This interview guide helps local media managers assess next-gen sales candidates across key traits like digital fluency, data literacy, storytelling, and competitive drive. It organizes questions into categories such as planning, motivation, tech comfort, and local market passion, with a 5-point scoring system for consistent evaluation. A new section highlights red flags like disorganization, tech aversion, and a transactional mindset. It also includes a comparison chart outlining the strengths of top performers versus the weaknesses of underperformers. Together, these tools help hiring teams identify candidates who are not only skilled but also adaptable, strategic, and aligned with the future of local media sales.

Hiring the next generation of local media sellers requires a shift from legacy experience to candidates who are digitally curious, data-literate, and self-motivated to win. Top performers are organized, goal-driven, and possess a natural competitive spirit that fuels consistent follow-through and client success. Strong hires also demonstrate consultative selling skills, storytelling ability, and a passion for helping local businesses thrive. Managers should watch for red flags like tech aversion, disorganization, and a transactional mindset, which often signal underperformance. By focusing on mindset, adaptability, and strategic thinking, local media companies can build sales teams equipped to lead in a hybrid, AI-enhanced marketplace.

As local media evolves, hiring sales talent requires a shift from traditional experience to digital fluency, data literacy, and strategic thinking. The next generation of sellers must be curious, coachable, and capable of using AI and analytics to craft personalized, results-driven campaigns. Strong storytelling skills and a passion for local communities remain essential for building advertiser trust. Managers should prioritize mindset and adaptability over legacy media experience and use role-based assessments to evaluate real-world skills. By hiring for future-ready capabilities, local media companies can build sales teams that thrive in a hybrid, tech-enabled marketplace.

Clients and colleagues frequently ask my opinion of people they are considering hiring. It’s often a request, “Dave, what do you think of each of these candidates? Who would you hire?” And the requests are accompanied with resumes, each extolling the fantastic accomplishments the candidate has achieved through their career.

We know that individuals with Drive make great salespeople, but there are a number of other traits that complement Drive and are important to consider when looking to hire top-producing salespeople. These are sales traits that you just cannot identify from an interview alone. That is why it is critical to start out with an assessment that measures Drive, because coaching salespeople after hiring isn’t always the best way to find success.

There’s a whole lot more to recruiting the right person for your team than just matching resumes to job descriptions. It’s about cultivating experiences and creating an impression that goes beyond a mere transaction. In today’s candidate-led job market, your company’s reputation matters—a lot. Many of the people who have the power to influence your reputation are those you’re recruiting. It’s not just about the role you’re filling anymore; it’s also about building relationships.