Hiring and training the people who will comprise your sales and development team is a crucial process that must be managed thoughtfully. Your sales team is, after all, one of the most important pillars of your company's performance. The training you provide this team today will directly impact your company's success well into the future.

Making sure you hire only the best candidates can seem daunting for any company. The key to sustainable, long term success is using intelligent hiring practices during the initial steps of the process. You'll want to determine which job seekers will best mesh with your business' culture. Even if a person can demonstrate the knowledge and skill set you're after, they won't succeed within your company if they'll clash with the culture and "personality" of your business. But trainable individuals who fit nicely into your business' culture and dynamics will be sustainable assets well into the future.

Recognizing the Right People

The best prospects for your company will, of course, have skills that align with the particular job description. So you'll certainly want to vet them accordingly while interviewing them, watching for their ability to handle all that the job might throw their way.

According to John Foley, co-founder and CEO of PelotonCycle , "It's important to think of new hires as long term investments. If somebody has the right skills, but there are indications that they might not last more than a year in your organization, you may want to think twice before hiring them." On the other hand, if someone lacks a skill you'd like to see, but they appear to be a good long-term fit with your company, determine if they could acquire the missing skill through reasonable training.

Also, look for those candidates who are likely to be the most receptive to intensive training, learning, and growth. Finding such people might be as simple as coming straight out and asking them how they feel about training and learning. You'll want to identify the candidates who possess a love of learning, and who are open to new ways of doing things. How curious do they appear? Do they ask you good, well thought questions about your company and about the role they're interviewing for? The more eager they are to be trained, the better they'll be for your company and your bottom line.

Next, to try to determine a fit with your company culture, hold a second interview that allows the candidate to meet and interact with some of your existing employees. And remember to check the job seeker's social media accounts as another measure of cultural fit. Finally, don't neglect to contact their references. Speaking with their past coworkers and managers could give you some valuable insights into who they are and what they're personality might be like.

Training New Hires

Once you've chosen a candidate to join your team, in-depth training is the highest priority. It's critical that the new team member(s) clearly understand the key messaging and benefits that should be communicated throughout the sales and development of your organization. Right from the start, clearly establish all that's expected of the new hire, and continue with the training process for as many weeks as needed before the new employee ventures out on his or her own. The training might include pairing an experienced employee to work with the new hire for a few weeks, as well as scheduling frequent meetings with other teams throughout your organization.

Hiring Right is a Team Effort

True success is gained by those sales teams who are willing to do all it takes to help each other learn, grow, and succeed. A strong commitment to growth and development needs to be front and center from interviewing to training. For the best team building, it will be very important that you and your existing employees exercise empathy and patience toward anyone who's being trained. Be quick to answer questions, slow to criticize, and slow to judge.

Committed and thorough training will give your company--and the new hire--the confidence and trust that's needed to succeed. Once a new team member reaps the rewards of his or her training and starts experiencing success, everybody wins: the new hire, the company, and the rest of the team.