Get Out Your Calculators
Request worksheet by emailing
[email protected]
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.
Can Sell Vs. Will Sell A:
Can Sell - Will Sell Michael Jordan
B:
Can Sell - Won’t Sell Sales Imposters
C:
Cannot Sell - Will Sell “Rudy” (The Movie)
D:
Cannot Sell - Won’t Sell
Can Sell Will Sell
Can Sell Won’t Sell
A
B
Cannot Sell Will Sell
Cannot Sell Won’t Sell
C
D
Evaluations, Tests and Assessments
Psychological Personality Behavioral Aptitude
All are misleading for execution. Social basis and adapted. Must draw conclusions from lack of evidence.
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
Most ads are boring and describe the position, and the company.
Step Two: Read Stacks of Resumes
Resumes Stink … …Like Skunks
Resumes are nothing more than “candidate brochures” …probably written by a resume writer.
Step Three: Interview & Sell the Offer
Salespeople are better at interviewing than you are!
Step Four: Hope & Pray
The Traditional Hiring Process is BROKEN!!!
So What’s the Answer?
Hire Stronger Sales that WILL SELL
How? Use STAR (Sales Talent Acquisition Routine) 1
2
3
4
5
IDENTIFY FLAWS
Your Sales DNA
ATTRACT the Right Talent
SOURCE USING TOP SITES
USE AUTOMATION
Sales Talent Acquisition Routine (STAR) 6
7
8
9
10
ASSESS CANDIDATES
MORE AUTOMATION
THE PHONE QUALIFICATION
1ST INTERVIEW
FINAL INTERVIEW
STAR Continued 11
OFFER
12
ST 1 1ST 90 90 DAYS DAYS Ramp Ramp up up
13
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?
Attitudes
Behavior • • • • • • • • •
• • • • • •
Goals Goals Plan Tracking System Forecasting Accuracy Prospecting Discipline Focus & Follow-Up Paperwork Work Ethic Time & Workspace Management
•
The DNA of a Sales Superstar
• • • •
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
B.A.S.E. The Sales Quotient 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
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
The Search: Writing the Ad 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 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
OFFER
12
ST 1 1ST 90 90 DAYS DAYS Ramp Ramp up up
13
Success Conditioning
How To Accelerate and Build a World Class OVER-achieving Sales Team 1
2
3
4
5
DECISION “BE THE BEST”
EVALUATE SALES FORCE
RAISE YOUR EXPECTATIONS
RAISE THEIR EXPECTATIONS
HOLD THEM ACCOUNTABLE
Questions If you want the Sales Ghosts Calculation Worksheet email Nikki at
[email protected] If you want to contact me directly:
[email protected] or 614-396-6544 www.braveheartsales.com Blog: www.braveheartsales.com/blog/ Survey Cards
