Como equilibrar diversidade e desempenho ao contratar funções de vendas?

One thing I've found helpful when hiring for sales roles is to remember not everyone needs to be a 'Type A' personality. Many organizations lean toward what we collectively think of when we think of sales roles - driven, passionate, go-getter, outspoken, etc. However, I've learned the value of the perspectives other personality types can bring to a sales team. While they may not be the first to volunteer for a presentation, they might very well crack the code for the whole team on how to win over a hard-to-reach prospect or market segment because they view the situation so differently. Stay open-minded, great people will always surprise you.

Você deve ter clareza dos seus objetivos e qual o seu propósito em fomentar a diversidade no seu time de vendas. Entre outras vantagens de possuir um time de vendas diversos, podemos destacar a multiplicidade de pontos de vista que favorecem o poder de análise e a criatividade do seu time.

Instead of relying only on traditional metrics, redefine performance criteria to include not just revenue generation but also collaborative skills, adaptability, and a diverse range of communication styles. Implement blind recruitment processes to mitigate unconscious bias and ensure a fair evaluation of candidates. Foster a culture that values diverse perspectives, as research indicates that diverse teams often outperform homogeneous ones. Invest in targeted training programs to cultivate a unified sales force that can leverage its diversity as a strength, ultimately driving innovation and enhancing overall performance.

Pour toute entreprise, association, gouvernement ou autre structure, le recrutement d’une personne devrait se baser exclusivement sur sa capacité à accomplir efficacement le travail requis. En d’autres termes, l’objectif devrait être d’embaucher la personne la plus qualifiée pour le poste, sans considération de son sexe ou de sa race. La recherche de diversité dans le recrutement peut parfois constituer un handicap, car elle peut conduire à se concentrer sur un aspect subjectif qui n’apporte aucune valeur ajoutée en termes de performance

This is so crucial. Biases can emerge when evaluating "culture fit" or gauging who will "thrive here". But to innovate in heterogeneous markets we need diversity - diversity of thought and experience. So when hiring, we evolved criteria anchoring performance to measurable revenue behaviors over likeability. We enhanced job post wording, candidate sources, interview panels, and assessments to mitigate exclusionary tendencies. Accountability on diversely sourced pipelines and interview slates helps too. But ultimately mindset shifts on what excellence "looks like" enables balance.

Balancing diversity and performance in sales hiring involves implementing unbiased practices, fostering an inclusive culture, offering equal opportunities, focusing on skills and potential, providing inclusion training, setting clear performance metrics, and encouraging diverse perspectives. These strategies can help build a successful and inclusive sales team.

Balancing diversity and performance when hiring for sales roles can be a challenging task, as both factors are critical to the success of a sales team. Here are some strategies to help you achieve this balance: 1. Define your hiring criteria: Start by defining the specific skills, experience, and qualities that are essential for success in your sales roles. This will help you create a clear picture of what you're looking for in a candidate, making it easier to identify both diverse and high-performing candidates.

Equilibrar diversidade e desempenho nas contratações de vendas é essencial para o sucesso empresarial. Reconhecer a importância da diversidade, construir uma cultura inclusiva, revisar processos de recrutamento, investir em capacitação e estabelecer metas mensuráveis são passos cruciais. Essa abordagem fortalece as equipes, promove inovação e garante sucesso sustentável nos negócios.

Balance diversity and performance in sales hiring by setting inclusive goals, using unbiased job descriptions, diverse interview panels, and structured assessments. Foster a culture of inclusion, offer flexibility, and regularly measure and report on diversity metrics to create a high-performing team with diverse perspectives and experiences.

Todo o processo de recrutamento e seleção deve ser revisitado e compreender pontos que prejudiquem a captura da diversidade em seu time. Ter a coragem de desafiar os padrões pré estabelecidos e buscar ativamente remover barreiras à atração de talentos diversos terão impactos positivos no seu processo de recrutamento.

Hiring people is a complicated process, and, in my experience, one of the most fallible one in the life of any Manager. I have done a few and am happy to say that I didn't go too wrong too often. Diversity, as defined, for me is all unimportant ! One has to chose the best person at one's disposal to carry on the Sales job, with all its specificities. I am not a believer in any type of discrimination, least of all the so called -these days - positive one.

The hiring process for me is simply matching the right person to the right market Character , age , skills and educational level are the basic elements the essential add ons are Communication level to match with the market requirements Ability to integrate with direct customers Great listener Personal profile match the profile of his customers The recruiter should be of a good knowledge of the market requirements the red lines and the green lines Culture and community standards of targeted marker

O seu time de atração precisa estar alinhado com os seus objetivos e comprometidos com o processo de remover as barreiras para a chegada de talentos mais diversos à força de vendas.

Uma das formas de minimizar os efeitos dos vieses é ter foco no potencial e nas habilidades e não no histórico e experiências prévias. Recrutar baseando-se no histórico vai reproduzir os padrões já existentes no seu mercado específico, mas quando você muda a abordagem para as potencialidades, você se abre a refletir de maneira mais real o conjunto da sociedade e sua diversidade

A lot of sales is about EQ and motivation. You don't need to have the skills if you have the potential and someone willing to train you. As a sales manager, I would much rather have the people with the raw capabilities and drive than someone with the experience but without 'it'. I sell technology. Our products and our customers' needs are always changing. I'm always training and re-training my teams. I can't have everyone on the team be a beginner, but I find it keeps the bar high if we introduce new people somewhat regularly.

De nada adianta, porém, atrair talentos diversos se você não cria uma cultura e um ambiente que respeite e valorize as diferenças individuais. Cuidados na integração dos novos colaboradores e a exposição da inadequação de comportamentos discriminatórios e sua punição são pontos de apoio fundamentais nesse processo.

In my view hiring can be managed but RETAINING diversity is possible only thru Inclusive Culture. Everyone should treat diversity hires normal only as giving special treatment make them conscious. Also they should be given equal opportunity to contribute as well as fair cchallenges/targets to deliver.

Look for people who disagree with you and be intentional about seeking their opinions. Not only will this expand your own thinking to include a more diverse perspective, but it will also signal to others on the team that it's okay to have a different point of view and express it openly. In my experience, this openness has led to the most inclusive and diverse team cultures.

This starts before the hiring process begins. The team has to build job descriptions that attract people from different backgrounds, experience, and stages of life. Once the job description is built. They need to be positioned in places where it will attract a diverse pool of candidates. This may include using non traditional job boards, inviting candidates to apply, and even recognizing people you interact with daily who may perform well from other industries.

The beauty of diversity is that each person from a different background will bring a different perspective and a different point of view to the same process or issue. It is amazing how people handle the same issue differently in different parts of the world, so allowing our teammates to express their views freely will definitely help the company get an edge over others that only hire from the same background. Focusing on skills (especially soft skills) over experience is often underestimated, but it is easier to train someone on how to use software than to train them to be charismatic. It is better to hire someone great with people without experience than looking for experience in someone who is not. to be the next salesperson.

Develop and leverage a racially diverse team for the interview process. Such an approach communicates that the organization values diversity . Furthermore has implemented a panel that evaluates talent through multiple lenses but focused on the vision of the best talent for the position.

Balance diversity and performance in sales hiring by implementing inclusive recruitment practices, structured interviews, and objective performance metrics. Provide diversity training, establish ERGs, and offer mentorship programs. Utilize flexible work arrangements and continuously evaluate and adjust processes for optimal results.