We have been sourcing for a handful of sales positions around the country this past weekend and we are starting to see some potential movement of strong candidates. What I mean is that there is some contraction about to start among large sales forces. Some strong salespeople will be pushed out in the contraction which makes for an excellent time to expand or upgrade your sales team. Revenue-generating positions are always a priority no matter what the economy does. A slowdown generally pushes companies towards cost-saving maneuvers which is good for sales hiring – some good salespeople are going to be squeezed out. One example is a candidate we recently… Read More
Continue ReadingSimulation Training And Hiring
Lee and I recently attended certification training for one of the assessments we use and found the training to be quite good. The part that made it memorable is the fact that we were asked to use the assessments in real-life scenarios. That type of training sticks, according to the Wall Street Journal’s Simulation Shows What It’s Like to Be Boss: That realistic feeling is a big reason companies such as NetApp use simulations to help train managers in complex subjects such as strategic thinking. Experts say adults absorb information better when they use it, not just hear it. There is a quote from earlier in the article that is… Read More
Continue ReadingAlways Be Scouting
From Human Resource Executive Online’s Uncertain Economy, Uneven Hiring (emphasis mine): Richard Fanelli, president of Fanelli McClain Design Studios, a commercial interior planning and design firm located in Fairfax, Va., says that his company is not hiring right now, but they’re scouting. “We have to have the workload to support new hires,” he says. “But if I were to find the right person, I might hire them and then market harder to justify the hire.” That is an interesting turn of phrase, isn’t it? “Scouting” is an excellent verb to use in this context. This is a practice we preach, but most companies don’t scout consistently. This lack of consistency… Read More
Continue ReadingHiring For Style
Selling Style is one area we assess in our process. Some people refer to it as personality which I don’t believe is particularly accurate. Nonetheless, style is an important assessment for managing the salesperson but too many hiring managers assume certain skills based on a candidate’s style. When we refer to “gut-level decisions,” often those decisions are made based upon a candidate’s style. That method leads to hiring mistakes. One of our newer customers offered an interesting take on this style issue yesterday after a couple of candidate interviews. The candidates were markedly different in their styles, but their aptitudes, skills and motivations were relatively similar. Our customer’s comment: “I’m… Read More
Continue ReadingHow Does Your City Rank In Terms of Stress?
This article ranks 50 metros in terms of relative ”stress” and I was glad to see my metro did not make the top 10. We did, however, miss the “Top 10 Least Stressful” metros (by one place). Distressing, to say the least. Those of us who live in the Twin Cities love to brag on our quality of life, even more so than our weather. We love being in the top 10 of any silly survey. It made me think about the stress of working in sales. The constant pressure to perform. The uncertainty of the deal. The hidden power centers and arcane purchasing rules. The shifty clients and the… Read More
Continue ReadingQualifying Is In The Questions
Successful selling is far more than being a smooth talker. It requires the ability to listen attentively and move within the conversation. This principle is discussed in a ManageSmarter.com commentary titled Build Sales Relationships: Consultative Questioning. The opening recollection of the author’s first sales position is excellent: I marched into orientation, ready to close like a champion. That’s when my real learning began. My manager opened training with a startling insight: “Want to be successful in sales? Keep your mouth shut and your ears open.” His approach contradicted everything I read: He stressed dialogue instead of dominance and questioning in place of presenting. And he always customized his approach based… Read More
Continue ReadingTopgrading The Sales Force
That is an excellent turn of phrase from Dave Kurlan’s recent blog post. He provides an excellent explanation of how hiring processes regress to the stereotypical approach that leads to “safe” hires that don’t produce sales. I know Kurlan is accurate because we see this regression occur first hand. Companies often become frustrated with the process itself. Some would rather hire anybody than wait for the right person to come along. When they get frustrated they don’t follow the process and won’t listen to expert advice, defaulting instead to their old position of taking somebody they like, who fits the industry profile, rather than the other compromise, taking someone who… Read More
Continue ReadingDressed For Success-Take Two
Ok, the whole candidate attire topic seems to be floating around the areas of the web I patrol. CareerJournal.com offers a follow up article titled Tassels, Pantsuits and Other Interview Fashion Faux-Pas. Great title. Here is a quick description of the debate from the article: Perhaps it’s lamentable that a person should be judged on how he maintains his car interior or what he wears. “I’ve encountered far too many empty suits who are perfectly groomed but have little relevant knowledge,” wrote Marty Robins, an attorney in Buffalo Grove, Ill. “Conversely, many people who emphasize keeping current their technical skills and industry knowledge do not have time to spend preening… Read More
Continue ReadingHiring Well Sounds Simple
CNNMoney.com’s quick-hitter advice article titled 7 ways to avoid employees from hell offers some simple advice. How about this one: Hire well Even the lowest-level prospect – the kind who is typically hired quickly – should be thoroughly vetted by at least two interviewers. Check references. Well, yes, “hiring well” is the key to strong employees. Eating well is also a key to losing weight…but that doesn’t make it easy to do. Two interviewers is a good start. Objective assessments are a better plan. Having a structured hiring process is the best plan.
Continue ReadingUse Anti-Bonding When Hiring Salespeople
Here is an interesting article from Columbia Business Times titled The Mysteries Of Hiring Salespeople Unlocked. Good title. The short article has some excellent advice and some marginal suggestions. From the excellent column (emphasis mine): 3. Unlearn your present interviewing system. First, throw away the hiring profile assessment you are using now (are you using one?), and instead find one that measures sales skills, adversity, toughness and, most important, whether this applicant will sell for you in your industry. Second, remember this applicant was someone else’s salesperson. Salespeople who “turn over” get good at giving you answers you like to hear. Third, instead of using your natural bonding skills, try… Read More
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