How to recruit the best salesperson in 2025?

Managers know it, recruiting a good salesperson is not an easy task. In a context where challenges are multiplying and competition is intensifying, this task is reaching a Level of difficulty particularly reared. At the request of your management, you are now in charge of the difficult mission of finding a commercial profile.

Fortunately, Yuzu offers you an effective method in six steps facilitating this arduous task. Using this smart approach will allow you to find the ideal profile and significantly reduce your hiring mistakes (such as costs).

As a result, recruiting an exceptional salesperson has become a imperative to Success of a company operating in a constantly changing market. In the age of cutting-edge new technology, online sales channels, and new consumer volatility, it's becoming important to define, identify, and find a competent profile and that corresponds to these new life challenges.

On the agenda: an interesting example in the context of employment and important tips and ingenious strategies. Designed to help you identify, reach and select the ideal candidate, it will at the same time allow you to build a qualified sales team with tremendous efficiency in selling your products or services.

However, before embarking on this quest, it is legitimate to prepare yourself adequately for theDelicate exercise What is the recruitment of a salesperson. So let's see without further ado in the first part various ideas to best prepare for recruiting a salesperson.

1 - Preparation for recruiting a sales representative

Recruiting commercial profiles requires careful preparation. Faced with the crucial challenges of generating income, it is best to embark on the appropriate path now, in order to recruit effectively and strengthen your turnover.

The duration of a recruitment process can fluctuate considerably depending on your industry. According to an APEC study, recruiting a salesperson takes on average nine weeks, from submitting the announcement to signing the contract, including all intermediate steps such as application processing, interviews and negotiations.

However, in fields such as IT and for experienced profiles, it is preferable to provide a minimum period of three months. Competition is fierce and quality candidates are rarer. Of course, the speed of your recruitment process will depend on your ability to quickly seize potential candidates.

Our advice: we recommend that you reduce all deadlines as much as possible.

Never leave a promising resume unanswered for more than 48 hours, more generally, offer a quick feedback and respectful to all candidates.

Offer videoconference interviews for field profiles, this allows you to speed up the process andsave time and resources.

Make sure that there is no more than a week between interviews, maintain a steady pace to maintaining candidate engagement.

Limit the number of interviews to two or three, by giving priority to in-depth and targeted meetings rather than an endless series of interviews.

The idea is to take advantage of the candidate's enthusiasm to conclude quickly and thus reduce the risk of them choosing a competitor. By acting diligently and effectively, you increase your chances of securing the best talent for your business.

To initiate this critical process, it is essential to precisely define the ideal candidate profile, the one that will bring a positive dynamic to your organization. A perfect match with your required skills, previous experiences and personal characteristics that correspond to your sector and your business strategy is required. What are the main contributions expected of this future sales pillar? What qualities are required to excel in this position?

To realize this vision, it is crucial to design a job description (regardless of the profession) of great relevance. Although this exercise requires considerable time, it is unfortunately overlooked by many recruiters. To stand out, you must therefore seize this opportunity boldly. It's simple: highlight theuniqueness of your business, by revealing your values and your welcoming atmosphere.

Before publishing this job description, ensure that it includes the following key elements:

• Responsibilities What will the person in office have
• The skills required To occupy the profession
• The necessary qualifications To ensure the job
• Performance goals who will guide its activity
• The advantages and interests who are waiting for him to seduce the candidate
• Career development opportunities To convince the candidate

Take the time to perfect every detail so that this job description is appealing and attracts the most competent talent.

Identify the criteria that will help identify the perfect candidate for your business. These criteria could include specific sales skills, successful experience in similar environments, solid customer focus, unwavering stress resistance, among others. The clear definition of these criteria will allow you toassess more effectively candidates throughout the recruitment process.

Get yourself a evaluation grid, to carry out an objective assessment of commercial potential during interviews. This grid should include subtle criteria such as technical skills, relationship skills, customer orientation, the art of persuasion, and more.

Anticipate wisely the time and resources needed to make your hiring process run smoothly. Indeed, sorting the applications, conducting in-depth interviews, check references and making informed decisions should not be made hastily. Take a realistic approach!

In addition, the question of Remuneration is of paramount importance. What salary should you offer to the person who will carry the values of your company? According to a study by Uptoo, the average salary of a sales representative in France is €49,800 per year, including €39,000 in a fixed portion and a variable bonus of around €10,000. Take these numbers into account!

The remuneration of salespeople can be directly linked to the margin generated or to the turnover. Indeed, you can offer a percentage of commission on sales made

Our advice: To find the best one, it is recommended that you conduct a thorough, long-term market analysis to assess the latest salary practices relevant to your sector and region.

2 - Sourcing strategies to recruit a salesperson

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Sourcing strategies are a valuable help to recruit the ideal salesperson.

Take advantage of the advantages offered by job sites to show your ad. Choose the right job boards wisely to reach a diverse audience. Indeed, nine out of ten candidates turn to these platforms during their professional search.

By selecting the appropriate job sites wisely, you broaden your reach and reach a diverse audience that is ready to seize the opportunities available. Job sites offer you the opportunity to advertise your offers, thus attracting the interest of salespeople who want to take on new challenges.

However, there is another key strategy: hire a specialized recruitment firm. They are experts with an extensive network and are a valuable tool for the search for specific talents. Do not hesitate to collaborate with these professionals, you will save precious time and guarantee quality results. To find the one that suits you, come and see our article: 7 tips for choosing a recruitment firm in 2024.

Les Job boards (indeed) are an important source of sales talent. By using appropriate keywords, you can search for candidates who perfectly match the profile you are looking for.

Also consider social networks (LinkedIn, Facebook, Instagram). By publishing your job offers, joining groups dedicated to sales and interacting with players in your sector on these platforms, you will capture the attention of candidates and strengthen your employer brand.

If you want to know more, we consulted close to 69 experts in order to obtain the keys to a attractive employer brand.

By downloading this free guide you will get:

• Feedback from 69 employer brand specialists
• The 4 main attractiveness factors
• Recommendations by type of business

Download the free HR guide: How to boost your attractiveness?

Finally, the recruitment events allow you to meet promising candidates directly. Attend trade shows, job fairs, or create your own recruiting event. During these meetings, you will be able to quickly assess the skills and personality of candidates, thus creating more concrete relationships.

If you want to know more, discover our article on sourcing tools.

Keep in mind that there is no shortage of offers for salespeople and that you will therefore have to quickly stand out from the crowd.

3 - Writing an attractive recruitment ad

Now let's talk about the keys needed fordevelopment of an effective recruitment ad that will impress the most picky candidates. After making the decision to recruit a salesperson, you face one of the most daunting obstacles: writing the job description.

We recommend using our free model available In our article how write a job description which, unlike others, is decidedly modern. Show your young employees that you are in line with the trends that appeal to them. This aspect is a major advantage over your competitors on the market.

Many leaders underestimate the importance of this critical step. The job description is the essential tool to define your expectations and offer each candidate a clear framework to position yourself.

So dive into the world of writing, where each word is a call, each sentence an incentive. Learn now how to create a job offer that will attract top talent like magnets.

Start with reveal the unique benefits that your company offers, as well as opportunities for personal development. Continue by using attractive writing language, adapted to your audience. Avoid complex jargon and technical terms that could deter motivated candidates. Use strong and impactful action verbs to describe the responsibilities of the position, thus stimulating the imagination of candidates.

Sit down several key questions : What profile do I need to develop my sales? What will the daily missions be? What numerical goals will the salesperson have to achieve? Do the missions consist of active prospecting or the development of an existing portfolio?

When you hire a salesperson, the objective is obvious: generate more sales. However, depending on the maturity of your company, the profile you are looking for may vary. You will need to take into account your sales cycle, your contacts, your product/service and your sales methods to define the ideal profile.

If you're looking to expand into new markets, look for a profile oriented towards prospecting, a real hunter in a way. The latter must have an adventurous spirit, love challenges and know how to prospect in a constant and inventive way. They are tenacious individuals who do not give up until they succeed in establishing contact with the appropriate interlocutors. Remember to specify in your job description that prospecting will be one of their main daily missions.

On the other hand, if your future collaborator needs to develop a portfolio of existing customers, you will needa profile focused on customer development. This type of profile works mainly through existing relationships and has an excellent sense of service, allowing it to generate recurring sales from its customers. He generally has more experience than the first profile and prefers to take a methodical and analytical approach. In your job description, favour candidates who are organized, rigorous and able to manage their portfolio independently.

Finally, give information on the remuneration and benefits that await them. Mention a salary range, present attractive bonuses, social benefits that will promote their well-being, remote work opportunities or flexible hours that will promote their work-life balance. Give them an overview rewards that await them when they join your business.

4 - Sales pre-selection and interview process

The recruitment process for commercial positions involves crucial phases, including preselection and interviews. We take these essential steps to identify the most promising profiles and assess their suitability for the job requirements. We are going to explain to you the fundamental elements of this process.

Analyzing CVs as soon as they are received requires careful attention. It is appropriate to filter applications and to only select those who meet the specific criteria for the sales position.

However, be aware that there are ways to recruiting without a CV, if you are interested, read our article.

Interview questions should be carefully developed to assess the skills, knowledge, and expected behaviors in a salesperson.

Be strategic: simplify your process by making interviews accessible. Whether by phone, video or in person, these interviews assess the communication skills of candidates, while offering an overview of the company and the position. They are also an opportunity to gather additional information on the candidate's experience and to Measuring your motivation.

Following these initial exchanges, selected candidates may be invited to a second interview, in person or remotely. These more in-depth interviews will reveal the candidate's technical skills, ability to adapt to a variety of sales situations, and more. Structured questions and a careful observation are the essential tools for this phase.

However, while technical skills are important, they are more likely to come first. From now on it is the behavioral skillsS or Soft Skills who are wanted. So what soft skill should a salesperson have and why?

Let's start with one of the most essential: stress management.

In sales, the pace is steady. Sales people have to manage ambitious goals, tight deadlines, demanding customers. Knowing how to manage stress means knowing how to stay calm, lucid, and effective in a sometimes tumultuous environment.

• Look for evidence of past stressful experiences.
• Ask questions about how they were managed.
• Observe the answers, not only the content, but also how they are given.

Now let's look at theadaptability. Indeed, the market is constantly evolving, as are the needs of customers. An exceptional salesperson knows how to adapt to these changes. Adaptability is the ability to change your strategy, to readjust your priorities, to learn new techniques.

• Ask candidates about times when they had to change course quickly.
• Ask how they keep up to date with market trends.
• Watch how they react to the unexpected during the interview.

Let's finally move on to problem solving. A good salesperson is not only a salesperson, they are also a problem solver. It identifies the challenges faced by its customers and proposes adapted solutions.

• Ask questions about situations where candidates had to solve a complex problem.
• Ask for examples where their creativity was needed.
• Evaluate their ability to analyze a situation and propose an action plan.

In short, stress management, adaptability, and problem solving are not only interesting skills for a salesperson. They do The difference between a simple salesperson and a real partner for your customers. It is therefore on these skills that we recommend that you pay particular attention to when recruiting.

If you are skeptical about your judgment about these skills, know thatThere is a solution. THEAssessment via Yuzu.

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With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Hire the best salesperson with Yuzu

The advantages of our solution:

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Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful.

Yuzu precisely allows you to reduce recruitment errors.

So don't wait any longer, let yourself be carried away by theThe captivating world of Yuzu and open the door to an unparalleled assessment of the behavioral skills of salespeople. Make the choice of a innovative recruitment solution Yuzu, your ideal partner in your search for the perfect talent!

5 - Integration of the sales person into the company

The integration of a new salesperson into a company is essential to ensure a smooth transition and a quick adaptation to the position.

But don't stop there. From day one, be sure to prepare a professional reception for your newly hired candidate. Introduce it to team members and provide them with essential information about the business: history, missions, vision and values.

Establish clear and realistic goals for the new salesperson, taking into account the requirements of the position and the expectations of the company. Discuss key performance indicators (KPIs) and explain how these results will be evaluated. This will help to clarify expectations from the start.

Set up a adapted training plan to the needs of the new salesperson. This may include initial training sessions on products, sales processes, negotiation techniques, customer management tools, etc. Also, schedule coaching sessions where the new sales rep can observe and work alongside more experienced salespeople.

Our advice: Assign an experienced mentor to the new salesperson The mentor will be able to provide additional support, share their experience and help them adapt to the company culture. Mentoring also promotes the integration and professional development of the new salesperson.

Also, consider integrating regular meetings to assess their progress, discuss challenges, and answer questions. Be sure to provide constructive and encouraging feedback to help them improve their performance.

Encourage the new salesperson to build relationships with other team members and to participate actively in the company's social activities. Integration is not just limited to work, but also to creating positive relationships and embracing corporate culture.

Remember to give the new salesperson a chance to express their ideas and suggestions. Foster an open environment where they will feel comfortable sharing their opinions and contributing to the improvement of sales processes.

Finally, be sure to follow the evolution of the new sales representative regularly during the first few months. Identify strengths and areas that need additional support. Adapt your management approach accordingly to promote their professional development and their development within the company.

6 - Evaluation and follow-up of the recruited salesperson

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It is essential to carry out regular evaluation and follow-up to assess the performance of the recruited salesperson and to provide them with constructive feedback. Here are a series of steps to effectively assess and supervise the salesperson:

At the heart of this approach, definition of quantified and measurable objectives arises. These quantitative criteria help to trace a path, assess the performance of the salesperson and gauge his evolution. They provide a specific framework for evaluating and directing competencies towards excellence.

To perfect this dynamic process, a system of evaluation and regular monitoring is set up. Like a meticulous analyst, he looks at every detail, detecting subtle variations in performance.

Through regular data collection, this system makes it possible to measure progress, identify strengths and weaknesses, and define ways for improvement. In this way, all the skills of the salesperson are perfected, little by little, to achieve optimal performance.

The true effect occurs when the Feedback constructive is introduced. It is crucial to provide the salesperson with informed feedback, where strengths are celebrated and areas for improvement are clearly indicated. Constructive feedback opens up new possibilities, stimulates growth, and promotes skill development.

And what would a performance be without its moments of triumph? Outstanding performances deserve to be celebrated, recognized and rewarded. Like a manager who motivates his team with his energy, the company must highlight the successes of the salesperson, thus creating positive dynamism. Tangible or symbolic rewards become the culmination, leaving a lasting impression on the salesperson's mind, and pushing them ever further towards excellence.

To remember

At the end of this article, it is essential to highlight the paramount importance of the 6 key steps in recruiting a good salesperson. This hiring process should never be overlooked, as it has the power to shape the future of your business.

Careful planning is the foundation of this recruitment process. Pay detailed attention to each aspect, clearly defining the skills and qualities that are essential for the sales position. Then, align them with the unique characteristics of your business and your sector of activity.