Risky business for sure…

Will they really bring a book of business?
Do they have the motivation to go get more business?
Should we hire someone from outside the industry?
Can I afford them? Can I trust them?
Will they support the principles important to my company?
Will they "fit" into the culture of my company?

How can you reduce your risk and improve the likelihood that you will hire an effective sales engine? Get as many different snapshots of this individual as possible and make sure the lenses you use are varied and focused. There are likely no real surprises here on what you should do:

1. Effective interviews
2. Skill and aptitude assessments
3. Thorough background and reference checks

The key is how…you execute them!

Effective interviews

Effective interviews are not unlike an effective discovery strategy during the sales process. The best tools are effective questioning and listening. And just like in sales, preparation will give you the upper hand (one note: Always be prepared with the appropriate legal parameters governing the interviewing process in your region).

The most important step in the questioning or discovery process is probing to dig deeper to find out how and why. Read between the lines.
Finishing the interview

Determine whether you are interested in pursuing the individual further. If not make him or her aware of your notification process and conclude the interview politely and immediately. Keep in mind that the interviewee may one day be or work for a customer.

If you are interested….TO BE CONTINUED.