Comments on: Beware of Hiring Your Competitor’s Salespeople

By: Rashica Ward

Rashica Ward — Thu, 04 Jun 2009 23:02:30 +0000

Great article!

As a recruiter I would certainly be interested in your 28 favorite interview questions for sales candidates. My email is rward@wardrecruitingconnections.com.

By: Robert John

Robert John — Thu, 04 Jun 2009 18:49:55 +0000

Outstanding article, Lee. Being a recruiter in a tight niche market, and in one that I personally spent over 19 years, I always get the ‘find a person from within the industry’. Honestly, I have prided myself (and have been successful) on only recruiting from within my industry.

However, I can see the benefits for hiring outside. Again, that being stated, trying to sell that to clients is very difficult.

Also, right on with the ‘bringing the book of business’ with them. If I had a nickel…

By: Geoff Lawyer

Geoff Lawyer — Thu, 04 Jun 2009 06:18:59 +0000

A very good article by Lee, I have made many of these mistakes over the years, however I believe employing a “Sales Professional” from outside the industry will adapt and come into your business without any encumbrances, as such they are easier to train!

By: Howard Adamsky

Howard Adamsky — Thu, 04 Jun 2009 03:48:35 +0000

This is such a good article.

Lee is a very smart guy. His style is so engaging and his content is right on the money. I need to get some writing lessons from Lee.

By: John Smith

John Smith — Thu, 04 Jun 2009 03:03:43 +0000

Spot on! There is also the credibility issue, if you have been selling your client a product or service because it “is the best”, and then come back to them representing the leading competitor because “it is the best”, what message is that sending to the client?

It’s a lot easier to train a new employee than it is to re-program someone that came from a leading competitor.

By: Ross Clennett

Ross Clennett — Wed, 03 Jun 2009 22:50:29 +0000

Spot on, Lee. You articulate accurately what I hear consistently from recruitment agencies with respect to hiring a recruiter from a competitor. Mostly it ends in tears because at least one of the myths you outline does not translate into fact after the hire has been made.

Even thought you didn’t state this I believe you have listed the myths in their order of ‘most commonly stated and believed by hiring sales managers’. Great stuff.

By: Lee Salz

Lee Salz — Wed, 03 Jun 2009 17:46:42 +0000

Thanks for the question, Todd

While I can appreciate the scope/size issue, it doesn’t supersede the importance of ensuring the candidate meets the key criteria of your ideal candidate profile. All of the aforementioned ramifications can result if you hire strictly because they worked for a competitor.

By: Todd Raphael

Todd Raphael — Wed, 03 Jun 2009 17:41:18 +0000

Lee – does it ever depend on the scope/size of the industry? If you have a field that’s relatively small and very niche, where everyone knows everyone … can it be more advantageous to hire an insider, not because an outsider can’t understand the technology and industry, but because tighter-knit communities are harder to break into?

By: Kevin Morris

Kevin Morris — Wed, 03 Jun 2009 17:39:04 +0000

I love this article Lee. Excellent article.

By: Lisa Barrera-Vaporis

Lisa Barrera-Vaporis — Wed, 03 Jun 2009 17:37:42 +0000

Thank you so much for posting this! This has been our current strategy and I don’t think it is working. Hopefully, this article helps me plead my case.

By: Nick Fishman

Nick Fishman — Wed, 03 Jun 2009 16:33:28 +0000

Brilliant article Lee. I think you nailed every aspect of this issue. Hiring “experienced” sales people from within the industry always appears to be “The Holy Grail”. We find that more often than not, it doesn’t bring as much success.