Interviewing

How to Stop Getting Tricked Hiring Salespeople Who Can’t Sell

Most companies have one thing in common when they hire salespeople.

The Number One tool they use to screen sales applicants is…

The résumé or LinkedIn profile

Have you been burned enough times yet by the Perfect Résumé or LinkedIn profile?

You’ve probably realized that most sales applicants are a COMPLETE waste of time.

They all have the same problem. They cannot sell. No matter what their LinkedIn profle says.

A few years ago, the CEO of Yahoo! was forced to resign… After it was discovered that his résumé was full of… A bunch of jobs he never did… And a bunch of schooling he never had.

THE CEO!!!

You've almost certainly seen stories about famous résumé cheats.

It’s pretty standard for job-seekers to fake… Their education, their experience, their skills, and their references.

So choosing who you interview based on their résumé means…You are probably using a couple pages of BS as your first step in hiring… the one person who is MOST responsible for creating your company income.

Not long ago, we were called in to help a large publicly traded religious broadcaster. This stations had good listener ratings. Very popular stations. But their sales were weak.

We analyzed their sales hiring practices. They hired salespeople 100% based on résumés, LinkedIn profiles and interviews. They ONLY interviewed and hired salespeople… whose résumé showed they were fired up with the station's religious mission.

But we know that the BEST salespeople are MOST motivated… By MONEY and/or POWER.

Religious views are not a significant factor in sales success.

Sales is about making sales. It's hard work. If your applicant is not motivated by the right things for sales… Then when the hard part comes (and it will)…

… They fade and stop doing the hard work. They have to deal with rejection time after time after time. To keep making calls, they have to REALLY want that money!

When their highest values don't match those of proven top sales performers… That is a BIG problem for you.

Solution?

Start using a values-based assessment to screen applicants. Stop wasting your time on applicants with beautiful résumés…Who are not money-motivated and who cannot sell.

If you're not getting the right kinds of salespeople on your team we've created a quick survey that will help you get it right.

The quiz will take you less than a minute to complete. It will help you laser in on what's keeping you from hiring the best salespeople.

Its our gift to sales managers who want a simple easy formula for hiring quality salespeople. Just click the link and you'll be taken to the short survey.

It'll give you the results instantly. Go ahead click the link and complete the survey now.

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Interviewing

Sales Recruitng: The Intelligent Interview Sequence

It amazes me that so many sales managers think they can wing it in a hiring interview and get a quality salesperson.

Will not happen.

If you’re not prepared with the right attitude and the right questions you will waste your time and waste the applicants’ and only if you get darn lucky will you hire a quality performer.

Just because the applicant passed our profiles and has years of experience in you industry does not mean you hire them.

Yeah they definitely have the heart in the blood of a salesperson if they passed both AHS profiles: CORE Values and CORE Styles, but heart and blood don’t mean much if they won’t take consistent directed action.

Your purpose in the interviews to find out about that.

You can screen them like crazy, spot the faker and sales wannabes and get rid of those people right off the bat, but if your interview is weak you’re still going to end up with a team full of duds.

Our Advanced Hiring System FST Intelligence Interview Sequence is where you find out whether your application has taken their powerful talents and actually achieved something.

Most people squander their natural Talent. This is the norm. Thoreau said “The mass of men lead lives of quiet desperation.” I say, the sales personality is more likely than others to squander their talents and skills.

Selling is hard work, good salespeople who work hard use their natural talents to put themselves in situations to find business.

Weak salespeople use their natural talents to sell you in the interview and after they are hired they’ll continue to do it –selling you on how hard they’re working.

You’ve seen in before dozens of times it you’ve been a sales manager for a while.

Our Advanced Hiring System FST Intelligence Interview Sequence requires 3 to 4 separate interviews. People say, 3-4 interviews that’s crazy. No it’s not crazy.

You’ve got to outlast them.

Interview 1 is a throw away. They’ve got their guard up. Interview 2 you still don’t get high quality information. But by the third and fourth interview the applicant tells you things they only share with people that they have a relationship with.

Your goal is to discover whether they have stick to it ness, follow through and the ability to overcome adversity.

Can handle setbacks? The good news is you can keep those three to four interviews to a total of 2 hours if you do all four.

Most interviewers waste time with stupid questions like “Tell me about yourself? or “It says on your resume you hit 200% of quota at XYZ Companny.”

Don’t waste your time. Ask questions that are in the Advanced Hiring System FST Intelligence Interview Sequence. Be friendly but don’t sell. You just want the facts.

And that’s how you hire quality salespeople who’ll pick up the phone and do they work.

We’ve put together a short quiz that helps Sales Managers figure out the best way to hire quality salespeople. Click the button and take the short survey. It will take you less than a minute to complete. And based on the average deal size we’ll give you our recommendations on the best way to hire salespeople who do the work. Go ahead and click the button now and see for yourself what we’d recommend you do to hire quality sellers,

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