-TRAINING VIDEO- Hiring the RIGHT Sales People Got Some Sales Pros You Need to Hire Back? Do it Right This Time

A few words about what’s out there… A little better but not great Beware some groups Beware some stories

Be Clear on Some of the Basics Proactive or reactive? Inside or outside? Hunter or farmer? Technical or non-technical? Note that you can have anything from a reactive, inside, non-technical farmer to a proactive, outside, technical hunter…and any shade in between

Defining What You Want…and what you don’t Look at your best people—what characteristics do they have in common? Education, age, background, previous success, technical aptitude Look at the people that have not worked out—what characteristics do they have in common? A word about testing…

You’re always hiring What are the formal, on-going recruitment activities that you do? That your organization does? How is this measured?

Where do you find them? You’ve got options… They work for you now They work for your suppliers and customers They work for your competitors You can advertise for them (paper, internet) You can hire headhunters You can recruit from schools You can use your people as recruiters My favorite place to recruit distributor sales talent…

How to hire them… Have a clear pre-screening process Have a defined interview process that includes multiple interviews and formal assignments Have a formal scoring process Do check references Make it hard to win

The Key Interview Questions Review the resume and look for a lot of job changes. Look for the type of work experience you want Ask to review their calendars. Look for people who have a desire to sell. Ask them what they will be earning in three to five years. Ask them how they feel about quotas/goals. Listen for references to “team” selling. Ask them about life goals Ask them to sell you something. Ask them the reason they are leaving their current job. 

Understand the following… Out of all the options in the world, why should they want to work for you? What reasons do they give for wanting the job? Do they match up?

Understand about compensation… You are offering a plan The applicants either have or have not worked under that kind of plan previously If they have, how did they do? If they haven’t, what makes you think they will succeed? If the comp does not match, odds are the applicant will not match either…

A formal orientation helps… Not a day with HR A 30-60-90 day activity plan A socialization plan Regular check-points Temperature checks