GET OUT YOUR CALCULATORS. We will send you link to this calculator

Transcription

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2 GET OUT YOUR CALCULATORS We will send you link to this calculator

3 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

4 TRADITIONAL 4 STEP PROCESS 1). Advertise 2). Collect Resumes 3). Interview - Make offer 4). Hope and Pray

5 Q: WHY ARE SALES HIRING RESULTS SO POOR? The Traditional Hiring Process Doesn t Work in SALES

6 Step One: Advertise Your Sales Position Most ads are boring and describe the position, and the company.

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8 STEP TWO: READ STACKS OF RESUMES Resumes Stink Like Skunks

9 Resumes are nothing more than candidate brochures probably written by a resume writer.

10 STEP THREE: INTERVIEW & SELL THE OFFER Salespeople are better at interviewing than you are!

11 STEP FOUR: HOPE & PRAY The Traditional Hiring Process is BROKEN!!!

12 SO WHAT S THE ANSWER?

13 Hire Stronger Salespeople that WILL SELL How? Use STAR (Sales Talent Acquisition Routine) IDENTIFY FLAWS Your Sales DNA ATTRACT the Right Talent

14 Sales Talent Acquisition Routine (STAR) ASSESS CANDIDATES THE PHONE QUALIFICATION 1 ST INTERVIEW FINAL INTERVIEW

15 STAR Continued OFFER 1 ST 90 DAYS Ramp up Success Conditioning

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17 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!

18 What is the genetic makeup of the ideal, perfect salesperson?

19 Behavior Attitudes The DNA of a Sales Superstar B.A.S.E. Skills The Sales Quotient Environment (Fit)

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21 The Search: Writing the Ad Component Heading Must Have Should Have Income Requirements Understanding of Activity and Production Requirements Description Description to get the candidate s attention. Your candidate must have these skills and experiences. Your candidate should have these skills and experiences. The candidate must have previously earned at least this much money. Everyone must understand production requirements for the person to keep their job and be successful.

22 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.

23 THE SEARCH: WHERE TO SEARCH You must use a variety of avenues if you are not using a recruiter Indeed LinkedIn Craigslist Your database of contacts

24 THE SEARCH: 4 OPTIONS FOR SEARCHING Recruiters who are proactive they find candidates who are not searching Recruiters who are reactive they post and wait but have a bigger reach Outsourced HR back offices they post and wait but do it more efficiently than you Internal resources make sure they are ON it

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26 The Tools of STAR We use a tool that is the pioneer in the Sales Assessment industry. Objective Predictive 95% accurate

27 The 5 Minute Phone Screen Phone Skills Interpersonal Skills Selling Skills Match to Criteria

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29 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!

30 SUGGESTED READING

31 INTERVIEW (MAKE IT AN AUDITION) To see the real person don t make nice Put pressure on them 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?

32 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?

33 STAR Completion It Doesn t End with the Hiring OFFER 1 ST 90 DAYS Ramp up Success Conditioning

34 ONBOARDING CHECKLIST How you will cover each of these topics, who will cover them and what you need the new employee to get out of any meetings with people who will train. Product and Service Training Company Ideology and Philosophy Organizational Structure Their Role and Any Potential Growth Opportunity Sales Training Coaching Accountability Joint Sales Calls

35 How To Accelerate and Build a World Class OVER-achieving Sales Team DECISION BE THE BEST EVALUATE SALES FORCE RAISE YOUR EXPECTATIONS RAISE THEIR EXPECTATIONS HOLD THEM ACCOUNTABLE

36 QUESTIONS We will send everyone the link to access the Sales Hiring Mistake Calculator and a sample Candidate Assessment If you want to contact me directly: ggordon@braveheartsales.com or Sales Management Blog: