The common complaint is companies aren’t getting enough sales applicants these days. We teach our clients how to get more and better sales applicants.

Our client Harry reports he had gotten 750 applicants over the past 5 months. He hired 8. Four of them knocking it out of the park.

Ed got 100 in a month and hired a star. Both clients are in the Financial Services industry, which is a tough industry to recruit in.

Using our system you should get 50 applicants for every sales hire you make. But unfortunately most companies are not equiped to handle large numbers of applicants.

Using your current system, if you did get 50 applicants which would you bring in for an interview? (If your answer is previous industry sales experience, you’re odds on to hire another dud.)

If you’re not getting enough applicants click here and let’s talk.

We use an easy formula for getting a lot of applicants. Then we use a quick system to identify which applicants to bring in for an interview.

Having a sales hiring system puts you in charge. Click here and let’s talk.

You know what it’s like. You meet them and after less than 10 minutes you know it – they’re the killer you are looking for.

So what happened to them after you brought them on board? Why did they fail so bad at doing what you told them would work to sell your product or service?

I am a sales guy, sales manager, company owner and entrepreneur. And for 20 years I’ve studied the sales hiring process because that is where the money in any business is.

Do you want to know why your “super pick” – destined for sales greatness, screw up so bad?

It’s not your fault, but your process for hiring salespeople is no process at all. It’s one step above the fog the mirror method of sales hiring. Gut feel ends up too often to be a pain in the gut.

Because in truth all people have so much going on beneath the surface. And if you don’t get a way of figuring out who your sales applicants REALLY are, you will hire too many duds.

And what’s worse is today, finding out who they really are, is so easy that not doing it is just dumb.

I discovered this fact 20 years ago and back then it was hard. There was no internet, there were very few computers. But I had 200 salespeople and the losers were costing me a fortune.

To find out how easy it is click here. We’ve created a free online tool that you can use. My CFO says we should lock this tool away in our Member Area, so do it today before he has his way.

Video Rant #9

A Big Reason Why Your Company Struggles
To Hire Salespeople Who Can REALLY Sell

One of my best friends sold for me 20 years ago at Radio Profits Corporation. AMAZING salesperson. Once he gets the prospect in his crosshairs, they may as well just hand over their wallet. The beauty is, they don’t know they’re being sold. Everything Bruce says is just totally logical. No pressure. No emotion. Just comfortable as hell.

People love him. His prospects become his customers and his friends.

So then we sold Radio Profits. Bruce went to work for a company selling environmental testing and construction testing. It’s a BIG market. Companies need a lot of scientific tests to comply with government regulations. For instance, companies have to satisfy a long list of health regulations, to keep things safe for consumers and avoid problems with the government.

So testing is a monster business. Bruce sold for one of the biggest companies that do this testing. One day he showed me that company’s compensation strategy. It was like a maze. Every paragraph had something you couldn’t figure out. It was so convoluted, the company sales team used to joke about it.

Bruce sold more of this testing than anybody else on the East Coast, double or triple the #2 guy. And he’d only been with them a year or two. He was stomping it. BUT he wasn’t the top earner. And THAT was extremely de-motivating to him. Company eventually went broke. They just weren’t very profitable, because the sales team wasn’t being paid very well for the deals they brought in.

It’s not that unusual. A LOT of compensation strategies are not well-engineered. Too complicated. BIG mistake.

A star salesperson who’s considering joining your sales team sees it as a very bad indicator if your compensation plan is hard to understand. A good salesperson looks at that and thinks, “These are smart guys. They could make it easy to understand. But they didn’t. If they make it tough for me to figure out how I’m being paid, then THAT makes it easier for them to screw me.”

That type of compensation plan will NOT result in a strong bottom line for your company.

This is Alan Fendrich. I’d be happy to give you my thoughts on your company sales compensation plan. Give me a call.