If it is has come time to expand your sales team, you will want to do it quickly. However, at the same time, you’ll want to make sure that you build a team of all stars. You want the best of the best – or at least a group of individuals who can start out great and build themselves up to high-class rock stars. If you’ve had trouble doing this in the past, then you may want to consider taking another look at your strategy for recruiting candidates. All it takes is a little tweak to the way you do interviews to see a huge difference. Here are three things you can do:

1. Opt to Interview Your Candidates in Just a Single Day.

Rather than spend days, weeks or months interviewing your candidates, you should consider condensing the interviewing process into a single day. To do this, you will likely want to hire a marketing recruiter to help you gather potentially qualified candidates. Schedule each applicant for roughly a 30-minute interview. You may be wondering what type of benefit this could offer you. While you may be jam-packed this one day, you’ll be able to extend offers within 24 to 48 hours to candidates and then be able to get them hired and trained not long after that. You can quickly fill the void of your sales team without having to sacrifice quality.

2. Have Two Interviewers for Each Candidate.

It isn’t uncommon in today’s world for applicants to be called back for a second interview. Unfortunately, if you need to develop a sales team quickly, you don’t have time for that. So, to avoid the second interview, double up on the number of interviewers for each candidate. Instead of having one person interview the potential job candidate, make sure there are two hiring managers to ask questions, focus on the candidate’s reactions and take notes during the interview.  

3. Try to Focus on An Applicant’s Skills Rather Than Their Experience.

While it is true that education and experience are important, these two things shouldn’t always be the most important thing. In fact, you should also take a very close look at an applicant’s skills. This is particularly true in a sales job. A salesperson needs hunger and raw smarts. He or she needs to be fearless, good at communicating, and able to strive to get things done regardless of his or her background. When a candidate has this, their background is often irrelevant, as they will be able to quickly learn what it takes to be an excellent sales representative and be able to turn a huge profit for the company.  

Click here for a marketing headhunter or do an online search.