Here's a Solution to Get it Right!
If you follow the guidelines set out in the Advanced Hiring System, you already know everything there is to know about how to hire a salesperson. If you find that you’re still experiencing a high level of turnover, there could be a problem in the way you handle your employees after the sales hiring
“Just what makes that little old ant Think he’ll move that rubber tree plant? Anyone knows an ant Can’t Move a rubber tree plant! But he has high hopes, he has high hopes . . . .” Anyone who remembers telephone tables, Mouseketeers (the original ones), and a Solar System with nine planets may remember
Why Profiling All Sales Applicants First Is the Only Logical Strategy 1. Profiling all sales applicants first is the only logical strategy. To profile applicants after you interview them makes no sense. To invest time on an applicant who will potentially profile poorly is a waste of time (your most precious resource as a manager).
Riddle me this: why are some sales organizations still holding out on pre-employment testing? Sales personality tests have been around since the 1970’s. That’s nearly 50 years of data, all leading to the conclusion: assessing candidates improve hiring success. This is also important in sales hiring where motivation, company culture, and level of comfort in
As we explore the different traits that are considered essential in defining what makes a good salesman, let’s consider the stigma that is sometimes attached to the profession. Unfortunately, there’s a stereotype out there that many people associate with anyone in sales. Good salesmen have been the butt of jokes for decades, perhaps even centuries.
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Never again in an interview will you be saying to yourself, “What a waste of time.”
Find the right person for the job! Finally, identify candidates who are self-motivated, reliable, coachable, & hungry to close deals.
