In this section of the Advanced Hiring System E-course we will create the message you will need to attract the best sales applicants.

Marketing your position in the Internet age has become both harder– and easier.

It is harder because we live in a time some have called The Attention Deficit Age. People are being pulled in all directions and its sometimes difficult to get their attention.

Its easier because you can do most of this from your computer.

When you think about hiring as a process the first step in the hiring process is advertising… Both what our ad will say and where were will place it to look for applicants.

Before we start to write the ad I want to focus you here with one question…

“Why are you hiring a salesperson?”

“Ah, to bring in more sales,” you say

OK but tell me more…
1. Are they required to generate their own leads?
2. Do you have any success stories for this position?
3. If they do a good job what will they earn?
4. Is your compensation strategy realistic?

Answer those questions before you start writing

Expert ad writers call the headline “The ad for the ad.” Consider that statement for a moment. The headline is the part of the ad that calls out,
“Hey Jim,” on a crowded subway platform that gets Jim’s attention.

Writing great headlines is overlooked by most sales recruiters.
Great copywriters spend three-fourths of their time writing their headline because if the headline is weak no one will read the ad

Your headline is the first thing the applicant sees in your ad

Scroll through the ads on internet job boards right now. Most of the headlines are boring or trite or just stupid. Your headline either causes the right applicants to read your ad or to ignore it.

Your ad’s headline must stop them in their tracks and get them to read about your offer.

There’s a trick to writing great headlines: Borrow on.

Here are some examples of taking great classic headlines and turning them into sales hiring headlines:

Do You Consider Yourself to be Strong-willed, Forceful and Determined?
Last Year Our Top Salesperson Earned $135,400 In His 2nd Year Working With Us
Did You Ever Tell Yourself That Your Talent As A Salesperson Ought To Be Worth More Than You’re Making Right Now?
Who Else Has Got What It Takes To Earn $138,900 (that’s what our top sales rep earned last year)?

If you follow this formula your ad will be more powerful than the thousands of other ads you are competing with.

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When you hire for salespeople you want to reach the best applicants however do you get the feeling sometime there might be potentially good applicants…

Who never hear about your company?

Last week I made a regularly scheduled Advanced Hiring service call to a General Manager of a radio station client. He told me he had fired a candidate he had run through the System.

I wasn’t surprised in the least…

It had been three months ago, when the Business Manager of the station and I were talking. We were reviewing the results of the tests of candidates who had applied for an opening as Traffic Manager. (This is the position that handles all the details of making sure the ads are scheduled properly. It is very detail-oriented. It requires a Style Analysis profile that is nearly the OPPOSITE of a sales profile.)

We had already found some good applicants who were in the interview process. However, a new test had been run on a candidate who was particularly suited for the position of Traffic Manager.

When I asked what was being done about this applicant, the Business Manager said, “Oh the General Manager hired her for sales.”

I was flabbergasted. “What! Please tell me you’re joking,” I said.

“No. Our General Manager is really confident in his ability to train people.”

“Yes.” I said, “But she is the exact opposite of what she needs to be to succeed. Please, this is a joke right?”

She assured me the candidate had, in fact, been hired for sales.

I asked to be transfered.to the GM’s office and got his voice mail. I left a frantic message, “please call me before you waste your time and money.”

Last Friday the General Manager acknowledged that hiring the candidate had been a mistake. He had wasted his time, the hire’s time and of course, thousands of dollars in salary, benefits and training.

Scientific Hiring is not something you can take or leave.

The Validity Study shows when you hire the wrong personality type they will fail 95% of the time.

The Advanced Hiring System is not a nice theory — it is based on Scientifically validated research. As you use the system to hire salespeople, you’ll find your staff will improve. You’ll have less turnover and more productive team members.

We’re looking forward to working with your company to help you improve your sales hiring.