http://www.advancedhiring.com/Try-It-Free-Referral.aspx?linkid=20000GI

The Advanced Hiring System E-course

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.

Stay tuned

Welcome to the Advanced Hiring System E-course.

If you’re looking to avoid the pain that comes from hiring dud salespeople and instead to hire salespeople who really can sell This E-course is for you. In fact, if you follow the steps in this E-course you’re going to find your ability to not get fooled into hiring losers is going to change forever.

I learned how to hire salespeople when I had a sales team of 200 salespeople. Through a lot of good luck thinking up a hot product in the mid-1990’s my company found itself in the position to drastically build our sales team.

As a sales manager, I had experience hiring 10-15 salespeople. Now I was to hire 100 salespeople a year! By the end of the second year we had 200 salespeople on staff. Great for growth.

Except our top 40 salespeople were producing four-fifths of our revenue. The 80/20 rule was hurting our ability to be profitable 160 of our 200 salespeople were weak, we were constantly in danger of turning them over at any minute.

Looking at the production numbers we asked.
What was it about these top 40 salespeople that made them unique?
What was it they held as valuable?
What was it in their personalities that made them great salespeople?

I became a man with a mission. I needed to figure out why those few good salespeople produced, while most sales hires failed. A retired accountant forced me to think analytically. He helped me realize that if I could figure out what made these 40 top-performers effective I would increase our revenue — better sales hiring is more valuable than any training, packaging or better leads.

Because I had a large sales team I was able to test and compare hiring strategies. I figured out what I call the 6 Basic Rules of Sales Hiring.

In 2003 I sold that company and retired for six months long enough to realize I didn’t want to retire after all. Since then I’ve helped nearly 1000 managers learn the system I developed. I created this E-course to show sales managers who are fed up not being to hire salespeople with more confidence. It’s free and there’s nothing held back

There is no perfect way to select salespeople but there are better ways than most do it.

Do you review a bunch of resumes (or LinkedIn profiles)?
Sort for previous work experience?
Or better yet previous industry sales experience?
That process has never worked and will never work!

Stay tuned next issue will reveal the one secret to hiring top sales performers.

www.advancedhiring.com/blog

Have you ever hired a total dud…even when you were sure they were going to be great?

I’ve been a fan of Business author and speaker Robert J. Ringer since the 1970s. Author of eight books including best sellers…

“Winning Through Intimidation”…
And “Looking Out for Number One”

He’s well known for his set of Theories. For example Ringer’s “Theory of Reality”. Reality isn’t the way you wish things to be or the way things appear to be, but the way things actually are. You either acknowledge reality and use it to your benefit or it will automatically work against you.

We’ve all experienced it, deluding ourselves about reality and getting ourselves in big trouble for it.

Ringers writes a blog and a recent post caught my attention when he described a disastrous hiring experience.

Ringer explains why psychologically, standard hiring strategy, that is — hiring the way most people do it:
Flipping through resumes…
Then hiring the applicant who “handled themselves well in the interview”…

Causes more failures than successes.

Titled “More on the Dunning-Kruger Effect” the post describes Ringer’s experience hiring a dud snd the pain that hiring that dud caused him. Ringer cites extensive research conducted by Cornell University psychology professors Justin Kruger and David Dunning into “The Dunning-Kruger Effect” which states “Incompetent people often suffer from delusions of superiority the result being that they overrate their own abilities.”

Since incompetent people overate their abilities the most incompetent write the greatest resumes Which they can’t deliver on. And, too, since they’re extremely confident because of their delusions of superiority hiring managers often get tricked in interviews and come away saying “They handled themselves well in the interview”.

Advanced Hiring System clients use a strategy to avoid these common pitfalls. Since AHS clients never rely on resumes to select. Instead we look for a match between the Values and Personality Style of the applicant and the requirements of the position itself.

We’ve honed those requirements with nearly 16 years of data. As a result you’re rarely fooled by “The Dunning-Kruger Effect”.

We welcome Robert J. Ringer and readers of his blog to take a look at the Advanced Hiring System if they’re hiring salespeople so they can stop using standard hiring strategies and avoid hiring duds as a result of the Dunning-Kruger Effect.