So You Want to Hire

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So You Want to Hire Stronger Salespeople? Gretch
en GordonManaging Partner Braveheart Sales
Performance
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Get Out Your Calculators
Request worksheet by emailing nlawler_at_braveheartsa
les.com
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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

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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.

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Can Sell Vs. Will Sell
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Evaluations, Tests and Assessments

• Psychological
• Personality
• Behavioral
• Aptitude

• All are misleading for execution.
• Social basis and adapted.
• Must draw conclusions from lack of evidence.

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So You Want to Hire Stronger Salespeople?
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Traditional 4 Step Process

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

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Q Why Are Sales Hiring Results So Poor?

• The Traditional Hiring Process Doesnt Work in
  SALES

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Step One Advertise Your Sales Position
Problem
Most ads are boring and describe the position,
and the company.
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(No Transcript)
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(No Transcript)
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Step TwoRead Stacks of Resumes
Problem
Resumes Stink Like Skunks
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Resumes are nothing more than candidate
brochuresprobably written by a resume writer.
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Step ThreeInterview Sell the Offer
Problem
Salespeople are better at interviewing than you
are!
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Step FourHope Pray
Problem
The Traditional Hiring Process is BROKEN!!!
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So Whats the Answer?
Change The Way You Identify, Attract, Interview
and Hire
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How to Hire Stronger Salespeople
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Hire Stronger Sales that WILL SELL How? Use STAR
(Sales Talent Acquisition Routine)
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IDENTIFY FLAWS
Your Sales DNA
USE AUTOMATION
SOURCE USINGTOP SITES
ATTRACT the Right Talent
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Sales Talent Acquisition Routine (STAR)
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MORE AUTOMATION
FINAL INTERVIEW
1ST INTERVIEW
THE PHONE QUALIFICATION
ASSESS CANDIDATES
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STAR Continued
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1ST 90 DAYS Ramp up
Success Conditioning
1ST 90 DAYS Ramp up
OFFER
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Identity
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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!

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What is the genetic makeup of the ideal, perfect
salesperson?
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The DNA of a Sales Superstar B.A.S.E. The
Sales Quotient
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Attract
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The SearchWriting the Ad
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The SearchWriting 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.

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Qualify
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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.

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The 5 Minute Phone Screen

• Phone Skills
• Interpersonal Skills
• Selling Skills
• Match to Criteria

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Interview
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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!

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Interview (Make It an Audition)

• To see the real person dont 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?

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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?

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STAR Completion It Doesnt End with the Hiring
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1ST 90 DAYS Ramp up
Success Conditioning
1ST 90 DAYS Ramp up
OFFER
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How To Accelerate and Build a World Class
OVER-achieving Sales Team
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EVALUATE SALES FORCE
HOLD THEM ACCOUNTABLE
RAISE THEIR EXPECTATIONS
RAISE YOUR EXPECTATIONS
DECISION BE THE BEST
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Questions

• If you want the Sales Ghosts Calculation
  Worksheet email Nikki at nlawler_at_braveheartsales.c
  om
• If you want to contact me directly
• ggordon_at_braveheartsales.com or 614-396-6544
• www.braveheartsales.com
• Blog www.braveheartsales.com/blog/
• Survey Cards