How to hire a talented sales professional?

TO HIRE THE BEST SALES TALENT , You should observe following attributes in a sales professional:

·         Ability to consistently meet or exceed sales goals

·         Persistence when faced with objections or other setbacks

·         Competencies in managing post-sale relationships

·         Determination in locating qualified sales opportunities  

·         Ability to leverage technology for productivity, as with a CRM system

Who is talented in the sales field ?

the one who doesn't fear from anyone (Except GOD)  , don't hesitate , Sharp , Presence Minded ,Extra confident , Attractive speaker , Cool minded , Friendly and Flirty.

If you want to hire that one ,you have to offer him work flexibility , handsome salary + good commission,  and Don't set target for him just tell him that if you bring this we will give you this ...

Thanks 

check in the same filed , showing there C.V , listen about them and after decided get them 

Here are questions you should ask sales candidates to ensure you hire the very best:

1.  Tell me a little about yourself.

This might not sound like a very challenging question, but the answer has the possibility to tell you more than you might think about a candidate. Because the question is so open-ended, the candidate has a wide latitude to tell you anything they want about themselves or their qualifications. The information they select to tell you will give much away about what they consider important, their past accomplishments, and the value they can bring to your company.

2.  What motivates you? What types of goals do you set for yourself?

You need to know what motivates a potential sales employee. Is it challenging work? Is it flexible hours or a competitive salary? A candidate’s motivation and goals are important things to ascertain right away to see if they’ll be a good fit for your organization.

3.  What do you enjoy about working in sales?

Why is sales the right career path for your candidate? The best salespeople will be those who are genuinely passionate and enthusiastic about the work. Listen to the words, but also pay attention to a candidate’s body language. Are they phoning it in, or is their passion the real deal?

4.  Tell me about the professional accomplishment of which you’re most proud.

This is a great question in order to delve into a candidate’s background, while also giving the candidate an open invitation to brag. The information selected by the candidate to answer this question should be the most noteworthy accomplishment in their professional experience. If the feather they pull out of their cap isn’t very impressive, this probably tells you something about their selling skills.

5.  How do you overcome objections from buyers?

A sales candidate should be persuasive, so it’s time to test those skills. Ask about how they convince buyers to take the leap and how they close a deal. If you want, this is a great opportunity to ask a follow-up situational question about your specific industry. Give candidates a hypothetical and industry-specific issue to solve, and ask for the process they would use to go about making the sale.

6.  How long was the average sales cycle at your previous position?

You know a little bit about the candidate’s experience from their resume, but unless you’re intimately familiar with their last company, you probably don’t know the particulars. The interview is the perfect time to delve into the finer details and see if the candidate’s experience closely matches with the needs of the position.

7.  What kind of corporate culture do you thrive under?

Corporate culture fit is monumentally important. In fact, percent of small business new hires that failed within months did so because of a poor company culture fit. Find out what kind of corporate culture your candidate dreams about. If it matches your company’s culture, they just might be a great fit.

8.  Give me an example of a time you thought quickly and creatively on your feet.

Sales professionals need to be able to adapt quickly and react creatively to a whole host of problems which might arise. If the candidate stumbles over answering this question, just imagine how they might react to an unforeseen problem in the field.

9.  Why are you looking to leave your current position? What’s one thing you didn’t enjoy about your last job?

It’s important to find out why a candidate is leaving their current organization, or why they might have been let go from their previous position. Being let go doesn’t mean a candidate won’t be a great fit for your company, but if they react defensively in the interview, this is probably not a good sign.

It’s also as important to find out a candidate’s dislikes as their likes when it comes to cultural fit. If the candidate can talk honestly and diplomatically about aspects of the job they don’t enjoy, this is probably a candidate who understands what they’re looking for in a position.

.  How do you define success for yourself?

Everyone defines success in different ways. For some people, it’s the amount of zeros on their paycheck; for others, it’s the passion and excitement they feel waking up every morning and going into the office. Find out what motivates your candidate, and how they define success. This can tell you great things about the benchmarks they’ll achieve for your company, as well as the value they can bring your organization.

Finding great sales talent isn’t easy, but by asking these questions, you can avoid bad hires and isolate the best talent for your company.

try them and lose a bit, with every there is5 worth waiting . 

By the way of interview,2 their sales achievement,3.their present company culture and targets and all,4, their education and institute and many more things can be taken into consideration. 

LET THEM TO GIVE CREATIVE IDEAS AND THINKING OUTSIDE THE BOX

Make him to sell the product in the interview and if he have the right attitude and passion for the sales, then he is the right person to hire.