Back to Blog
After revamping a sales organization and methodology, I sat down to brainstorm with a client about how to round out their team. I had some ideas about skills, capabilities and core competencies but of course wanted to hear what the client had to say first.
The client: “We need a person with ten years of experience as a marketing professional, outside sales expertise and a Salesforce.com guru.”
At first blush this makes sense, but really does not get to the heart of what they need in terms of skills, capabilities and mindset.
The client continued: “Since we are a start-up and are moving quickly, we should be looking at younger candidates. That best fits our culture, right?”
This is where I stopped the client and offered my input.
Don’t start your search for the right candidate with preconceived notions of the “right” generation or past experience. Start first with skills and capabilities (leaving out the sometimes arbitrary number of years).
Then think carefully about the mindset, core capabilities and inherent abilities the candidate would need to possess to culturally fit and support organizational momentum. The right person may be a septuagenarian who is on their 2nd or 3rd career and can talk to all levels of the organization with ease.
This may be a new college grad who worked their way through school, is a wiz at Salesforce.com and has the attitude and aptitude for managing across the organization.
Or it may be a mid-career professional who has dabbled in all the things you need, but knows your industry like the back of their hand.
Keep in mind that attitude, aptitude, inherent capabilities and a willingness to jump in and get their hands dirty will win every time. - Alex