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% accurate
 More 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
A:
Can Sell - Will Sell
Michael Jordan
B:
Can Sell - Won’t Sell
Sales Imposters
C:
Cannot Sell - Will Sell
“Rudy” (The Movie)
D:
Cannot Sell - Won’t Sell
Can Sell
Will Sell
Can Sell
Won’t Sell
A
B
Cannot Sell
Will Sell
Cannot Sell
Won’t Sell
C
D
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
Step One:
Advertise Your Sales Position
Most ads are boring and describe
the position, and the company.
Step Two:
Read Stacks of Resumes
Resumes Stink …
…Like Skunks
Resumes are nothing more
than
“candidate brochures”
…probably written by a
resume writer.
Step Three:
Interview & Sell the Offer
Salespeople are better at interviewing
than you are!
Step Four:
Hope & Pray
The Traditional Hiring Process is
BROKEN!!!
So What’s the Answer?
Hire Stronger Sales that WILL SELL
How? Use STAR (Sales Talent Acquisition Routine)
1
2
3
4
5
IDENTIFY FLAWS
Your Sales DNA
ATTRACT the
Right Talent
SOURCE USING
TOP SITES
USE AUTOMATION
Sales Talent Acquisition Routine (STAR)
6
7
8
9
10
ASSESS
CANDIDATES
MORE
AUTOMATION
THE PHONE
QUALIFICATION
1ST INTERVIEW
FINAL
INTERVIEW
STAR Continued
11
OFFER
12
ST
1
1ST 90
90 DAYS
DAYS
Ramp
Ramp up
up
13
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!

What is the
genetic makeup
of the
ideal,
perfect
salesperson?
Attitudes
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
•
•
•
•
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
B.A.S.E.
The Sales Quotient
Skills
•
•
•
•
•
•
•
•
•
Asking Potent Questions
Effective Listening Skills
Early Bonding &
Rapport/Relationship Building
Creates & Cultivates Referral
Relationships
Reaches Decision Makers
Learns Why Prospects Buy
Get Commitments/Decisions
Uncovers Actual Budgets
Qualifies Proposals/Quotes
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
The Search:
Writing the Ad
Component
Description
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
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 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.
The 5 Minute Phone Screen
•
•
•
•
Phone Skills
Interpersonal
Skills
Selling Skills
Match to
Criteria
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 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?
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?
STAR Completion
It Doesn’t End with the Hiring
11
OFFER
12
ST
1
1ST 90
90 DAYS
DAYS
Ramp
Ramp up
up
13
Success
Conditioning
How To Accelerate and Build a World Class
OVER-achieving Sales Team
1
2
3
4
5
DECISION
“BE THE BEST”
EVALUATE
SALES FORCE
RAISE YOUR
EXPECTATIONS
RAISE THEIR
EXPECTATIONS
HOLD THEM
ACCOUNTABLE
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
