America's largest healthcare recruiting firm.

 



For over fifteen years, I have utilized Buckman Enochs Coss to hire over one hundred individuals for Sales and Sales Management positions for a variety of healthcare technology firms. Whether it’s been for Fortune 500 companies or early stage, VC backed start-ups, BEC has always done a terrific job in sourcing top-talent.

Scott Schlesner
Vice-President of Sales
Elsevier

Five Ways a Quiet Personality Works in Sales
If you’re like many sales managers, you work hard to combat your innate biases during the candidate selection process; you don’t just respond to each candidate on a knee-jerk level or make major decisions based on surface-level impressions because you know this doesn’t lead to hiring success. In fact, acting on unquestioned assumptions can perpetuate a lack of workplace diversity, which can hurt your bottom line and hold your company back. 

So while you look past race, gender, age and other surface level identifiers, why not take this process one step further? Combat a cultural preference for extroverts, which can often influence hiring decisions in the sales field. Here are a few reasons to actively seek out introverted candidates with quieter personality profiles. 

Introverts are thoughtful. 

Since they tend to invest more thought in their behavior and actions, introverts tend to make wiser decisions. They tend to listen and get the facts before they act, which can help them build stable, lasting relationships with skeptical clients who reject and resent an aggressive sales approach. Clients can really relate to this type of approach.

Introverts are trustworthy.

Introverts typically don’t make wild promises they don’t intend to keep, and they don’t say they’ll do something if they don’t actually intend to do it. Instead of filling the air with every thought or idea that comes into their minds, they keep ideas, plans and promises to themselves until these things are fully formed and it’s time to make a commitment. This helps them gain the trust of clients and co-workers. 

Introverts can be excellent teachers. 

Because of their natural tendency toward deliberation and empathy, introverts are often better at explaining complex concepts, mentoring less experienced colleagues, and bringing clients on board with a complex plan or proposal. That quality can be really helpful when trying to explain the latest medical technology to current or potential clients. 

Introverts respond better to criticism. 

Unlike their impulsive extroverted counterparts, introverts tend to listen fully to criticism, process it carefully, take responsibility for their own success, and offer meaningful change as they move forward. They don’t usually lash out defensively or reject negative feedback outright. Keep in mind, this doesn’t mean they enjoy criticism or that it’s okay to pick them apart or judge them unfairly. They internalize criticism as much as anyone else — they just process it in private.  

Introverts are one-on-one communicators. 

While extroverts communicate well in large groups, they tend to get anxious when placed in one-on-one situations that require high levels of focus and listening skills. Introverts thrive under these circumstances. This means they gain more traction in smaller sales meetings with key medical executives and decisions makers. 

Hiring introverts can benefit your sales teams and boost your productivity. For more information, reach out to the sales staffing experts at Buckman Enochs Coss and Associates.