Hiring your first sales representative is a milestone for any growing company. In Belgium, where competition for top talent in marketing, sales, retail, horeca, IT digital, and HR is fierce, making the right first hire can shape the future of your business success. Bring the wrong person on board, and you risk wasted time, lost business opportunities, and a costly setback.
This guide will help you understand what to look for when screening candidates, how to evaluate the right skills, and how to make sure your first sales rep isn’t just a quick fix but a long-term asset.
Why hiring your first sales rep matters
Your first sales rep is not just another team member—they are the face of your company to potential clients. Whether you work in retail, horeca, IT, or HR services, the role demands more than just someone who “knows how to sell.”
Hiring managers often underestimate the importance of this position and focus only on experience. But beyond a strong CV, you should be screening for attitude, adaptability, and alignment with your company culture.
Core qualities to screen for
When interviewing sales candidates, you should look beyond buzzwords and polished presentations. Focus on traits that predict success in the Belgian market:
- Resilience and persistence: Sales is full of rejection. Can they handle “no” without losing motivation?
- Communication skills: Clear, engaging communication is essential for building trust, whether with clients in retail or B2B IT solutions.
- Cultural fit: Do their values align with your company’s vision and customers? Especially important in horeca and service-driven roles.
- Tech-savviness: With digital tools playing a growing role in sales across industries, comfort with CRM systems, data analysis, and virtual presentations is key.
- Problem-solving mindset: Great sales reps are not just closing deals—they’re helping clients solve real challenges.
Screening for industry-specific needs
Marketing & sales
- Ability to manage long sales cycles and nurture leads
- Strong presentation skills for pitches and events
- Up-to-date knowledge on digital trends and social selling
Retail & horeca
- Customer-first attitude and excellent interpersonal skills
- Ability to upsell without being pushy
- Flexibility to adapt to high-pressure, fast-paced environments
IT digital
- Technical curiosity and willingness to understand complex products
- Ability to translate tech jargon into customer-friendly solutions
- Confidence in virtual sales meetings and digital product demos
HR services
- Deep understanding of people-driven businesses
- Skills in consultative selling—acting as an advisor rather than a pure seller
- Empathy and strong listening ability to handle sensitive client needs
Practical screening strategies
To make your interviews more effective, consider applying these methods:
- Behavioral interview questions: “Tell me about a time when you turned a ‘no’ into a ‘yes’.” This gives you insight into real-world resilience.
- Role-playing exercises: Simulate a sales scenario—a restaurant guest complaint, a digital tool demo, or an HR service pitch.
- Presentation test: Ask them to prepare a short presentation on a product or service you offer. This reveals both preparation skills and communication style.
- Reference checks: Dig deeper than general feedback. Ask past employers specifically about quota achievement, handling stress, and adaptability.
Red flags to watch out for
Not every candidate who says they’re “great with people” will succeed. Pay attention to the warning signs:
- Overemphasis on “closing deals” but no mention of customer retention
- Lack of curiosity about your company’s market or products
- Overconfidence that overshadows team collaboration
- Poor active listening skills during the interview
- Rigid mindset, unwilling to adapt to change or feedback
The Belgian hiring context
Belgian businesses face unique challenges in recruiting sales reps. With strong demand in fields like IT digital and hospitality, candidates often have multiple offers on the table. This makes cultural fit and growth potential even more important than offering the highest salary.
Hiring managers should also consider language skills. Depending on your region and client base, fluency in Dutch, French, or English—or a combination—can be a big differentiator.
Checklist: First sales rep hiring screening
Here’s a quick reference to keep on hand during the hiring process:
- Do they show resilience in the face of rejection?
- Can they clearly explain complex products or services?
- Do they fit your company culture and client expectations?
- Are they adaptable to pressure, rejection, and changing sales methods?
- Are their values aligned with long-term customer relationships, not just short-term wins?
- Do they bring specific knowledge relevant to your sector (retail, horeca, IT digital, HR)?
If the answer is “yes” to most of these, you’re likely screening the right candidate.
Making the right first hire
Hiring your first sales rep is about striking the balance between skills, potential, and cultural fit. Belgian companies that take the time to screen properly see a stronger return on investment and less turnover.
Instead of rushing to fill the role, treat the process as the foundation for future growth. With the right person on your team, you’ll unlock new markets, keep customers happy, and build lasting success across industries like retail, horeca, IT, HR, and marketing.
Ready to hire your first sales rep?
At Workers, we help Belgian companies in marketing & sales, retail & horeca, IT digital, and HR find the right talent to grow their business. Our platform isn’t just about filling vacancies—it’s about making smart matches that last.Looking to bring in your first sales rep or expand your team with top talent? Discover how Workers can connect you with the right people today.