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So You Want to Hire Stronger Salespeople? Gretchen Gordon Managing Partner Braveheart Sales Performance. Get Out Your Calculators. Request worksheet by emailing email@example.com. Some Statistics:. 90% of all hiring decisions are made from the interview
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So You Want to Hire Stronger Salespeople? Gretchen GordonManaging Partner Braveheart Sales Performance
Get Out Your Calculators Request worksheet by emailing firstname.lastname@example.org
Some Statistics: • 90% of all hiring decisions are made from the interview • Traditional interviewing is only 14% accurate • More than 30 million people have secured a job by lying on their resumes
More Facts Hiring the right salespeople is the first step in developing an effective and dynamic sales force. Therefore, you must have a comprehensive recruiting process that will allow you to seek out top performers.
A: Can Sell - Will Sell Michael Jordan Can Sell Will Sell Can Sell Won’t Sell B: Can Sell - Won’t Sell Sales Imposters B A Cannot Sell Will Sell C: Cannot Sell - Will Sell “Rudy” (The Movie) Cannot Sell Won’t Sell C D D: Cannot Sell - Won’t Sell Can Sell Vs. Will Sell
Evaluations, Tests and Assessments • Psychological • Personality • Behavioral • Aptitude All are misleading for execution. Social basis and adapted. Must draw conclusions from lack of evidence.
So You Want to Hire Stronger Salespeople?
Traditional 4 Step Process 1). Advertise 2). Collect Resumes 3). Interview - Make offer 4). Hope and Pray
Q: Why Are Sales Hiring Results So Poor? The Traditional Hiring Process Doesn’t Work in SALES
Step One: Advertise Your Sales Position Problem: Most ads are boring and describe the position, and the company.
Step Two:Read Stacks of Resumes Problem: Resumes Stink … …Like Skunks
Resumes are nothing more than “candidate brochures”…probably written by a resume writer.
Step Three:Interview & Sell the Offer Problem: Salespeople are better at interviewing than you are!
Step Four:Hope & Pray Problem: The Traditional Hiring Process is BROKEN!!!
So What’s the Answer? Change The Way You Identify, Attract, Interview and Hire
How to Hire Stronger Salespeople
Hire Stronger Sales that WILL SELL How? Use STAR (Sales Talent Acquisition Routine) 1 2 3 4 5 IDENTIFY FLAWS Your Sales DNA USE AUTOMATION SOURCE USINGTOP SITES ATTRACT the Right Talent
Sales Talent Acquisition Routine (STAR) 6 7 8 9 10 MORE AUTOMATION FINAL INTERVIEW 1ST INTERVIEW THE PHONE QUALIFICATION ASSESS CANDIDATES
STARContinued 11 12 13 1ST 90 DAYS Ramp up Success Conditioning 1ST 90 DAYS Ramp up OFFER
Identifying Your Ideal Candidate • Although some or all of these criteria may appear very obvious, most companies seldom take the time to properly identify the ideal sales candidate. • THIS STEP IS EXTREMELY IMPORTANT!
What is the genetic makeup of the ideal, perfect salesperson?
Behavior • Goals • Goals Plan • Tracking System • Forecasting Accuracy • Prospecting Discipline • Focus & Follow-Up • Paperwork • Work Ethic • Time & Workspace Management • Attitudes • Desire/Passion • Commitment • Accountability/No Excuses • Outlook/Self-Esteem • No Money Weaknesses • Supportive Buy-Cycle (Decisiveness Index) • Controls Emotional Involvement (Triggers) • No Need for Approval/Bravery • Supportive Beliefs • High Adversity Quotient • Killer Instinct • Environment (Fit) • Experience • Competition • Pricing • Hunting vs. Farming • Appearance • Management Style Match • Sales Cycle (Length) • Closing • DISC Compatibility • Cultural/Values Match • Customer Development Model • Method of Compensation • Product Knowledge • Skills • Asking Potent Questions • Effective Listening Skills • Early Bonding & Rapport/Relationship Building • Creates & Cultivates Referral Relationships • Reaches Decision Makers • Learns Why Prospects Buy • Get Commitments/Decisions • Uncovers Actual Budgets • Qualifies Proposals/Quotes The DNA of a Sales Superstar B.A.S.E. The Sales Quotient
Component Description Heading Description to get the candidate’s attention. Must Have Your candidate must have these skills and experiences. Should Have Your candidate should have these skills and experiences. Income Requirements The candidate must have previously earned at least this much money. Instructions Include the e-mail to begin automation. The Search:Writing the Ad
The Search:Writing the Ad Important rule of thumb… describe your candidate and their rich history! Your ideal candidate should recognize himself in your description and you will differentiate your ad from the other companies.
The Tools of STAR • The Objective Management Group sales assessments tools have been validated using predictive validity, the most time-consuming and costly of all validations. The results of the Predictive Validity Study show that 95% of the recommended candidates that were hired succeeded while 75% of the candidates that were not recommended but hired failed. And, in our world, success means still employed one year from hire date and meeting quota.
The 5 Minute Phone Screen • Phone Skills • Interpersonal Skills • Selling Skills • Match to Criteria
Reality Check • There is one reality that we should address here. It is very difficult to interview effectively when interviewing is not a full time practice. That difficulty is magnified when we consider that most managers have not been properly instructed to interview salespeople!
Interview (Make It an Audition) • To see the real person… don’t make “nice” • Put pressure on them • 30 – 45 Minutes • Use sample questions from the test printout • Use the missing info from the resume • Are they who they say they are? • Is their past success a good predictor of success with you?
The First Interview • Will they develop bonding and rapport? • Will they prospect? • How well do they control their emotions? • How much need for approval do they have? • How are their listening skills? • Will they close?
STAR Completion It Doesn’t End with the Hiring 11 12 13 1ST 90 DAYS Ramp up Success Conditioning 1ST 90 DAYS Ramp up OFFER
How To Accelerate and Build a World Class OVER-achieving Sales Team 1 2 3 4 5 EVALUATE SALES FORCE HOLD THEM ACCOUNTABLE RAISE THEIR EXPECTATIONS RAISE YOUR EXPECTATIONS DECISION “BE THE BEST”
Questions • If you want the Sales Ghosts Calculation Worksheet email Nikki at email@example.com • If you want to contact me directly: firstname.lastname@example.org or 614-396-6544 www.braveheartsales.com Blog: www.braveheartsales.com/blog/ • Survey Cards