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How To Recruit a Sales Team of Quality Salespeople With This Simple Trick

Recruiting a sales team isn’t easy. I once ran an ad for a week asking companies “Tell Me Your Biggest Sales Hiring Challenge Recruiting a Sales Team.” Nothing to buy, just tell me what doesn’t work for you when you hire salespeople.

Some of the complaints in recruiting a sales team were:

1. Applicants don’t show up for interviews.

The fact that 30-40% of sales applicants don’t show up is a good thing

I didn’t understand that one. And I don’t see that as a problem. I like to know they have no follow-through BEFORE I hire them.

The fact that 30-40% of sales applicants don’t show up is a good thing. I say “The mass of sales applicants are full of bull. They went into sales for all the wrong reasons and your job is to spot them. Get rid of them from your sales hiring system.”

2. Can’t find applicants for commission-only jobs.

Our clients don’t have that problem. If the sales cycle is longer than a couple of weeks, real salespeople need a draw to stay alive. That’s reality.

We prove in our ads that good quality salespeople make a pile of money. One of our clients pays a $50,000 bonus if their sales hire hits certain benchmarks in the first month.

If the sales cycle is longer than a couple of weeks, real salespeople need a draw to stay alive. That’s reality.

Salespeople who lack confidence in their ability to hit these benchmarks are not real salespeople.

3. Applicants who sound good in the interview, but can’t sell once they’re hired.

This was the biggest category. It is an interesting problem and it has two parts to it.

First, who are you letting in your office? What is your system for selecting applicants to invest energy in? Hint: if you’re using LinkedIn Profiles and job experience you are way off the mark.

Second, what are you doing in the interview? Why are you not getting to the heart of the matter when interviewing?

who are you letting in your office? What is your system for selecting applicants to invest energy in? Hint: if you’re using LinkedIn Profiles and job experience you are way off the mark.

People can be divided into many different categories. When it comes to hiring salespeople we divide applicants into two piles. “People who fulfill their potential” and “People who fail at it.”

Dr. Carol Dweck of Harvard University has a foolproof method. She explains people have two distinct worldviews when it comes to accomplishment.

There are those who believe in fixed prior ability and there are those who believe in growth of ability.

Malcolm Gladwell, the author and New Yorker writer, has suggested that as a society we value natural, effortless accomplishment over achievement through effort. We endow our heroes with superhuman abilities that led them inevitably toward their greatness. It’s as if Midori popped out of the womb fiddling, Michael Jordan dribbling, and Picasso doodling. This captures the fixed mindset perfectly. And it’s everywhere.

Malcolm Gladwell, the author and New Yorker writer, has suggested that as a society we value natural, effortless accomplishment over achievement through effort.

People with the growth mindset, however, believe something very different. For them, even geniuses have to work hard for their achievements.

Our clients use an interview that we call the FST Intelligence Interview Sequence. It’s based on this model. We look for learners and growers — and of course those who enjoy the process of influencing others.

The next time you find yourself saying, “He or she handled themselves well in the interview” you might well be on the road to making another bad sales hire

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Millennials, Online Marketing

5 Facebook Recruiting Strategies You Can Use Today

Facebook Isn’t Only For Contacting Relatives

People are on Facebook for various reasons: to connect with friends and family, share and discover updates, follow brands, buy and sell belongings, and laugh at funny memes and videos.

But what about looking for jobs?

When you categorize LinkedIn, Monster, and ZipRecruiter as professional career sites, it’s crazy to even think about adding Facebook to the mix.

Well, consider this: not all Facebook users are happy or fulfilled at their current position.

Although these individuals may not be actively looking for a new gig, they are still willing to consider switching jobs for better pay, company culture, or benefits.

According to Zephoria, there 2.27 billion monthly active Facebook users, whereas 1.49 billion of these users log in every day. That’s a lot of untapped potentials!

5 Facebook Recruiting Strategies

We can’t promise that you’ll become a rock star on Facebook overnight. But at least you can equip yourself with these cost-effective recruiting strategies to help put your business in front of top sales talent.

Follow Advanced Hiring System on Facebook for more sales recruiting tips.

1. Create Attention-Grabbing Media

You don’t have to be creative to invest some time and resources into making unique content that resonates with job seekers and educates the public on who you are and why they should work for you.

That doesn’t mean go crazy on using stock images. Go a step further and create a click-worthy design or quick video.

Remember, if you wouldn’t click on it, then there’s room for improvement.

2. Post After Lunch

One insight that can help your Facebook recruiting strategy is to post or promote between 1:00 to 3:00PM. That’s when the highest amount of traffic occurs.

3. Post At Dinnertime

For night owls, post at 7:00PM versus 8:00PM. This one-hour gap can make all the difference in terms of driving clicks to your posts.

4. Optimize Your Facebook Account

Completely revamp your profile for these elements to help build the right brand exposure and accuracy of information:

  • Date opened
  • Mission statement
  • Business story
  • Social media profiles
  • List of affiliates
  • List of awards
  • Profile picture
  • Banner image

5. Post Regularly

If you aren’t posting at least once a week on Facebook, you’re shooting yourself in the foot.

Applicants want to know that their employers are connected with their customers and actively engaged in activities inside and outside of the company.

So if your company goes out for a happy hour, share work-appropriate posts online. It shows that you care about team building and keeping your employees happy.

Blogs and business announcements should also be shared on Facebook. Not only will this help you with referral traffic to your website, but it will also flex your expertise as a thought leader in the industry.

Elevate Your Sales Hiring Process with Advanced Hiring System

Give top sales talent a reason to apply with our easy-to-use Facebook recruiting strategies.

Have you experienced winning results by using another method? Let us know and we’ll give you a shout-out.

To learn more on how to hire top sales talent, schedule a free 30-minute session with Advanced Hiring System today. Available Monday through Friday worldwide.

Alan Fendrich

Facebook is a registered trademark. Advanced Hiring System has no ownership or relationship with this company.

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What I Found Out Talking to a Sales Coach the Other Day

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For nearly twenty years, I’ve been involved with hiring sales people. I had an interesting chat the other day with a well know and respected sales trainer. I was a bit surprised when he indicated that most of the sales coaches, sales trainers, and sales consultants typically focused on improving the quality and performance of an organizations existing sales team. Makes sense. What if the existing sales team has very few if any people who will ever be able to be top performers. There are certainly people who just aren’t cut out for sales on many sales teams around the world.

He really didn’t have an answer for my question. In all fairness, sales trainers or sales coaches are usually put in the position of working with the people their clients have on board. But it seems to me that it would benefit not only the sales organization to have better quality sellers but also would enhance a trainers ability to deliver good results to their clients. He’d be working with better “raw materials.” Consequently, our discussion moved to how his clients recruit sellers. And this revealed another issue for sales management.

Most sales managers do not have a systematic process to recruit good sales reps. The typical method of resume review to figure out who to call is usually a huge waste of time and results in poor results from the the new hires.

It is essential for those charged with sales recruitment for their organizations use a process consistently to get better results.

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