[Author's note:  This article is Part 4 of 4 in a series on hiring salespeople.  In Part 1 and Part 2, we discussed why hiring salespeople is so difficult, and what to look for when reviewing a sales resume.  In Part 3, we covered the proper approach to interviewing salespeople.]

You’ve finally identified a sales candidate that you’d like to hire, and now it’s time to make an offer.  Make sure you’ve completed the following checklist prior to sealing the deal:

[  ]  You’ve seen their W2’s for the past three years. When you’re hiring salespeople, the W2 is the ultimate reference check.  Why?  Because the candidate’s past employers can’t lie to the tax man.  If they’ve earned the money, it’ll show up in the W2.  If it’s not in the W2, they didn’t earn it during that year.  Period.  End of story.  If the candidate told you that they had a $150,000 year last year, here’s where you find out beyond any shred of doubt.  If you don’t check W2’s, then caveat emptor, my friend.

[  ]  You’ve talked to every sales manager / boss they’ve had at each job going back at least 10 years. Do the reference checks.  Do the reference checks yourself.  Don’t pawn them off on an HR generalist or some 3rd party automatic reference-checking service.  You’ll get a worthless confirmation of dates of employment, and that tells you squat about whether or not they’re the superstar you think they are.

[  ]  You’ve given them the 30-60-90 Day Homework Assignment. I’m a huge proponent of asking final candidates to complete an abbreviated 30-60-90 Day Plan and present it to me.  This process will give you a real look into the mind of your candidate, revealing how they think, how they approach a new sales job, and how they set expectations for themselves.  You’ll also get to see their presentation skills when they explain the plan to you and answer questions that you have.  It’s a critical step in the process, and you need to add it to your sales hiring process immediately.  Ionix Hiring Systems offers a number of 30-60-90 Day Plan templates, including a full-length Territory Sales Plan, here at our online store.  Save yourself the time and start with a working template.

[  ]  Be ready to fire fast.  You’ve just asked them to complete a 90-day plan, and you’ve worked through it with them to define outcomes that will make you a happy employer.  Now it’s up to them to deliver.  If they miss their 90-Day Plan, it’s decision time.  Perhaps they deserve a second shot.  But in most cases you’re dealing with a mediocre sales hire, and, if you don’t cut them fast, mediocre salespeople will drain more cash from your company than you realize.  Make sure that your offer letter includes language in the offer that stipulates that “the first 90 days of employment are considered a probationary period.  Employment after 90 days is contingent upon your successful completion of all objectives outlined in the 90 Day Plan.” (disclaimer:  this is not legal advice nor should be construed as such.  Check with an attorney before using this language in your offer letters because labor laws vary from state to state.  Exciting, isn’t it?)

[  ]  You’re prepared for their first day on the job. Please, don’t be the employer who doesn’t have your new employee’s business cards available on the first day.  Don’t make them wait for IT to configure their laptop or telephone extension.  Don’t make them feel like they’ve just joined the wrong company because you make them read a manual on Day 1 because you don’t have anything else planned.  Be prepared, and only hire people when you can commit the time to get them started on the right foot.  Pair them with a “buddy,” or set up a mentor program.

Congratulations!  If you’ve read this entire series, you’ve officially graduated from my short course on hiring salespeople.  Here’s to more revenue, less stress, and high profits!  For more information on the full Ionix Hiring System, or to talk with me about your company’s specific needs, shoot me an email at adam.robinson[a]betterhiringtoday.com.
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