Sales Recruitment Myths: What Most Companies Get Wrong
Recruiting the right sales team can make or break a business. You need great communicators who can think on their feet and adapt to any new challenge. However, many companies fall into the trap of not adapting their approach to recruitment. This can end up costing them more over time, impacting their reputation or leading to high staff turnover. The sales industry as a whole has a turnover rate of 35%, as opposed to other industries’ 13%. This is, in part, because of the competitive nature of the industry. But it also signifies a deeper problem with the way sales leaders are procuring their staff.
This is Prime have been recruiting top sales talent in the UK for over 10 years. We’ve had our finger on the pulse of market changes and advancements in tech as the expectations of salespeople have evolved. So, in this blog, we’ve debunked some of the most common recruitment myths so you can get it right when hiring new salespeople.
Myth 1: The Best Salespeople Are Always Extroverts
One of the most pervasive myths in sales recruitment is that only extroverts make great salespeople. While confidence and charisma can be valuable traits, successful sales professionals come in all personality types. Introverts often excel in sales due to their ability to listen actively, build deep relationships, and demonstrate empathy. So, make sure you don’t overlook them during the screening process. Instead of focusing on personality types, businesses should prioritise candidates with a strong work ethic, adaptability and coachability.
However, these things can be harder to spot when you’re dealing with hundreds of applications. That’s why it might be helpful to work with an external recruiter like This is Prime. You have access to a pool of talent who are passionate about sales and have gone through a 2-stage screening process. So, you know they’re perfect for the role.
Myth 2: Experience Matters More Than Potential
We’ve written a whole blog about how important hiring for potential over experience is, especially in the graduate space. While industry knowledge and a proven track record are beneficial, hiring solely on experience can limit access to fresh talent with untapped potential.
High-performing salespeople are often those who demonstrate coachability, eagerness to learn, and the ability to adapt to new environments. Also, SDR and BDE roles are great places for graduates and young people to gain quality experience and learn about the corporate world.
When you hire grads and help them grow, you end up with a team of leaders with experience in your process. As well as strong leadership, it can also help your retention rates. Surveys show that 94% of employees are more likely to stay loyal when their employer invests in their development.
Myth 3: The More Candidates, The Better
Some businesses believe that casting the widest net possible leads to better results. But, as with most things, quality always trumps quantity. Having a small, strong, loyal sales team is always better than desks of SDRs that might not have the qualities or desire to stick around and succeed.
Receiving a large number of applications can actually slow down the recruitment process, making it harder to identify top talent among a sea of unqualified candidates. So, instead of prioritising sheer numbers, focus on attracting the right kind of candidates who align with your values, culture, and sales strategy.
A streamlined recruitment process – from sourcing and marketing to screening – will always yield better results. You don’t get overwhelmed with applicants and can spend time evaluating them
Myth 4: Sales Recruitment is a One-Size-Fits-All Process
Depending on the industry, company and even location, every sales role is different. So why is everyone using the same hiring process, and why is it so outdated? For decades, sales hiring managers have observed huge assessment days, where they can’t focus on each candidate.
For example, traditional assessment centres rely on generic role-plays, group discussions, and competency-based interviews that don’t always reflect the actual challenges a salesperson will face in their role. While these methods provide some insight into a candidate’s ability to communicate and collaborate, they often miss important indicators.
Modern recruitment strategies, like our approach at This is Prime, provide hands-on, immersive training days where clients can see candidates in action. Rather than just evaluating a CV or a well-rehearsed interview answer, this recruitment process allows candidates to demonstrate their ability to think on their feet and communicate effectively. It also promotes learning instead of competition, so they have a base level of sales knowledge even before their first day.
How to Get Sales Recruitment Right
- Focus on Skills & Mindset: Look beyond their CV and your first conversation and focus on their ability to be coached, resilience and motivations for joining a sales team.
- Prioritise Quality of Quantity: Write your job description carefully to attract the best candidates [check out our guide here] and screen thoroughly. You want to pick people because they’re most suited, not just because they applied.
- Rethink Your Process: Your recruitment team has likely been using the same method for years, but the industry and its needs change all the time. For expert help from a team dedicated to sales recruitment, get in touch with This is Prime.
Recruitment is crucial for development and growth, but the outdated myths that plague the industry can lead to poor hiring decisions and high staff turnover. By challenging these misconceptions and adopting more strategic, modern hiring practices, we can all change the perception of sales and make it a better industry for future salespeople.
At This is Prime, we specialise in helping businesses attract, train, and retain top sales talent. If you’re looking to refine your sales recruitment strategy and bring in the best candidates, get in touch with us today.
