Every business needs one. But because of their unique skillset, a top-tier sales hunter can be nearly impossible to find. There are plenty of talented people within your sales team who can manage accounts, retain top clients, and grow existing business relationships, but even some of the most talented salespeople are not capable of prospecting, connecting with decision-makers, and acquiring new accounts at the rate that an expert hunter can. So how do you identify, attract, and keep these invaluable sales savants?
Here are a few ideas:
IDENTIFY THE TRAITS OF A GREAT HUNTER
Being eager to prospect and meet with potential clients just isn’t enough. If you’re seeking a hunter, you need to know the attributes that set them apart.
Great hunters thrive at:
- Meeting new people, grasping the vision for their business and describing how your business fits that picture
- Always keeping their sales pipeline full by constantly meeting new prospects
- Utilizing a variety of techniques and tools (social media, LinkedIn, phone calls, e-mail, sales automation tools) to prospect
- Sniffing out decision-makers and not hesitating to ask for an introduction or referral
- Not seeking approval, being comfortable with rejection, and having the confidence to approach high-status individuals such as owners, CEOs, VPs, etc.
- Keeping their web presence and social profiles immaculately maintained
- Closing, not resting on their laurels, and sprinting towards the next opportunity ASAP
DEFINE THE TYPE OF HUNTER YOU NEED
Finding a candidate with the qualities mentioned above will help narrow your search and figure out who has the requisite skills, but before heading into an interview, there’s one more quality you should assess: Fit.
It’s pointless to hire someone with the right skillset if they’re not a good match with your company.
So, in addition to figuring out if they have the hunter makeup, assess how the candidate’s previous experience and abilities align with:
- Your price point and brand image
- The type of prospects you are looking to attract
- The length and complexity of your sales process
- Company culture and values
- Your vision for their future within your company
ASK THE RIGHT QUESTIONS
When you head into the interview, you may want to adjust or augment the list of questions you ask when looking for a typical candidate for your sales team.
For example, when interviewing for hunters, be sure to incorporate some of the following questions:
- How do you typically find new prospects?
- Can you describe your usual sales process from start to finish?
- What challenges have you personally faced when attempting to develop new business?
- If we don’t provide you with leads, where would you find them?
- You’ve been rejected at every turn. What happens next?
- What challenges do you anticipate when attempting to sell our specific product?
- What excites you about potentially selling our products?
LET HUNTERS HUNT
Finally, once you’ve hired your ideal candidate, you want to ensure that you don’t limit their potential by loading them up with additional tasks that shouldn’t be their responsibility. Hunting is a demanding enough job without being asked to walk customers through their new purchases, troubleshooting technical issues, or track orders. Assigning a sales associate to any tasks that will distract your hunter from their job frees them up to focus their energy on bringing you new business and will keep this invaluable new member of your team from wanting to jump ship.
If you are looking to attract and hire gifted salespeople who can grow your business exponentially, consider consulting with OSR Manage. With years of experience in every aspect of sales management, we can give you guidance on everything from sales training strategies to closing deals. Contact us now to find out more.