Ok, we’ll approach this week’s trait cautiously since it approaches some forms of gut-level decision-making. Strong selling requires salespeople who do not guess or assume. Rather, they qualify by asking the right questions and listening to the answers. But let’s face it, there is a bit of artistry to being a good salesperson. Much of that artistry comes from having the ability to make the right decision even when all of the data is not available. Intuitive Decision Making The ability to accurately compile intuitive perceptions about a situation into a decision or action. This ability allows one to be €œintuitional€ as opposed to intellectual (requiring data and logical reasoning)… Read More
Continue ReadingAlternative Sourcing Channels
Sourcing strong sales candidates is a full-time proposition in this current job market. We are encountering extended sourcing times as we work through different channels. SellingPower.com offers a quick-read article with some suggestions for different channels. The suggestions: Outplacement FirmsGovernment ResourcesAssociationsCommunity Resources (local papers)Company AlumniMilitary Outplacement Those are all good suggestions and I am a strong proponent of using non-traditional channels simultaneously with job postings and networking. I’m not a critic of the major job boards. In fact, I find them to be quite effective for finding strong candidates. My guess is the people who struggle with them may not be placing the right ads to attract the right candidates. … Read More
Continue ReadingA Hiring Analysis
I heard an insightful business analyst quote this past weekend: Whatever results you are getting are a perfect outcome of the system you have in place. How true is that? Now add in this Albert Einstein quote: The significant problems we have cannot be solved at the same level of thinking with which we created them. These truths can be applied to hiring salespeople. Companies are far too accepting of simply following their gut instinct when hiring a salesperson. This hiring approach is riddled with pitfalls, is not repeatable and introduces biases into the hiring decision. There is a better way. Click here to download our 1 page process overview… Read More
Continue ReadingHow To Source Candidates In A Tight Market
I’m sitting at a coffee shop right now reflecting upon an incredibly active week of sourcing and screening that has just passed. One of the items that stands out in my mind is how to handle candidates in this present market. It is a candidate’s market right now. Many companies are hiring so there are many opportunities for candidates to consider. This being true, hiring companies have to make some adjustments to their hiring process to be successful. Speed Up Yes, candidates use the veiled threat of other opportunities in an attempt to influence a quicker decision. This approach works in a tight labor market like we have today. Nonetheless,… Read More
Continue ReadingThe Can vs. Can’t Approach
One client of ours told me a sales hiring story that led them to us. The sales manager followed the conventional hiring process – post an ad, sort the resumes, interview the candidates from the “yes” resume pile. He chose a salesperson with a glowing resume who absolutely won him over in the interview. He knew he had made a mistake a couple months into her employment. It turns out that this salesperson could not handle making calls in the presence of other people. What I mean is that her phone-intensive position was located in a cube farm with her peers all around her. She was incredibly uncomfortable talking to… Read More
Continue ReadingSales Traits Series – Leading Others
This week’s trait focuses on an important sales manager trait. The aptitude to lead others works in concert with many other traits and motivations, but the natural ability to lead can be identified and measured through our assessments. Leading OthersThe ability to organize and motivate salespeople to get things accomplished where everyone feels a sense of order and direction. Effective leadership depends on a fine mixture of capacities that must match the environment in which the sales manager is asked to perform. Regardless of that mixture, every leader must be able to gain the trust of others and be able to solve problems among/for the group. A sales manager with strength… Read More
Continue ReadingA Quick Screening Tip
I’m working through another week consisting of one phone screen after another. There are few things that are more revealing than spending time on the phone with sales candidates. One topic I enjoy hearing is a candidate who clearly has experience building a territory from nothing to a significant revenue level. This ability is highly valuable and it doesn’t take long to discover if the candidate has truly done it or not. The candidates who have done it have detailed accounts of successes and failures in growing the revenue. Drill down a level or two on their responses and you will hear either past-tense experiences or theoretical strategies. Listen for… Read More
Continue ReadingThe Toughest Positions To Hire
CareerBuilder.com’s article Today’s Hardest-to-Fill Jobs lists the top 10 hardest-to-fill jobs. First, a little background: According to a recent survey by recruitment firm Manpower Inc., the answer is no. The survey says 41 percent of U.S. employers are struggling to find qualified job candidates because of a lack of available talent. And then the top 10 positions: 1. Sales Representative2. Teacher3. Mechanic4. Technician5. Management/Executive6. Truck Driver7. Driver/Delivery8. Accountant9. Laborer10. Machine Operator Yes, sales rep is the most difficult position to hire. There are always sales candidates available, but it is far more difficult to identify the right salesperson. We can help.
Continue ReadingA Not-So-Dynamic Ad
This is the closing sentence from a long, detailed sales manager ad I read this morning: For full job details, to apply online, and to learn more about our dynamic organization, please visit our website at www.company.com and search for Req ID# XXXXXX. “Search for” a req on their website? I followed the link and it simply takes you to the home page of their rather extensive website. I went 5 clicks deep into the site and still did not find the specific job listing. Don’t do this. It may work for web developer positions, but not for sales positions.
Continue ReadingThe Chef-Hiring Analogy
I’ve been on this resume topic all week but it is important enough to continue. First let me give you the setup and then an analogy. We run a detailed, repeatable process to identify the strongest candidates for a specific position. Our process includes profiling the typical sale and then sourcing candidates based on the information revealed in the profile. We run candidates through a phone screen where we actually mirror the pressure they will encounter when calling on your prospects. We score them and have the top candidates complete a battery of objective, online assessments. We will even ask for candidates to complete written, essay-like questions so we can… Read More
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