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Post on 31-May-2020
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GET OUT YOUR CALCULATORS
We will send you
link to this calculator
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
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
Most ads are boring and describe the position, and the company.
Step One:
Advertise Your Sales Position
STEP TWO:
READ STACKS OF RESUMES
Resumes Stink ……Like Skunks
Resumes are nothing more than
“candidate brochures”…probably written by a
resume writer.
Salespeople are better at interviewing than you are!
STEP THREE:
INTERVIEW & SELL THE OFFER
The Traditional Hiring Process is BROKEN!!!
STEP FOUR:
HOPE & PRAY
SO WHAT’S THE ANSWER?
1 2 3
IDENTIFY FLAWS Your Sales DNAATTRACT the Right Talent
Hire Stronger Salespeople that WILL SELL
How? Use STAR (Sales Talent Acquisition Routine)
4 5
ASSESS CANDIDATES
THE PHONEQUALIFICATION
Sales Talent Acquisition Routine (STAR)
6
1ST INTERVIEW
7
FINALINTERVIEW
8 9
OFFER
STAR Continued
10
1ST 90 DAYSRamp up
Success Conditioning
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?
Environment
(Fit)
AttitudesBehavior
Skills
The DNA of a Sales
Superstar
B.A.S.E.
The Sales Quotient
Component Description
HeadingDescription to get the candidate’s attention.
Must Have Your candidate must have these skills and experiences.
Should HaveYour candidate should have these skills and experiences.
Income RequirementsThe candidate must have previously earned at least this much money.
Understanding of Activity and Production Requirements
Everyone must understand production requirements for the person to keep their job and be successful.
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 SEARCH:
WHERE TO SEARCH
You must use a variety of avenues if you are not using a recruiter
• Indeed
• Craigslist
• Your database of contacts
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
We use a tool that is the pioneer in the Sales Assessment industry.
Objective
Predictive
95% accurate
The Tools of STAR
• Phone Skills
• Interpersonal Skills
• Selling Skills• Match to
Criteria
The 5 Minute Phone Screen
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!
SUGGESTED READING
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?
8 9
OFFER
STAR Completion
It Doesn’t End with the Hiring
10
1ST 90 DAYSRamp up
Success Conditioning
ONBOARDING CHECKLISTHow 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
1 2 3
DECISION“BE THE BEST”
EVALUATESALES FORCE
RAISE YOUREXPECTATIONS
How To Accelerate and Build a World Class OVER-achieving Sales Team
4
RAISE THEIREXPECTATIONS
5
HOLD THEMACCOUNTABLE
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 614-396-6544
www.braveheartsales.com
Sales Management Blog:
www.braveheartsales.com/blog/
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