Implementing a successful recruiting, hiring and promoting strategy requires three primary activities; determining eligibility, assessing suitability and effective interviewing. In our last article we defined each of these activities and explained why they were vital. And before I describe what I believe to be the critical suitability traits and behavioral competencies to consider for the next generation, business developer, I would like you to seriously consider the financial impact of making the "right" hiring or promotion decisions.

Have you ever analyzed the financial difference or performance differential between an average performing sales person and your top performing professional? Whether you focus on total revenue generation or on actual gross margin dollars this is an exercise worth engaging in. Studies have shown that companies  measuring these differences have seen significant variances; in some cases 50%-100% or more in revenue or profit from the same position, executed by a highly talented employee. Does that get your attention? It should.

"Studies have shown that companies can experience 50%-100% or more in revenue or profit from the same position with better talent."