Yesterday, right before the start of business, the Advanced Hiring System website went down. I found out because a client emailed me. I immediately IM’ed our Manager of Web Technology. He’s in India and within 15 minutes the site was back and running.
Today I went to our Advanced Hiring System Youtube account https://www.youtube.com/user/afendrich to upload the latest edition of the How to Hire a Salesperson E-course. But our channel looked like this. Have you ever tried to get technical support from Google???
In the last session I promised to teach you the one secret to successful hiring.
You absolutely can change your success rate for hiring salespeople with one simple secret. However before I tell you what it is I need to prepare you for it.
It’s not that what I am about to tell is all that difficult in fact, I’ll teach you how to do it in a way that will take virtually none of your time.
Some managers who I have worked with try to skip this step.
Because what I am going to say is something most sales managers don’t do.
Earl Nightingale in “The Greatest Secret” said “Most people just go along doing what everyone else is doing.” He said, “Most people try to fit in and be like everyone else.”
In sales the top salespeople contact more people. While average salespeople make as many sales calls as, well, average salespeople.
Successful salespeople make more calls, they prospect more and they invest more of their time and energy, finding people to sell.
Let’s apply this to sales hiring… Most sales managers wait until they have an opening in their sales team then they try to find a new sales hire.
And that is the secret… More than any one factor that condemns the average sales manager to hire weak salespeople.
Top sales hirers are always recruiting for salespeople.
Let me repeat that: Top sales hirers are always recruiting
We often hear sales and sports are very similar. Both are competitive and both are based on individual performance.
At the time that I am making this video the Seattle Seahawks won the recent Superbowl 43-8. Can you imagine opening your favorite newspaper and seeing they have shut down their recruiting program?
Yet that is essentially what most sales managers do…
So there you have it: Always be recruiting is one of the Six Basic Rules of Sales Hiring. That’s the key to becoming a top sales hirer!
The Challenge? How do you budget your time to make room for constant recruiting?
The Advanced Hiring System provides you a unique formula to always be recruiting for sales talent.
Here’s a story I love to tell about how a Tire Changer was selected by the Advanced Hiring System — and how he lead our client’s sales department in new business development.
Erica M is a sales manager in San Francisco at a radio station. She had been a client for a number of years. She knew the system and had used it successfully for over two years.
One day I got a message from her, “Call me immediately. I need to talk.” I returned her call (our clients get unlimited real time access to a real person) and she asked me to look at applicant Jose R.
He profiled well. He had good values. And a good personality style. In fact, he graphed perfectly according to Advanced Hiring System standards.
I asked her if she had interviewed the applicant.
“Yes, I’ve interviewed him using the AHS 4-Part Interview Module.” She said, “He interviews well. Highly motivated, articulate. He’s accomplished quite a lot, given his situation”
“What do you mean by that?” I asked.
It turns out that Jose R is a young man who married very young. And, given that he married young, he took the first job he could find to support his family…
Busting tires in the back of tire store. He had earned his GED in the evenings.
When Jose heard the ad on the radio station looking for salespeople he applied. Although he scored well on the profiles we use in the Advanced Hiring System, Jose wasn’t the kind of applicant a sales manager expects to hire.
Erica is located in California. Unemployment premimums are killer and she was extremely cautious. Too, Jose was rough he lacked grooming skills, which count in salesmanship.
In talking with her, since he had done so well in the Advanced Hiring System evaluation, I suggested she use some sort of trainee position for a period of 45 days.
At the end of the period if he had demonstrated ability, she would switch him to sales.
The story has a very happy ending. Six months later he led her sales department in new business development the following year he was overall top biller.
He was a natural salesperson who just needed to be discovered. There are people who have the ability to sell but they’ve never applied because their resume doesn’t have sales experience.
Stay turned to find out what makes Jose tick and how if you think “people don’t want to work today” you might be just going about it wrong.
Stay tuned in the next section I’m going to show you how to find applicants to apply for your sales position who are highly motivated.
