The do’s and don’ts for hiring sales staff

The do’s and don’ts for hiring sales staff

Here are some general do’s and don’ts for hiring sales staff:


  1. Clearly define the role and responsibilities of the sales position before starting the hiring process.
  2. Look for candidates who have relevant experience in sales and a track record of success.
  3. Use behavioral interviewing techniques to assess a candidate’s communication, problem-solving, and customer service skills.
  4. Look for candidates who are self-motivated, adaptable, and have a positive attitude.
  5. Offer a competitive compensation package that includes both base salary and incentives for meeting sales targets.
  6. Provide comprehensive training and ongoing support to help sales staff succeed in their role.
  7. Have a clear process for measuring and evaluating sales performance.


  1. Rush the hiring process and make a quick decision without thoroughly vetting candidates.
  2. Hire someone based solely on their charm or charisma without considering their actual sales skills.
  3. Overemphasize industry experience or specific product knowledge over general sales skills and aptitude.
  4. Neglect to do a background check or check references before hiring.
  5. Ignore any red flags that come up during the hiring process, such as a candidate’s lack of enthusiasm for the role or difficulty answering specific sales-related questions.
  6. Assume that all salespeople are motivated solely by money, and fail to recognize other factors that may motivate them.
  7. Neglect to provide ongoing support and training to sales staff after they are hired.