Yes, the title is a bit quirky, but it is true.  A significant portion of successful hiring involves being a good detective.  I have always taken that approach when helping our customers find the right salesperson for their position.  To be a good detective, you need to be a bit skeptical.

Sales candidates blow sunshine.  Few have ever missed quota, most state their primary weakness is being a workaholic and all have earned everything they have accomplished.  Right.  In reality, most have missed their sales quota at some point, many have real weaknesses discussing money and handling rejection and most have benefited from somewhere be it marketing, territory, company market share, etc.

Sales hiring is the most difficult hiring in which to succeed in that the candidates have interpersonal skills that disarm hiring managers.  In a way, this is a good thing since you want your salespeople to have this ability when qualifying prospects.  However, the hiring manager needs to focus like a detective during the hiring process.

I’m an old Hill Street Blues fan.  I watched almost every episode of NYPD Blue (it got weird at the end).  Even Magnum PI had some interesting tips.  Here are a few tips based on techniques incorporated by these detectives:

-Drill down – do not accept the candidate’s first answer as the complete answer.  Too often I see hiring managers accept theoretical answers to direct questions.  Ask for specific examples and then ask follow-up questions that require more detail from the candidate.  This approach will be most enlightening in regards to understanding if the candidate is being truthful or not.

-Interrupt – ok, don’t be a jerk, but interrupt the candidate gently.  The goal here is to shake them out of a canned, memorized response.  Prospects do this in sales calls.  I always do this in an interview.  Interviews should not be easy for sales candidates because selling isn’t easy.  This approach will show you how quick the candidate is on their feet.

-Wait – there is nothing quite like an awkward, pregnant pause to add some pressure to a discussion.  Silence is fine as it forces the candidate to work.  Their job is to impress you enough to continue in the hiring process.  Your job is not to make them completely comfortable.  At ease, yes; comfortable, no.  Use silence at times to force the candidate into a longer answer.  This approach will reveal how disciplined they are at controlling a conversation.

These are just a few techniques I incorporate.  Of course, one great tool for guiding you through an interview is a sales assessment.  If you aren’t using any such tool today, please contact us at your earliest convenience.  We’ll show you just what you are missing in making your hiring decision.

Posted By Derrick Moe | Assessing, Hiring, Hiring Salespeople, Interview | | Comments(0)

This CNNMoney.com article is fascinating, at least to me.  A doctor opens up about his clinic/practice in terms of the financials of it.  As a small business owner, I have a complete appreciation for the decisions he has to make in terms of his business.  At the end of the day, it is a business.

If you think your business has to fund some extraordinary insurance policies, wrap your mind around this information:

Fixed costs for a private practice also include malpractice insurance. He pays about $7,000 a year for himself and $2,000 each for his two nurse practitioners. Schreiber admits that his cost for malpractice insurance is relatively low, compared to specialists such as ob/gyns, who pay upward of $100,000 a year.

I just about did a spit take that would have showered my laptop with coffee.  Anyway, it is an interesting read.

Posted By Derrick Moe | Compensation, Team Management | | Comments(0)

Being a coffee addict, this news is huge for me.  Caribou is rebranding itself with a new logo an some drinks/products (I’m in it for the coffee so these ancillary items are inconsequential to me).

The logo change:

Here is the part of marketing/branding that catches my attention:

Alfredo Martel, Caribou’s senior vice president of marketing, said that the new logo focuses on “optimism and an optimistic outlook on life.”

Don’t you love that?  That is a pretty heavy analysis of what seems to be a simple logo.  I was more intrigued by the fact that the new logo uses a coffee bean for the caribou’s body.

I’ve read some articles commenting that recessions are good times to rebrand your company.  I think that is a sound principle.  Once I see the new logo hit the street, I will be more likely to stop in and check out the changes.  However, $4 coffee drinks best have a solidified hold as a needed “comfort food” to survive the tightening of the American wallet in this recession.

Posted By Derrick Moe | Marketing | | Comments(0)

The title of this post is one that brings pause to many people.  Are we headed towards a double dip recession?  I don’t think we can say one way or another quite yet.  However, today’s numbers are not good:

The number of Americans filing for initial unemployment insurance surged to just below the 500,000 level last week, and have climbed more than 12% over the past two weeks, the government said Thursday.

…

The 4-week moving average of initial claims was 473,750, up 6,000 from the previous week’s revised average of 467,750.

I have talked to many companies who are in a holding mode for hiring.  Thankfully, I have not encountered as many who are looking at any further layoffs.  I take that to be a good, but not great, sign.

Posted By Derrick Moe | Economy, Hiring, Trends | | Comments(2)

I had this thought when talking to a customer – he has an employee to whom he pays a set wage (hourly pay, but same number of hours every pay period).  Week in and week out, there is no discernable, tangible output of work from this employee.  Does this fact make this employee’s pay infinite per hour?

Just a thought.

Posted By Derrick Moe | Compensation, Leadership, Team Management | | Comments(0)

According to this CNNMoney.com article, 2010 hiring will be steady and growing (emphasis mine):

“We see a healthy expansion under way, although it will take time to reduce economic slack and repair damaged balance sheets,” said Lynn Reaser, president of the National Association for Business Economics, which conducted the survey of 48 top economic forecasters in late January and early February.

I wonder if those are the same “economic forecasters” who are perpetually surprised by the latest economic news?  Nonetheless, I don’t mind a little positive outlook during this recession:

The NABE panelists expect that jobs will return slowly this year, forecasting an average monthly increase of 50,000 jobs in the first quarter, followed by average monthly job gains of 103,000 the rest of the year. The unemployment rate, which now stands at 9.7%, is expected to tick down to 9.6% by the fourth quarter.

I know, the last line (…tick down to 9.6%) is glaring in a macabre sort of way.  Still, let’s hope these forecasts are underestimate.

Posted By Derrick Moe | Economy, Hiring, Trends | | Comments(0)

I’ve been busy over the past week or two handling a myriad of business topics and tasks which has decreased my blogging time dramatically.  One item has come up during this time at one of our customers – a battle of wills amongst managers.  This is no small battle, it has turned into an ongoing war for which I am now in the midst of the battlefield.

Without going into specifics, I can tell you where we start in these situations – motivations.  The first place to look when there is interpersonal conflict within an office team is the motivation pattern for each individual.  In the instance with our customer, we have two people with almost polar opposite motivational patterns.

Here is why this matters – neither person can understand where the other is coming from, especially in terms of decision-making.  Each person finds the other one to be inconsistent, off-base and…well, wrong.  The relationship has deteriorated into acerbic communication.

Unfortunately, this customer did not assess this employee when they were in the hiring phase.  Instead, they made an emotional hire.  This employee has the skills to succeed in this role, but the hiring manager was never informed of the employee’s motivational pattern.  If he had been, he would have known the differences between the two of them and he could have managed through them.

I’m not sure the relationship is salvageable.  I am certain it was avoidable.

Posted By Derrick Moe | Assessing, Hiring, Team Management, Turnover | | Comments(0)

I picked up a business card this week from a business associate that had this tagline on it:

Were Quality Is #1

Absolutely not kidding.

Posted By Derrick Moe | Anecdotes, Marketing | | Comments(1)

I just read an ad for a mid-level sales position.  Interesting part was the location listed in the ad:

Milwaukie, WI

The hiring company is based in Fresno, CA which is, I suppose, in relative proximity to Milwaukie, OR.  However, the Wisconsin town of the same name is spelled “Milwaukee.”

In hiring, details matter.

(And wouldn’t you think Monster would have a checker of some form for these errors?)

Posted By Derrick Moe | Anecdotes, Employment Ads, Hiring Salespeople | | Comments(0)