaluate the performance of hires without industry-specific experience. If they are contributing positively, it may be an indication that the initial concerns were unfounded.
Want to hire and keep SUCCESSFUL salespeople?
Want to break through that plateau?
We believe the first step is to Make Your Business .. Sales Team Ready.
Do you struggle to find the right salesperson?
You may not even know what is it that you want in a SUCCESSFUL salesperson.
If you struggle with this...
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Schedule today a DISCOVERY consultation with Dave Priddy!