You know the saying, “You’re only as good as your team”? Well, that couldn’t be truer when it comes to sales. Today, as the President of MarketWell Solutions – a digital marketing firm, and my former firms, I learned this the hard way. But everything changed once I cracked the code on building a high-performing sales team.
What was the secret? Breaking some old habits. Let me share the five steps that transformed our sales operation:
1. Stop Hiring for “Experience”
The biggest myth in hiring is that more experience equals better results. My best hires didn’t have any HVAC or environmental background—one was a former Division I athlete, and another was an attorney. They brought to the table grit, curiosity, and a knack for building connections, and they were A players. Within six months, they were our top performers.
The lesson? Break the habit of prioritizing years on a resume. Instead, hire for adaptability and potential. Look for individuals who are eager to learn and willing to put in the hard work.
2. Write Job Descriptions That Sell
Most job descriptions are about as exciting as watching paint dry. “5+ years of quota-crushing experience.” “Proficiency in CRM tools.” Yawn.
We decided to take a different approach. Our job postings had a bold hook: “Ready to crush sales at a fast-growing HVAC/environmental leader?” We also added a personal touch, incorporating job fair opportunity days where candidates could meet the team, shoot hoops, and even win gift cards. Imagine going home to your spouse and saying, “Not only did I land a job, but I got a $25 gift card for making a basket”? Talk about a memorable experience!
The lesson? Stop simply describing the job – start selling the opportunity.
3. Treat Hiring Like Prospecting
Top performers aren’t scrolling job boards – they’re busy crushing their sales goals. I stopped waiting for applications and started targeting talent directly. I asked for
referrals, built targeted LinkedIn lists, and reached out with thoughtful questions like, “Do you know anyone who might be great for this opportunity?” That one question often led to surprising replies like, “Actually, I do!”
The lesson? Don’t post and pray. Go straight to the talent.
4. Make Interviews Collaborative
You know the classic interview questions – “What’s your biggest weakness?” or “Where do you see yourself in 5 years?” Those questions never gave me real insights. Instead, I started focusing on their goals and making the interview a two-way conversation: “What motivates you to perform at your best?” or “What kind of leadership helps you thrive?” Then, I’d connect the dots to the role: “It sounds like you’re ready for the HVAC/environmental industry. That’s exactly what this role is built for.”
The lesson? Don’t just assess – inspire.
5. Test Real Skills
I stopped relying on interviews alone and started using Discovery Projects to test real-world skills. I’d have candidates write a prospecting email, deliver a mock pitch, analyze a pipeline, or create a 30-60-90 day action plan. One candidate blew me away with their project – they weren’t just prepared but brought creativity and insight I hadn’t seen before.
The lesson? Don’t gamble on interviews—test real-world skills.
You can do the same. All it takes is a willingness to rethink, reframe, and rewrite the rules. Break those old habits, and you’ll be on your way to building a rockstar sales team that will take your business to new heights.
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