2. Stories of bad hires and what it cost.

3. What is a Bad Hire Costing You?

4. The Ingredients Job Description S.E.A.R.C.H Scorecards Initial Screening Assessments Interviews Culture and Climate

5. Recruitment All the GREAT people are already working ABR Don’t be caught “flat footed”

6. The Ad Bad Ad=Mostly subpar people Good Ad= Mostly average people Great Ad= Enough said

7. ATTITUDE What you believe TECHNIQUE What you know BEHAVIOUR What you do SUCCESS

8. Ear-to-Ear Telephone Screen 1 st screening of candidates for Bonding & rapport Job match Budget Assertiveness Relevant experience

9. Automation Screening Phone screening evolution Automation of process Technology now supports this Streamlines process Saves incredible amount of time

10. Bonding With Candidate Their ability to bond with us Their communication style How effective are they?

11. Ground Rules Take quick control of interview and establish expectations Qualify or disqualify Questions from you ( Majority of time) Questions from them ( Minority of time and at end)

12. Behavior and Money Ask a lot of Behavior based questions Unpeel the onion on behavior Get the money on the table and ballpark the package and expectations Don’t leave money until the end

13. Qualification Resistance from current employer? Resistance from spouse? Move? Money? Other positions they are looking at? How we rate compared to these positions? When we speak with your references… What happens next?

14. Assessing Candidates Systematically Qualifying Candidates

15. Clear Picture of Ideal Prospect for the Job Ambition and Drive Control & CloseProcess Orientation Problem Solving Relationships Commodity Sales Account Sales Unique Value Sales Consultative Sales Short Sales Cycle Long Sales Cycle Demand Fulfillment Demand Creation Pure hunting Create demand through tough pain questions Differentiate from competition Sell cycle less than 4 appts. More complex sale (‘moving parts’) Custom designed solutions Requires patience, organized Ability to move a long process to close Sell cycle longer –4+ appts. Uncover pain and pain based value Demand fulfillment Order taking Can only grow accts from inside More relationship skills req’d Mostly farming Strong ability to sell to pain Short sales cycle—1 call close Success = control the sales Quickly build trust & close Beating pavement—old style Bond quickly & get out Behaviors

16. Never, never, never ….. Stop looking and hire because you’re tired of the search Hire someone you’re not sure you can raise to the highest standards Hire anyone without assessing them for job match Hire someone if you haven’t Googled and spoken to their references

17. Thank you for your participation LESSONS LEARNED Contact Information John Glennon 250-765-2047 jglennon@sandler.com