BY C. Lee Smith
When hiring for any sales position, a candidate must be evaluated for their fit with the job. The candidate’s skills, job behavior, interest level, and workplace behavior all contribute to job fit. Manager fit is another key consideration when evaluating sales candidates. Some individuals work well together. Others don’t. Managers should know ahead of time if they will be a good fit with the candidate they want to hire.
What is job fit in hiring?
When hiring for a sales position, recruiters cannot overlook job fit. Job fit is defined as the match between what a company is looking for and the candidate’s skills, values, interest, and motivation to do the required tasks.
Skills and experience
Skills and experience comprise part of the rubric used to measure job fit. When a candidate possesses the skill to do the work, that’s a good indicator. A recruiter can measure the skill level by requiring the candidate to take a skills test. When a candidate earns a specific score, they are deemed to be proficient. Similarly, a candidate may possess industry experience in a sales role. During an interview or an assessment, this knowledge will surface and serve as proof that the candidate has the skills to do the job.
Work style and role expectations
Another aspect of job fit relates to work style and expectations. A candidate’s previous experience may lead them to anticipate a steady pace in a new sales role. But if the company is a startup or is launching a new product, the position may require a faster pace.
A new sales role may not offer the support of a sales assistant or researcher. In that case, the candidate would be required to take on those tasks. Not all candidates will have the same comfort level when taking on new tasks.
The candidate and the manager should discuss the level of autonomy in the open position. The established work practice may mean always checking with the manager before offering a discount. The candidate must be comfortable with that check-
Similarly, if the position requires working closely with one or more team members in a group selling situation, the candidate must be willing to work that way as well.
What is manager fit?
A hiring sales manager likely maintains an established leadership approach. They may be more focused on achieving goals than on listening to and developing their team members. Their communication style may be abrupt and direct. When reviewing a candidate’s communication and work style, managers should consider the gap between them. It is typically manager’s responsibility to change their behavior to help each team member succeed.
Communication styles
Differences in communication style can negatively impact the relationship between a manager and a team member. Some team members need frequent assurances that they are doing well. If managers don’t give clear direction that their team members can understand, friction points may arise. Or the team member may decide that they cannot meet their goals because the manager only gives negative feedback.
Leadership and management style
Some sales managers prefer to run a very structured department and expect regular updates from team members, even if there has been no status change with a big client or prospect. Independent-
When a sales manager has a more laid-
Other times, a sales manager may insist on sticking to a rigid coaching schedule. Sales reps, especially if they don’t need coaching on a specific sales skill may feel they are wasting time and grow frustrated.
Expectations and feedback
Understanding the differences between a manager’s goals and a rep’s goals is critical. Managers must recognize those differences and communicate effectively with each team member. Delivering feedback can motivate team members and encourage them to accept accountability. But the communication style matters.
Job fit vs. manager fit: What's the difference?
When evaluating sales candidates, hiring managers should learn who has the best job fit. After they identify the candidates with the skills and will to do the job, they can focus on the next concern. And that concern centers on how well a candidate will fit with the manager. Simply put, the two individuals must be able to work together effectively.
Why hiring for skills alone can backfire
When a manager is overly focused on achieving department goals, often having to do with sales quotas, they may be tempted to hire the candidate with the best job fit. In these cases, they may overlook some red flags raised during the hiring process. For example, assessment results may indicate that the candidate doesn’t want to be micromanaged. Our research shows that 24% of current sales reps believe their sales leader is a micromanager.
Strong skills do not guarantee role fit
A skilled new business hunter can make a huge difference to the bottom line for an organization. They may be landing clients that previous reps have not been able to connect with. But at the same time, they may bring a rude and disrespectful attitude to the team. If the manager has to constantly negotiate between the new business hunter and the other reps, they have a staffing problem. They may be faced with employee exits because the new hire can’t fit in with the team.
Manager relationships affect employee experience
When a new hire does not fit well with their direct manager, trouble soon surfaces. If the manager does not articulate expectations clearly, the new sales rep may misunderstand. Over time, misunderstandings can lead to decreased engagement and productivity.
And if the new hire suspects, either correctly or incorrectly, that their manager doesn’t believe they can succeed, trouble increases. The new employee will lose trust in their manager and start looking for a different job.
Poor fit can lead to early turnover
In organizations where a poor fit exists between a manager and a new team member, the manager can adjust their communication and feedback approach. But they often cannot adjust the expectations for what the reps must deliver. In addition, if everyone else in the department has an open and friendly work style, the employee with “lone wolf” tendencies will find it hard to fit in. They may become frustrated and look for a different job.
Signs a candidate may be a strong job fit but poor manager fit
When a recruiter or hiring managers finds a strong sales candidate, they should understand that their work is not complete. They must also consider how far apart the manager and the prospective employee are when it comes to on-
Details to consider include communication style. Some managers prefer to give assignments verbally during one-
When a manager is not responsive regarding a rep’s request, they risk demotivating that staff members. Reps want to exceed quota. And they will sometimes need the manager’s approval for a discount they want to offer during a negotiation. If they can’t quickly obtain an answer, they’ll believe the manager is holding them back. In general, around 25% of sales professionals say their managers are not motivating.
How to evaluate both job fit and manager fit
To ensure that recruiters are objectively considering candidates’ job fit and manager fit, they must use job-
Define the role clearly
The first step in job fit is to clearly define what the position requires. Candidates should understand what they will do on a daily basis, the pace of work and how success is measured. Providing this information in writing and verbally allows the hiring team to communicate the details in multiple ways.
Understand the manager's leadership style
During an interview, managers should give concrete examples of how they assign work, communicate and measure progress. Managers should ask how their process compares to the candidate’s previous work experience. And they can also ask for the candidate’s perspective on how they fit with their previous sales manager.
Use structured interviews
Structured interview questions can help identify candidates with the best job fit and manager fit for the open position. Asking the same questions of every candidate ensures that decision-
Use assessments where appropriate
To save time and objectively collect data, the hiring team can use job-
Questions hiring managers should ask to assess manager fit
Sales managers can ask specific questions during the interview to determine a candidate’s fit with multiple factors, including their style. As candidates answer the following types of questions, the hiring team should focus on observable behaviors and past experiences rather than subjective personality judgments.
- How many touchpoints do you prefer from your manager every week as you strive to reach quota?
- Describe a previous failure to communicate with your manager and what you did to improve it.
- Do you prefer your manager to get right to the point when giving feedback?
How TeamTraitTM can support job fit and manager fit
TeamTrait can help hiring teams gain insight into behavioral characteristics and working preferences that may influence how candidates approach their roles, communicate, respond to management, and work with others. By objectively scoring answers to carefully designed questions, the TeamTrait assessment results reveal what candidates often don’t know about themselves. A candidate’s motivation in the workplace, along with their typical workplace behavior, can be compared with the results for other candidates.
These insights expand on what is known about the candidates. The information can complement data from structured interviews as the hiring manager determines which candidate has the best job and manager fit.
Why job fit and manager fit both matter for retention
When a newly hired sales professional possesses a great fit for the position and the manager, they will quickly engage with the work and the team. After the initial training period, they’ll become a strong team member with high engagement. These are the types of team members that stay with a business for years.
Job fit vs. manager fit: Which matters more?
When hiring for a sales role, job fit and manager fit are equally important because success depends on both a salesperson’s natural alignment with the role and the environment in which they are expected to perform. Job fit helps determine whether a candidate has the behaviors, motivations, strengths, and selling style needed to succeed in a specific sales position. Manager fit determines whether that salesperson is likely to thrive under the leader’s communication, coaching, accountability, and management style.
A strong job fit paired with a poor manager fit can lead to frustration, disengagement, and underperformance, while a strong manager relationship cannot fully compensate for someone who is fundamentally mismatched with the demands of the role. Evaluating both factors gives organizations a more complete picture of a candidate’s potential for sustained sales performance, engagement and retention.
Final takeaway: Hire for the role and the working relationship
Businesses can’t afford to make sales hiring mistakes. When they focus on job skills during the recruiting process, they only have half of the information they need. To truly optimize hiring outcomes, hiring teams must also consider manager-
Image by Vitaly Gariev on Pexels.
Why is manager fit important in hiring?
Recruiters must carefully evaluate manager fit when hiring sales professionals. If they hire an individual who does not work well with the manager, their tenure may be short. And recruiters will be forced to start the hiring process again. This negative outcome costs the organization time and money.
Can someone be a good job fit but a poor manager fit?
Many candidates with a great match for the job skills may apply for an open position. They may also possess exactly the kind of experience that means they’ll succeed in the work. But if a candidate appears to have on-
How can companies assess manager fit during hiring?
Businesses can assess manager fit during hiring by using structured interview questions. These questions should focus on how the candidate reacts to feedback, handles conflict and performs as a member of the team. The hiring manager can also use assessment data to see a score showing the likelihood of compatibility with the candidate. They can compare scores across multiple candidates.
Should manager fit be part of the hiring decision?
Assessing manager fit should be a mandatory part of the hiring process. Without it, organizations may find that they hired an individual who will not succeed in the position. And they’ll need to begin recruiting process again.
