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

• LinkedIn

• 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/