carolyn betts (ceo, betts recruiting) - how to hire top sales talent that doesn't suck and won't get...

How to Hire Top Sales Talent thatDoesnt Suck and Wont Get You FiredCarolyn BettsFounder and CEO@BettsCEOHow to Hire Top Sales Talent thatDoesnt Suck and Wont Get You Fired

Copyright 2014, Betts Recruiting. All rights reserved.

Here to provide you with tips for hiring the best sales talentCompetition is intenseThere are more ways than ever before to connect with potential candidatesMy hope is that this presentation will make you feel empowered to take control of hiring top sales talent for your team

Transition: Lets take a look at the agenda


AgendaHiring & RevenueCommon Challenges7 Solutions to Your Hiring Problems


To begin, Ill highlight some of the similarities between closing a sale and hiring a new employeeWell cover everything from overcoming common challenges to creating a personal brandAnd well end with Q&A

Transition: Lets look at the similarities between sales and hiring


PeopleRevenue=



Sales and Hiring FunnelLeadsPipelineWinsCandidatesInterviewsHires



Top 5 Challenges

CandidatesHR TeamAgencies

Interview Process

You


Transition: Id like to share the story of a former client of mine

Copyright 2014, Betts Recruiting. All rights reserved.Title Text

1. Owning the Hiring Process1. Owning the Hiring Process


The head of every team should be in charge of hiring their direct reportsYour full time job is running a team, recruitment and hiring takes the back burnerHow can you take ownership of the hiring process without overburdening yourself?

Transition: Let me share a story about a former client of mine.


Andrew RiesenfeldFormer VP, WW SalesDevelopmentPartnered with HR

Internal Team

LinkedIn

Agencies


Andrew Riesenfeld - Former VP, WW Sales Development & Pipeline at ResponsysResponsible for hiring 100 people conducted 1500+ interviewsRan recruiting team like his sales teamIssues with HR:Didnt sufficiently understand or focus on salesSolutions:Became voice/extension/partner of HRSet up a weekly pipeline review with HR teamWorked with HR on internal referral programLeveraged LinkedIn to reach out to candidates in his networkWorked with Betts - dont go in detailMetrics:50-60% of hiring from Betts40-50% of hiring from internal referrals and Andrews personal effortsIt's hard create a talent machine to feed the sales machine - finding enough good people, getting them ramped & seeing them succeed; Andrew's got a real talent and creative ideas for doing itAaron Ross, author of, Predictable Revenue

Transition: Lets talk a bit about internal referrals


2. Internal Referral Program2. Internal Referral Program





TripsDinnerFinancial Rewards


How many people here have an internal referral program?Leverage existing sales team as a talent engine Many companies offer an incentive for internal referralsTrip to Vegas, dinner at a nice restaurant, financial rewardStructure incentives so the employee who referred someone is still on the line for that persons successWhen youre looking to build your pipeline - its smart to have additional incentives that arent just monetary 3 months/completing onboarding process before receiving rewardReferrals rarely fail for several reasons:Pre-vetted candidate poolNew employee has a trusted resource to help with on boardingHigher potential for a good culture fitSee very little downside to theseRaising the bar on your internal referral processes is a major component of empowering your team to find top talent

Transition: Now lets focus on lead generation


RetentionOn-BoardingCultureBenefits




Significant Monetary RewardsEngage the Referring Employee in On-BoardingAdditional SPIFFS During Peak Hiring TimesBest Practices




3. Lead Generation3. Lead Generation





Lead Generation


Post & PrayIf posted online, 100% guarantee youll get a responseList of online posting sitesCraigslist, LinkedIn, etc.Stick to industry specific sitesThis process can be similar to online dating - (Might save for Q&A)Put yourself out thereRead through applications see what you want and dont wantGreat way to meet people, might not lead to a long term solution Eventually internal referrals and posting jobs can lead to filling jobsMistake is just expecting this to workOutbound marketing is an important part of building your companys employment brandEvents like this Sales Hack conference are the perfect place to networkPeople in the same industryAnyone coming to this already shows interest and initiative

Transition: The best way to create new leads and own the process is to create a personal and company-wide employment brand


Lead Generation

Post JobsAttend Networking EventsSocial Media

Leverage Your Network

Hunt People Down





4. Employment Branding4. Employment Branding





Employment Branding

Why is Your Company Unique?Whats Exciting about Your Opportunity?Why Should They Work For You?





Employment Branding





5. Leadership Branding5. Leadership Branding





Leadership Branding


Why do people want to work where you work?Understand this and have it on your website, in job descriptions, throughout interview processWhats your brand as a hiring manager? As a sales leader?Establishing yourself as a thought leader will attract top talentId like to make this real for you by using a former client of mine as an example: Ralph BarsiCreated a blogAttended Regular speaking engagementsTweets about industry related eventsCreated a personal brandMost of the good people arent looking for jobsEstablishing yourself as a thought leader will make them seek you outGlassdoor example - This is a sales hacker conference, so what Im about to tell you is a secret, but popular branding techniqueUsed by a lot of large companiesIll help you with on boarding, you write a review on GlassdoorContest for companies with less than a billion dollars in revenue

Transition: In summary


6. Know Your Interview Process6. Know Your Interview Process





Know Your Interview Process

Shorter is BetterSet ExpectationsInvolve Your Team

Have Them do The Job

Sell the Opportunity





7. Leveraging Agencies7. Leveraging Agencies





Leveraging Agencies

Brad ONeilCEOTechValidate


Why do people want to work where you work?Understand this and have it on your website, in job descriptions, throughout interview processWhats your brand as a hiring manager? As a sales leader?Establishing yourself as a thought leader will attract top talentId like to make this real for you by using a former client of mine as an example: Ralph BarsiCreated a blogAttended Regular speaking engagementsTweets about industry related eventsCreated a personal brandMost of the good people arent looking for jobsEstablishing yourself as a thought leader will make them seek you outGlassdoor example - This is a sales hacker conference, so what Im about to tell you is a secret, but popular branding techniqueUsed by a lot of large companiesIll help you with on boarding, you write a review on GlassdoorContest for companies with less than a billion dollars in revenue

Transition: In summary


Best Practices

Bring Them to Your OfficeBe Clear about What Youre Looking ForGive Detailed Feedback

Run the Process

Be Responsive





Owning the Hiring ProcessInternal Referral ProgramLead GenerationEmployment BrandingLeadership BrandingKnow Your Interview ProcessLeveraging AgenciesSummary





[email protected]@BettsCEO

