b'SELECTIONSELECTION TA K E AWAY S1.Innate Talent Gives Some an EdgeWhile training and practice are important for sales success, innate talent is key in determining an individuals potential for excellence in the field. The best salespeo-ple are born and built differently than the rest of us, wired with talent that cannot be taught, but can be refined through training and practice. 2.Identify "Hunter" AbilityEvery sales job is a bit different, but if youre looking to hire a sales hunter, there are six specific behaviors that separate the best from the rest: the drive to achieve big, the motivation to win, confidence in taking the lead, natural persuasion, contagious enthusiasm, and the ability to problem solver. If your candidate is hardwired with these, you know that the hours you will invest in their training will pay off.3.Shared Values are KeyHiring someone who fits well into your companys culture is like finding the miss-ing piece of a puzzle. When employees align with the organizations values and mission, they become more engaged, committed, and invested in its success.Prioritize selecting candidates with the right culture fit in order to create a strong team that continually adds to your thriving culture. 4.Likability MattersYour first impression of a candidate will almost always be the same first impression your prospects and clients walk away with. Focus on the impression the candidate made on you and avoid making excuses for them. Would you do business with them? If your answer is no, its time to move on. 5.But Are They The Right Talents? Although you may have a list of what a perfect candidate looks like, it is important to be realistic in your expectations. They may have all the talent in the world, but do those talents align with your goals for the role? In a time when finding top talent is harder than ever, ensuring you are set-ting someone up for success is important. Also, consider the person who will manage them. Does their work style align? Without the right coach in place, they may not achieve their performance goals. 6.Work as a TeamConsider having your final candidates interview with their potential peers, people on your support staff, and people on the operations side of things. All of the information they gather can be crucial to determine if you have a good fit for your current team. Always follow up on any red flags you may hear and make sure you are hearing consistent themes through your current employees feedback. A number of heads are better than one. 7.Create a Stellar Candidate ExperienceCarefully navigate your communication with the candidates you didnt choose. Their thoughts and input can have a large effect on your employer brand. Inform them of the outcome of the selection process and provide constructive feedback if possible. You should also always provide them with a copy of their Top Talent Report as a thank-you for their interest in the position. Remember, these candidates will be spreading the word about your company. Do everything you can to make sure they have a great candidate experience! 76 Selection Takeaways'