The Center for Sales Strategy Blog

Are you a gambler? I have never been a big risk taker myself, but every once in a while I have fun at a dice game or maybe a little Blackjack. I do know people who love to gamble though, and there are a lot of opportunities to do that these days.

Is recruiting and hiring salespeople one of them?  We do not think so! Games of chance do not mix well with finding, qualifying and vetting good potential sales candidates.

Keeping your Talent “Pipeline” filled with good, potential salespeople is important to your continued success as a manager but we know sales recruitment is challenging. As a Talent Analyst with The Center for Sales Strategy, my job is to use our validated talent instrument to measure the innate talents of potential sales candidates before our clients make their hiring decisions. They don’t want to take chances – and they don’t have to!  Neither do you.

How does “FIT” enter into your decision making when hiring salespeople?

Does this sound familiar? “This is a GREAT candidate!  He has wonderful experience in the industry and he has so much in common with me and with my current sales staff!”

You liked them!

You both grew up in Southern California!

You both love College Football!

You enjoy the same music!

You both traveled to Italy this year!

Your kids are in the same soccer program!     

We all enjoy spending time with others who share our interests and/or our lifestyle. It is easy to fall into the trap of allowing familiarity to dictate how a potential candidate seems to FIT with you and with your organization. 

As a Talent Analyst for The Center for Sales Strategy, my job is to measure the talent of candidates for our clients. Our Talent services help you as an employer select people with the best innate sales and management related talents, using very measured and scientific methods.  While we can help you to frame your needs, the responsibility for sizing up the FIT of a potential employee falls to the sales management within your organization.