If you follow professional sports like NFL football you may have watched DRAFT day.
Prior to draft day talent scouts measure how well players perform during a super test called the NFL Scouting Combine. The Combine is a series of physical as well as psychological tests to see which players meet league standards.
Scouting players is a very scientific and artful process in the NFL. They don’t just hire players, they scout them.
So, what does the NFL Combine have to do with your sales hiring strategy?
Let me ask you something….
Scroll through your inbox and find the last resume that was sent to you for your most recent sales vacancy.
Where did it come from? HR, an employee referral, a job ad? Or, did you scout that person all by yourself?
If you’re like most sales hiring managers you’re probably hiring NOT scouting.
Hiring is fast and transactional. If you’re hiring, you’re getting resumes from applicants in response to a job ad. Hiring, compared to scouting often leads to lower quality employees.
When you’re just hiring you get more refunds. Refunds because hires won’t meet your expectations. And when they leave (for whatever reason) they’ll cost your company plenty.
Just imagine if NFL teams focused on hiring players instead of scouting them? What would that look like? Would you still pay as much to go watch a game? Probably not. This is because neither fans nor teams can stomach mediocrity.
In business, scouting is the art and science of finding and assessing the very best person for the job and making a job offer so compelling they’ll want to leave their current company and come work with you.
Here’s another reason to ‘always be scouting’ …
Scouting raises the bar for your current salespeople to rise to their highest levels.
Question for you:
Is your job offer so good that you could scout stoic sales people with it? If not, then fix it! Otherwise you’re setting your business up for mediocrity.
And who wants that?