Talent Acquisition

Boost Revenue Forever

Notebook work with statistics on sofa business
Photographer: Lukas Blazek | Source: Unsplash

I’m unaware of any business that, for most of its existence anyway, has not been focused on increasing revenue. Increased revenue allows an organization to hire more people, add products, expand territories, and all the other things on their wish lists. I’m in the business of helping businesses implement a day in, day out system that will play a big role in increasing revenue forever. The biggest role actually.

Having a team of great sellers is the key to constant revenue growth. And the key to having a team of great sellers is to be focused on a systematic, ongoing sales recruitment effort. Systematic? Ongoing? I’ve heard it hundreds of times. Sales leaders generally turn on a recruitment effort when they have an opening. Makes sense. But it eliminates focus on finding talent, whether you need it right then or not.

Therefore, I suggest that you need to get your mind around a total change in sales hiring philosophy. Don’t hire in a panic because one of your people just bailed out on you. Be on the lookout for good sales talent. And have a system to push anyone with great potential into your recruitment pipeline. If you found someone who you really believed could be a top producer for your team, I’d suggest you figure out how to get them on board. Maybe they could replace your weakest player.

A sales recruitment pipeline that always has more people in it than you need is a good thing. It positions you to move quickly if an urgent need arises. More importantly, it keeps you focused on looking at new talent to add to your team. With the philosophy of wanting sales hiring options all the time, you’re unlike to be caught flat footed. And you’ll never be hiring in a panic.

To learn about developing a sales team that boost revenue forever, click HERE.

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Talent Acquisition

Essential Sales Recruitment Elements

Managing a sales organization can be tough. Especially these days. But one thing has and will remain the foundation upon which sales team success is built. Good Sellers!

Photographer: FILMon | Source: Unsplash

The everyday management of a sales team is typically fairly well structured. You have are procedures for doing most things. There is training on how to do things. Performance metrics are tracked through time. Accountability expectations and ways to measure adherence exist. Basically, a sales manager can find some type of system to help manage most elements of running a sales organization.

Recruiting great sellers happens to be one thing that most organizations do not have a systematic approach to reaching defined goals. Why not? All the sales procedures and systems in the world will not help an organization succeed if it lacks strong performing salespeople. The converse is not true. Great sellers will figure out how to sell things and make money, even in an organization that lacks great structure. It’s what great sellers do.

So if you’re hiring salespeople like your father’s generation did, you are likely to have little success. And resumes are worthless for the most part. Prior industry experience is not an indicator of the ability to sell anything. We’ve all probably known, or have even hired, someone from within our industry who bounces from job to job, failing at them all. You can stop this by implementing a sales recruitment strategy that takes emotion out of the equation.

First, you must always be pushing candidates into your pipeline. Next, use profiling to make sure they have characteristics found in top performers. Then interview only those candidates who match your desired profile in a structured way that allows you to compare one candidate against another. And always have a compensation strategy that will attract real closers and keep them working for you for a long time.

If you’d like to learn how to double your success in sales recruitment, click HERE.

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Why Leading Sales Managers Start Their Sales Recruiting With a Compensation Plan

Sales recruiting is the biggest challenge most entrepreneurs face.

I’d like to suggest the reason for this failure — and why leading sales managers get sales recruiting right.

Let’s say you’re out to sell the dream account. When it’s time to close do you focus on what’s most important to them? Of course you do!

You wouldn’t consider talking to them about what’s important to you. You wouldn’t tell them to buy now so you can buy a new car or pay for your kid’s tuition.

Yet most sales recruiting ads — which is the beginning of the sales recruiting funnel, fail here big time.

Let’s step back. Ask yourself what makes a good salesperson?

Now of course they need to be persuasive and enjoy the process of influencing others.

But there’s one thing missing from this… their values. What gets the best salespeople out of bed in the morning?

A little trick I learned years ago from Bill Bonstetter is “Values Rule the World.” This is a key finding for sales recruiting.

So what are the key values of a top sales performers? According to Abraham Maslow, the father of American Psychology, salespeople are “high practicals.”

Salespeople want to figure out “where can I get control? In todays world that means “Where’s the Money and Where’s the Power?”

In your ad you’ve got to show them that your job is the key for them to reach their goals. And that is why the leading sales managers start with a Compensation Strategy.

Starting with your Compensation Strategy makes it easy to write the ad.

The converse is also true. Looking at most sales recruiting ads you can see why applicants are not applying.

We’ve put together a quiz that will help you figure out the best way to get your sales recruitment working. Click the button below and in a minute you’ll have our suggestion to solve the challenge of sales hiring.

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