Sales manager recruitment: common mistakes companies make
Recruiting the right sales manager is one of the most important decisions a business can make. A strong sales leader can motivate teams, drive revenue, and shape the future of your company. On the other hand, a poor hire can set you back months—if not years. Yet many organisations continue to repeat the same mistakes when it comes to recruiting sales managers. By getting in touch with companies that can help with sales manager recruitment in London, companies can avoid the mistakes.
What are the mistakes made during sales manager recruitment?
Rushing the process
One of the most common errors is hiring in haste. Sales targets are pressing, so when a vacancy opens up, companies often rush to fill the position. But a sales manager isn’t just another role—they’re responsible for leading strategy, managing people, and reporting at the board level. A rushed process often means overlooking red flags or settling for someone good enough rather than truly the right fit.
Focusing too much on past results
Another pitfall is judging candidates purely on their track record. Of course, numbers matter, but being a top salesperson doesn’t automatically translate into being a successful manager. Leadership, coaching ability, and communication skills are equally—if not more—important. Many businesses make the mistake of assuming past sales performance equates to managerial potential.
Ignoring cultural fit
A sales manager might look excellent on paper, but if their leadership style clashes with your company culture, the results can be disastrous. Recruitment isn’t just about ticking boxes on a CV—it’s about understanding how someone will motivate your existing team, align with your values, and adapt to your way of working.
Overlooking soft skills
Sales leadership is about more than hitting numbers. Emotional intelligence, problem-solving, adaptability, and the ability to inspire others all play a critical role. Companies often undervalue these traits, instead focusing only on technical sales knowledge. The result? A manager who struggles to earn the respect and trust of their team.
Weak interviewing techniques
Finally, many businesses rely on generic interview questions that fail to uncover a candidate’s true potential. Asking “What were your sales results last year?” won’t reveal how they handle conflict, motivate underperforming staff, or adapt to market change. Structured interviews, competency-based questions, and scenario testing are far more effective at identifying leadership capability.
Building a better recruitment strategy
To avoid these mistakes, businesses should adopt a more holistic approach. Define the qualities you need beyond sales figures, invest in structured recruitment processes, and consider involving multiple stakeholders in the decision. Partnering with specialist recruitment firms can also add objectivity and provide access to a wider pool of talent.
Sales manager recruitment is about finding a leader who can drive growth while building a motivated, resilient team. Avoiding these common mistakes doesn’t just save time and money—it sets the stage for long-term success.
Contact Electi Talent to get assistance with a professional recruitment search solution. Our multi-hire solution offers advanced search methodology with economies of scale for senior sales and leadership hires. Contact us for more details.
