People talk all the time about how to treat a sales team, but what about how to assemble one? Recruiting and hiring the right people for your team will save you time and energy in the long run, and will ultimately help avoid sales slumps. These tips will help you determine what to look for when you're recruiting an all-star sales team.

Determine key players you want on your team

When you're assembling a sales team for long-term success, you need different pieces and personalities to account for both strengths and areas of improvement. There are five types of people you should have on your sales team:

  1. The Seasoned Veteran - a mentor and can be called on to get new or inexperienced salespeople up to speed on the business
  2. The Scrappy Upstart - the "rookie" team member who has energy, a genuine drive for learning and will take on any task thrown their way
  3. The Glue Guy or Gal - your team's "grinder" who is respected by the team, level-headed and can be counted on to maintain an optimistic tone
  4. The Visionary - a member that is consistently delivering new ideas, methods and processes that benefits everyone
  5. The Lone Wolf - an independent and self-motivated salesperson who can provide a boost to the team when others are slumping.

Build or improve your candidate pool

If you're seeking a younger recruit to season and train, reach out to university placement offices. There are programs at some colleges that allow companies to partner with the business school to build the company's candidate pool. Universities also host job fairs where you can meet and vet candidates ahead of time. Additionally, you don't need to have a sales position available to be searching for candidates. The key is to build your candidate pool before you need it, so if you're in a pinch, you have candidates ready to interview.

Remember, the best hire might not have the perfect resume

When you're sifting through resumes, don't limit candidates based on their experience alone. For instance, if a candidate doesn't have any sales experience but shows longevity is his or her previous jobs, it shows they are loyal and trainable. In some cases, it might be beneficial to bring on a newbie and mold them into a sales ninja, given they are willing to learn. Utilize their references if you're unsure about the candidate, or screen them via a 10-minute phone interview. Some professionals may argue that a candidate's personality is more important than their existing skill set. Skills can be taught, but personality is forever.