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I just got off the phone with a client who had an applicant who produced a Flag Page on his StylesMatrix™.
A Flag Page, for those clients who’ve never seen one, is a big warning message. It says the applicant’s answers are impossible. Can’t happen. Are trying to be all things to all people.
Flag Page applicants are sending you a warning.
Loud and Clear.
Ignore it at your peril.
“Is it possible, because he took the profile at his job, that he took too long to take it?” she asked.
Sure it’s possible that the Flag Page is undeserved. Maybe he could be your next Great White Hope…
But in 99 out of 100 cases, you should run from applicants who produced a Flag Page on the StylesMatrix™.
I can recall at least two instances where a client pursued an applicant despite the Flag Page warning. One turned out to be on the Sex Offenders list.
Another, when our client called the previous employer was told, “I know I am not supposed to say this, but this guy was the most disruptive basket case you can imagine.”
There are no 100%’s in sales hiring, that’s obvious, but what you can do is put the odds in your favor. Applicants who produce a Flag Page are high odds for trouble in the future.
If you insist on pursuing a Flag Page applicant don’t say we didn’t warn you.
Having spent 16 years helping highly sales driven organizations hire salespeople who can really sell, getting the right applicants to apply is critical. We’ve created this Sales Hiring E-course to help get your company hiring better salespeople.
In the previous section of this Advanced Hiring System E-course you’ve gotten your headline written.
We now want to tell the best sales applicants why your company is the kind of company that values sales superstars. Here’s where we want to talk about the unique benefits of working in your company…
And to tell applicants what makes your company a good place to apply
Make sure your claims are believable and include facts to support your claims
What are the special qualities to your company?
Here are some things top sales performers will want to see to consider your company:
Is your company a recognized industry leader? (Include “According to our J.D. Powers” or “The Wall Street Journal says…” ) Is this a salary position? (Very important to clearly articulate that in your ad.) Is your company locally-based? Does your company promote from within? Does your company have a unique product that with the right sales talent is very hot? Is your commission structure extremely generous? Do top performers succeed quickly?
When I write copy I remind myself “Generalities roll off the mind of the prospect, like water off the back of a duck.” Get specific in your ad and give your prospective superstar salesperson reasons to consider your company…
“Last year, despite the economy Acme added clients.” vs “Last year, despite the economy Acme increased its client list by 13% including 2 of the Fortune 500.”
“Top compensation” vs “According to Salary.com our salespeople earn 20% more than others in our field”
“Highest rated company” vs “Recognized by Standard and Poors as #2 rated Insurance company”
Get the idea?
Be specific, it adds to the ad’s impact
Why are we running this ad? Answer: “Our company is a home for top sales performers. We are committed to making sure your unique skills as a top sales performer are rewarded. We mean that — we pay higher commissions, a bigger base and give a more generous expense account than anyone else.
We believe that in a free market economy great salespeople make great things happen. We want the best salespeople in the world on our team. Sales skills are a talent in short supply and we are always willing to talk if you are a real top performer
Does that make sense?
A philosophy that says top sales talent is worth its weight in gold is what this course is all about.
Top sales talent does not come from training… Training enhances it…But you either have it or you don’t.
We’ve covered a lot of ground on how to make your ad specific and why that is important.
Stay tuned
In the next section we’re going to get into a trick we’ve been teaching our clients that will amaze you.
My friend John is the salesman’s salesman. He started out his sales career as an advance man for Ringling Brothers. He’s built a half a dozen Madison Avenue marketing firms and parleyed his ability to “help people make favorable decisions” into an amazing business career. His clients are the biggest companies in entertainment in the world. He flies 150,000 miles a year.
For all the years I’ve known him, I’ve never been able to get him to take 15 minutes to take both Advanced Hiring profiles. Until yesterday. I was talking with John on Skype and who knows how I did it, but he agreed to take the profiles.
How did he do? How about John “aced” both profiles. I mean nailed them!
I guarantee you that if you ever were to get John on your sales team he’d bring in more business than you would know what do with. He is literally the “ice to Eskimos sales guy.” When I had my first sales job right out of college, I used to call John and ask him what to do.
I told John if he failed the Advanced Hiring System profiles I would close Advanced Hiring and tell everyone to go home — last check coming in two weeks. Fortunately I don’t have to do that now. Thanks John.
If you’re an Advanced Hiring System client, I’ve posted John’s graphs in the Member Area. If you’re not an Advanced Hiring System client and you’re still hiring salespeople the old way, good luck to you in this up and down economic world we live in.
