Get Out Your Calculators

Request worksheet by emailing nlawler@braveheartsales.com

Some Statistics:

90% of all hiring decisions are made from the interview

Traditional interviewing is only 14% accurateMore 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

Can SellWon’t Sell

BB: Can Sell - Won’t Sell

Sales Imposters

Cannot SellWon’t Sell

DD: Cannot Sell - Won’t Sell

Cannot SellWill Sell

C

C: Cannot Sell - Will Sell

“Rudy” (The Movie)

Can SellWill Sell

A

A: Can Sell - Will Sell Michael Jordan

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

Most ads are boring and describe the position, and the company.

Step One:Advertise Your Sales Position

Step Two:Read Stacks of Resumes

Resumes Stink ……Like Skunks

Resumes are nothing more than

“candidate brochures”…probably written by a

resume writer.

Salespeople are better at interviewing than you are!

Step Three:Interview & Sell the Offer

The Traditional Hiring Process is BROKEN!!!

Step Four:Hope & Pray

So What’s the Answer?

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IDENTIFY FLAWS Your Sales DNA ATTRACT the Right Talent

Hire Stronger Sales that WILL SELL

How? Use STAR (Sales Talent Acquisition Routine)

4

SOURCE USINGTOP SITES

5

USE AUTOMATION

6 7 8

ASSESS CANDIDATES

MORE AUTOMATION

THE PHONEQUALIFICATION

Sales Talent Acquisition Routine (STAR)

9

1ST INTERVIEW

10

FINALINTERVIEW

11 12

OFFER 1ST 90 DAYSRamp up

STAR Continued

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1ST 90 DAYSRamp up

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!THIS STEP IS EXTREMELY IMPORTANT!

What is the genetic makeup

of the ideal, perfect salesperson?

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

Attitudes

• 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

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

B.A.S.E.B.A.S.E.

The Sales Quotient

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

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 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 Tools of STAR

• Phone Skills• Interpersonal

Skills• Selling Skills• Match to

Criteria

The 5 Minute Phone Screen

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 them30 – 45 MinutesUse sample questions from the test printoutUse 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?

11 12

OFFER 1ST 90 DAYSRamp up

STAR Completion

It Doesn’t End with the Hiring

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1ST 90 DAYSRamp up

Success Conditioning

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DECISION“BE THE BEST”

EVALUATESALES FORCE

RAISE YOUREXPECTATIONS

How To Accelerate and Build a World Class OVER-achieving Sales Team

4

RAISE THEIREXPECTATIONS

5

HOLD THEMACCOUNTABLE

Questions

If you want the Sales Ghosts Calculation Worksheet email Nikki at nlawler@braveheartsales.com

If you want to contact me directly:

ggordon@braveheartsales.com or 614-396-6544

www.braveheartsales.com

Blog: www.braveheartsales.com/blog/ Survey Cards