51 We’ve surveyed some of the top sales talent on the market today to get insights into their experiences with finding a new job, landing the position they want, and developing their career. Based on their responses, we’ve de- veloped a four-part series of articles to help sales managers understand their perspective and improve their prospects. In this piece, we’ll examine the step after recruitment – selection. Identifying Talent in Potential Candidates Our recommendations for hiring top talent al- ways begin with a simple directive: make a list of the talents, skills and experiences you feel are non-negotiable for the positions you want to fill. (Or, if you’re building up your talent bank, for the positions you may need to fill in the future.) This may need to start with an as- sessment of any skills gaps in your team, but once you’re finished, you’ll have a shopping list that provides the baseline for selection. Start by understanding their talent. Use a validated talent assessment like the Online Sales Talent Interview to gain a clear under- staning of your candidates’ innate abilities so you can be sure to only invest time in those with a true potential for excellence. Those who have the right stuff to pass this talent THE SELLER’S PERSPECTIVE ON SELECTION Understanding How Top Talent Views the Hiring Process screening because they match up with your shopping list, should move forward to the next step in your selection process. At this stage you’ll be ready to look closely at their skills and experience. You will find most of the evidence you need related to both skills and experience in their resume, reference information, in-person interviews, and exam- ples of their work. Is Industry Experience or Education Indicative of Top Seller Potential? No. Talents determine an individual’s poten- tial for excellence. Until that innate talent is coached and trained, it is not a strength though. Bottom line- you have to start with talent. There’s a great analogy of Talent to Land. We can’t create Talent. Just like land, all we can do is develop what is already there in the first place. While talent is key, and it should be the first aspect examined, it isn’t everything. For sales, it’s often critical that candidates have the ca- reer experience and developed skills to back up their talents. When making your shopping list you will decide which skills and experienc- es will be non-negotiable for you, and which you would be willing to train. Keep in mind, top talent will be ready and willing to learn what they need to know quickly.