Having a sales hiring system means, you have a system for sales hiring. A system is a system because the steps of the system have been tested and measured. Each step has been optimized in terms of time and result.

The Advanced Hiring System is not about tests. It is about following the steps of the System.

Because other profile vendors often just sell tests – I can rely on getting a call every week that Vendor X’s tests just didn’t take care of helping them hire a good salesperson.

Not surprising. Any company that claims that their test is a super secret to hiring well has either invented something I’ve never seen in sixteen years or is attempting to mislead the market.

Tests are important, no doubt, in hiring top sales performers. I wouldn’t interview a sales applicant without seeing both of the tests: ValuesMatrix™ and StylesMatrix™.

However before the test, I’d make sure that my Ad was written according to the formula in the AHS Ad-Writing Module and it was running in a place that matched the formula in the AHS Ad-Placement Module.

Most important, I’d make sure to get at least 3 applicants to pass both the ValuesMatrix™ and StylesMatrix™.

Finally, I’d interview each of those applicants 4 times using the script in the AHS 4-Part Interview Module. I’d grade the answers each applicant gave me, tally the scores and hire the one who scored the best.

Following that system I know I am most likely to hire a stud. Conversely if I take shortcuts in the steps I know I am relying on gut feel. Art Sobczak at Business by Phone says, “Gut feel hiring usually just gives you a pain the gut.”

Hi there

Quick thoughts…

Most people who hire salespeople have not become aware of the way things have changed over the last 10 years with sales applicants

FACT: Just ten years ago (and maybe even less) for an applicant to apply for a sales job  they had to DO something.

They had to either mail you or fax you a resume. This meant actually getting up from their computer and performing some sort of action.

Not today

Today the typical sales applicant tweaks their LinkedIn profile, writes a resume, sends it to a resume tweaking service, then gets online and starts clicking on their computer.

No action required.

20 years ago applicants had to write a resume AND hand-type a cover letter AND insert it into an envelope AND mail it at 25 cents apiece.

All of that has changed for the applicant, at the click of a button they apply to hundreds of sales managers who are looking for a sales star.

But what about the sales manager who receives those applications?

What has changed for you since 2005?

Oh, maybe you now have some way to keep track of all your applicants online, but short of  that not a whole heck of a lot.

And that is the essence of the sales hiring problem that 99% of sales managers face.

So you stare at a bunch of glitzy resumes, all tweaked by professional resume tweakers.

Do you really think you can match your job to a resume and make a great sales hire?

It ain’t gonna happen. NO WAY. We both know it. YET everyday sales managers across the world select the 3 or 4 applicants whose resumes look the best:

No typos
Previous sales experience
Previous industry experience
Good looking resume

And bring in those 3 applicants for an interview or two… and hire the one who “handled themselves the best”.

Wonder why only 1 out of 4 or 5 sales hires are worth the price of a pair of shoes?

For more than 16 years now, Advanced Hiring System has been teaching our clients how to turn the tables on this trend by creating a sales hiring system.

For more information on what hiring method you should be using or if sales hiring is right for you, click here. So you don’t waste your time and resources on strategies or profiling tools that do not work.

Put yourself back in control of the hiring process.

Absurd, right? So why do most companies not actively recruit salespeople?