Saturday Morning Sales

Kevin Latchford

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Hire Fast / Fire Faster - October 7, 2017

My human resource friends have long used the phrase: hire slow, fire fast. In today’s business climate I tend to disagree with this approach. My post this week is based solely on opinion and personal experience.

 

When it comes to sales people, the real-deal ‘A’ level sales people, if I take my time and move slowly through the hiring process, I’m likely going to miss out on the best talent. Sales people, the ‘A’ level sales people, are always in demand. Most can call their shots, whether they are not actively seeking a new opportunity, or are hot on the job market, they are in demand. You know them when you meet them. They exude confidence and can back up the career story with proof. You want to hire them after the first interview. And, you know you’d much rather have them on your team than on the opposing team.

 

Hiring fast does not mean you’re jumping the gun. It doesn’t mean you “might be missing out” on someone else. It means you’re using your experience as a sales manager to make a judgement call about a candidate. You also do not need to short cut your interview process, but it does mean you may need to consolidate the calendar into a tighter window.

 

When you come across a candidate you feel strongly about, being expeditious in the interview process may also play favor in your hiring negotiations. Candidates don’t want to linger and wait. Even if they are safely employed elsewhere, your excitement about their candidacy may win them over, and they will want to reward you with a yes to your offer.

 

As such, being fast on the firing trigger must remain a key component to your management processes, as well. Nothing can hurt an organization more than allowing a poorly performing sales person stay too long. If their behavior becomes toxic, they must go. If you’ve tried to no avail to change their ways, they must go. Leaving someone in place too long can cause more damage because it tells others you are more willing to allow such behavior or poor performance rather than your willingness to address it for the betterment of all.

 

Hire fast and fire faster. In the end you will have the ‘A’ level team you’ve always wanted.

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