When talking to jewelry store owners the topic of top jewelry sales associates normally comes up.
It is not long before the store owner says, “I sure wish I could find a good salesperson to hire”.
My answer is always the same.
“If they are good, they aren’t usually looking”.
When I ask them how they are conducting their candidate search they usually say, “I have my eye on that sales pro down at the corner jewelry store because I heard they are a top book”.
Time to burst the myth here.
Stealing top talent doesn’t usually pay off.
First off, it is very expensive because you have to lure them away, and that takes money. . . lots of it.
Second is the notion of the “magical book of clients” they will bring with them.
Myth bursting time again.
Studies have shown that shoppers place their priority with the reputation of the store first, the sales pro second, a staggering 9 our of 10 times!
Bottom line: If you want great sales professionals behind the counter, you are going to have to build them yourself.
What Characteristics Do Most Look For In A Potential New Hire?
Most rely heavily on experience.
Well it is time for another myth buster.
Studies have shown that the value of experience in most cases peaks around the second to third year.
The reason is that number of new learning experiences is limited and their selling skill set is also limited.
Yes they may have 20 years working at the store, but in reality, their new experiences topped out after three years.
If you look at the sales results of members of your own team, you will see that their sales volume hit a plateau around the third year.
What will change their overall sales numbers after that would be the addition of new product lines or them picking up the clients of another team member who has resigned.
What Should You Really Look For In A Potential New Hire?
Here are five that make a consistent difference: energy, enthusiasm, commitment to excellence, positive attitude and personal integrity.
These are the cornerstone attributes.
If the potential new hire is missing one of the five, pass on them.
You can fill in the product knowledge portion, you can train and improve skills, but you cannot change the fundamental core of someone.
Stop basing your hiring decisions based solely on a resume.
Ask the questions that will give you insight into their fundamental make up.
Keep this in the forefront of your thinking, “Hire for attitude first, because you can always train for skills”.
You can build your next sales star!
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