Get Out Your Calculators
Request worksheet by emailing
mpiko@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
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?
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 PERS
salesperson?
Attitudes
Behavior
The DNA of a
Sales Superstar
B.A.S.E.
The Sales
Quotient
Skills
Environment
(Fit)
Behavior
• Goals
• Goals Plan
• Tracking System
• Forecasting Accuracy
• Prospecting Discipline
• Focus & Follow-Up
• Paperwork
• Work Ethic
• Time & Workspace Management
Attitudes
•
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•
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•
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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
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)
•
•
•
•
•
•
•
•
•
•
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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
Why Is PERS Selling Different Than
Security Alarm?
• Can be more emotional
• Subscriber is frequently not paying for it
What’s Important
• Relationships
• Trust
– Suggested Reading “The Trust Project”,
a White Paper by Dave Kurlan
• Identify the motivator
– Pain
– Fear
– Gain
Hunter
Uses Sales 2.0 Tools
Attends Networking Events
Prospects via Phone and/or Walk-ins
Gets Referrals from Customers/ Network
Reaches Decision Markers
Schedules Appointments
Prospects Consistently
Consultative Seller
Asks Good Questions
Asks Enough Questions
Quickly Develops Relationships
Not Presenting at Inappropriate Times
Uncovers Compelling Reasons to Buy
Understands How to Prospect Will Buy
Takes Nothing for Granted
Account Manager
Has Strong Relationships
Will Meet/Talk with Decision Makers
Will Know the Real Budgets
Will Handle Organizational Politics
Will Manager Time Effectively
Won't Feel Urgency to Close Business
Won't Alienate People
Has No Need for Approval
Recovers From Rejection
Maintains a Full Pipeline
Will Prospect
Wont Have Trouble Asking Tough Questions
Will be Able to Listen/ Ask with Ease
Won't Look for New Accounts
Will Make Friends Everywhere
Will Follow Up Often
Closer
Gets Prospect To Agree To Make Decision
Wont Make Inappropriate Quotes
Will Meet with the Decision Maker
Will Find a Way to Close
Wont be Overly Patient
Unlikely to be Derailed by Put-Offs
Not Likely to Take "Think it Overs"
Isn't Looking to be Liked
Will Stay in the Moment at Closing Time
Farmer
Handles "It's a Lot of Money Objection"
Has Closing Urgency
Attempts to Close
Won't Panic Over Objections
Won't Accept PutOffs
Won't "Understand" Most Objections
Won't Alienate Customers
Will be Very Likable
Unlikely to be Distracted by New Accounts
Ambassador
Very Likable
Networks Well
Will be Effective with People
Likes Being in Sales
May Follow Up without Reason
Will Waste a Lot of Time
Prefers to Make Friends
Little in the Way of Selling Skills
Skill Sets Required
Qualifier
Uncovers Actual Budget
Meets with Decision Maker
Knows the Compelling Reasons to Buy
Knows Decision Making Process
Asks about Everything
Will Discuss Finances
Handles High-Ticket Pricing OK
Doesn't Let Being Liked Get in the Way
Able to Stay in the Moment
Self-Limiting Beliefs Won't be an Obstacle
Health Care Workers Are Perfect Right?
• Service vs sales
• Patient vs company
• Can they command
respect?
• Are they appropriately
motivated?
• Does the compensation
plan support the right
behavior?
Crucial Elements of Success
Equals
Incentive to
Change
Desire
Commitment
Outlook
Responsibility
Hidden Weaknesses
Buy Cycle
Approval
Emotions
Money
Records
Models
• Referral based
• Pull marketing
– Internet
– Advertising
– Flyers to inform (alarm) clients
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Referral Based - What’s Important
Hunting
Confidence building
Persistent
Activity plan: Leading indicators
– Still need to manage the activity
– Might be contacts, and speeches as opposed to appointments
– Need to pay attention to critical ratios
– Need to be Ambassadors but also must have a need to close business
• How to get people to trust them
– Personality styles
– Relationship building specifics
• Be viewed as expert
Pull Marketing
• Sales via phone
• Relationship building without visual
– Communication pie: More difficult to build trust
Words
– Tone, pausing
7%
Non-Verbal
55%
Tone
38%
Sales Cycle
• Typically the actual sales cycle is very short if
speaking directly with the subscriber or
sponsor (the one paying for subscriber)
– Must be able to close in one call
– Supportive buy cycle
• Getting the trust of the referring party may
be significantly longer
– Incumbent they trust or like
– Wariness because of bad experiences
– Frequency and consistency is key
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
Using a Predictive Assessment
• Use it early in the process to knock out candidates
• Trust the Objectivity
The 5 Minute Phone Screen
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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
•
•
•
•
•
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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
OFFER
1ST 90 DAYS
Ramp up
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 Michele at mpiko@braveheartsales.com
• If you want The Trust Project white paper email
Michele at mpiko@braveheartsales.com
• If you want to contact me directly:
ggordon@braveheartsales.com or 614-396-6544
www.braveheartsales.com
Blog: http://blog.braveheartsales.com/
• Survey Cards
Gretchen Gordon
Braveheart Sales Performance
7100 North High Street, Suite 207
Worthington, Ohio 43085
(614) 396-6544
ggordon@braveheartsales.com
www.braveheartsales.com
blog: http://blog.braveheartsales.com/