Talent Acquisition

Outsourcing Your Sales Department?

In a recent call with a prospect, the question of “outsourcing the sales function” came up.

Outsourcing your sales department
Another bad idea

Rather than answer the question directly, I asked him what he meant by that. He proceeded to tell me that he had read how some companies are outsourcing everything, including their sales effort. However, he said, from his perspective it was not a particularly good idea.

He’s right.

Rather than tell you why outsourcing sales won’t work for most companies, let me tell you where it does work.

One client has been successfully outsourcing their sales effort. They are in the Internet advertising business and are now placing their inventory with brokers. This  company sells  “clicks”. This is a totally generic product. Where one click might be better than another click, it is adjusted through tracking results. Their click and Google’s click are essentially the same thing. If their click is better than Google’s click, the results are all tracked and balanced out. There is no way that Google will get more than his click.

On the other hand, client David W. is moving from a rep strategy for his internationally marketed industrial products. Rep firms are outsourced sales teams. However David is reversing the “outsourcing” because he knows that having his own rep in a territory means better sales focus and better accountability.

Another example is when, ten years ago the radio advertising business got all excited about selling its inventory like Google sells clicks. A former partner created a company to do this and sold it to Google. It was a giant dud. He made millions. Google ended up shutting it down and writing off their investment. Why? Because local advertising is not a commodity. It responds to sales effort and it cannot be tracked the way clicks on the Internet can.

Where its true, in my view, that business has used the excuse of this Crash of 2008 to outsource and downsize, efforts to outsource the sales effort have been a failure. In fact, when the Government stops QE whatever number we’re on, companies who’ve been ramping up sales efforts will prosper. Nothing works better than a great sales team to improve the top and bottom line.

photo credit: markhillary via photopin cc

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Talent Acquisition

Interviewing Mistake Revealed

Watch this 1 minute video revealing a common but terribly detrimental mistake often made by sales managers.

CLICK HERE to set up a time to talk to me about how we can help you have more success in the important business function of sales team recruiting.

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Uncategorized

The Sales Recruiting Solution

Video Rant #6 How To Create a Terrific Salesperson Recruiting Tool

Before they ever start actual recruiting, good sales hirers sit down and really plan out a new hire’s career, every step of the way. They project what the new successful rep can and should earn in each of their first 5 years in the business.

Most of us who have been sales managers have put together sales projections. Year after year, we write stuff down on our spreadsheets. But then when we get to the end of the year, turns out it’s not all that accurate. The trick is, you have to start at the most granular level in order to wind up with a reasonably accurate projection. And a good, accurate five-year compensation plan and projection is a terrific recruiting tool for you.

You go through year by year and realistically project what kind of activity they’ll be required to do, reasonable activity for a serious salesperson. Then lay that up against a solid closing ratio. Figure year by year, what this new salesperson is going to earn for you. And then based on your comp plan, how much will they earn for themselves?

Look at sales help wanted ads. Lots of claims about earning big money. Consider the power YOU get by saying, “Listen, if you make 4 presentations a day, 5 days a week, and you have a reasonable closing ratio, then your first year, you can expect to earn $65,000.”

And then, depending on your product or service, from the 2nd year on, you show what they earn each year, plus the residual income from prior years. When you can show an applicant what they’ll be earning five years out, your sales position is suddenly seen very differently from the others. Seven year, ten year, long-term clients tell me that a codified sales hiring system makes a big impression on applicants. They get better quality applicants accepting their sales position than ever before. When an applicant sees that you really projected out, it gives them confidence in your promises.

Everybody wants 6 figures. But unless it’s a super lucrative sale and you’re hiring senior sales reps, it’s tough to project $100,000 first year. Depends on the market. We’ve got clients in Minnesota. More elk than people there. Cost of living is way lower than it is for our clients in New Jersey. So it depends on market. If they’ve got a shot at 6 figures in the 2nd or 3rd year, I think that’s reasonable.

Most of these ads that claim $100,000 income have nothing behind that number. No research. No science. The applicant knows it’s BS. But when you show a projection and reasonable benchmarks they can really hit to get to $150,000 in year 5, you overcome their resistance to a performance-based compensation agreement. Suddenly, it all looks very doable.

And you have an approach that wows your applicants and eliminates your competition.

This is Alan Fendrich with Advanced Hiring System. Give me a call.

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