Recruitment is central to the life of a company.
Don't define the job precisely.
Clearly defining the job involves spelling out the tasks involved, as well as analyzing the skills and qualities it requires: how much of the job is operational, leadership and team management skills, a taste for sales... By being as precise as possible and setting priorities, you'll be able to pre-screen the applications received from the outset.
A strong desire to internalize recruitment
Opting for the support of recruitment experts means choosing to invest in expert techniques. It means relying on a proven, qualified network, especially if you don't have your own HR department. Finally, it means saving time and money. You'll avoid botching your recruitment.
No preparation
As you need the candidate as much as he needs you, you also need to prepare yourself so as not to be thrown off balance during the interview. Know how to present your company in an attractive way to be sure of seducing the rare pearl. But don't neglect to study the candidate's CV: you'll get a better idea of who they are.
Do not check the candidate's skills
One of the most common mistakes is to make a poor assessment of a candidate's abilities, whether through lack of time or carelessness. To avoid this, interview the candidate with his or her superior, or give him or her a case study: you'll know whether he or she has the operational know-how required for the position.
Relying on first impressions
Our brains can sometimes be our enemy in the recruitment process. A person who presents themselves well, with whom we feel an affinity, will very quickly seduce us. This first impression will lead us to the conclusion that this person is competent. Wrong! Stay objective.
Ignore clues
One way of remaining objective in the recruitment process is to conduct several different interviews. This approach will enable you to gather several clues at different stages of the recruitment process. It's up to you to consider them all, and to compare opinions outside any area of influence.
Underestimating corporate culture
A company's culture is its values. Failure to take this into account when recruiting your sales manager can cost you dearly. A candidate whose values are in line with yours won't be a hindrance but a driving force. Similarly, if your vision is clear, he or she will easily identify with it and adopt it.
Going fast
Lack of time is a common problem for managers. However, taking shortcuts by hiring a recommended person with his or her eyes closed can be fatal for the company. Your sales manager needs to be both experienced and proactive. Don't hesitate to make time for yourself and take it before you make your decision.
Failure to anticipate employee integration
"Elsa Brager of Enoa RH-Consulting puts it this way: "Before recruiting, you have to be ready to pass on your knowledge. So be prepared to spend time with your future recruit. Anticipate the support you and your colleagues will need. A recruit who doesn't fit in well could leave you in a hurry.
Confusing promotion with management
A manager can be recruited by promoting an employee with a proven track record. However, if he or she is competent in the field, he or she may not be competent as a department head. Make sure that his or her qualities and motivations meet the needs of the position.
