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Talent Acquisition

Part 1: The Uphill Battle in Recruiting a Sales Team

This is a story a new client, Jack, told me. It is about how he met with a friend, Chris, who is another client of ours…

Mature businessman using documents to discuss information with a colleague in a modern business office — Jack and Chris discuss sales recruiting

Jack sat alone in his office, staring at sales metrics that reflected the stunted growth of his once-vibrant business. Four years ago, he had been invigorated by the dream of selling top-notch online courses that would empower people to master the art of trading commodities, stocks, and currencies. And for two years, he had been living that dream. As the solo salesperson, he’d cultivated an impressive 43% closing ratio and an average sale of $4933. But things had changed when he tried his hand at recruiting a sales team.

Over the past two years, Jack had hired eight salespeople, but their performance was disheartening. Only one hire had shown some promise, and even his metrics were dismal: an 11% closing ratio and a lower average sale of $3301.

"Why can't I replicate my own success?" Jack mused. He had used all the conventional sales hiring tools available, or so he thought.

Just then, his phone buzzed. It was Chris, a long-time friend and VP Recruiting at a successful insurance company. Sensing an opportunity for valuable advice, Jack eagerly took the call.

Over the past two years, Jack had hired eight salespeople, but their performance was disheartening. Only one hire had shown some promise

Jack and Chris caught up over coffee. Chris listened attentively as Jack described his challenges in recruiting a sales team that could match his performance.

"Jack, you need a more scientific approach," Chris advised. "Have you considered using Advanced Hiring System’s DISC to hire salespeople? It's a psychological assessment tool that categorizes individuals based on their behavior."

"DISC? Is that some sort of fancy sales hiring tool?" Jack was intrigued but skeptical.

"Yes, and more," Chris said. "I've been using Advanced Hiring for a decade. They incorporate DISC among other methods. Our more than 2000 salespeople were all recruited using their system. The hires consistently meet and exceed goals. The few times I went against the system, I regretted it."

Book a free Science of Sales Hiring Strategy Session and see where DISC can improve yours success rate

What the 80/20 Rule in Sales Hiring Means to You

I’d like to share with you something most sales managers have not come to realize yet. And why all the training in the world won’t fix the problem with most sales hires.

One of our clients, a large broadcasting client with over 200 sales people recently asked us to conduct a study of their sales team. In a moment I an going to share with you the results of the study it may surprise you but it shouldn’t.

In fact the reality of it is based on standards you already know very well the 80-20 rule. And a powerful idea that drives the most successful businesses: systems.

Yet sales organizations around the world continually fail to recognize the impact of understanding what that means for their sales growth.

Here’s what we found: The top 5% of this company’s sales people produce seven times the sales of their average performer.

That’s right 7 times more that your average performer — not of their poor performers but of your average performer.

And the top 40 sales people in their team of 200 produce and here is the 80/20 rule 78% of the total sales revenue.

What does this mean to you and to anyone who runs a sales organization?

To improve sales revenue you need to find salespeople who perform like your best performers. Imagine having every salesperson in your sales department producing like the top 5%.

It would mean a 700% increase over the performance of your average salesperson. You’d end up with fewer people to manage and you’d have to manage less.

Why?

Because the best performers don’t need to be managed or motivated. They’re self motivated they know they need a system and they have a system, that’s what makes them successful.

Now have I said anything to you that you don’t already know?

So why don’t sales managers in organizations find these great performers?

There are two reasons: Number one, first they don’t have a system that they can use to identify these top performers. They use personality tests and interview questions that haven’t worked in the past and have no way of working in the future.

So it’s a crap shoot to find the right person and even when a quality performers shows up they’re never really sure he or she will perform until they prove it on the street.

So they procrastinate and I hope Joe or Sue in the current lineup will find the magic and perform and they hope their training will miraculously get them to sell more.

They resist looking for a new salesperson even though they know they should because they don’t have a way of knowing that the new one they hire will be better than the one they currently have.

They fail to look for new salespeople because without a proven sales hiring system hirings are a Nightmare.

Here’s the answer: nothing gets you an increase in sales results like committing to hiring quality salespeople.

With a proven sales hiring system in hand you have ads that get you better applicants.

You know how to advertise the position because it’s based on a proven scientifically tested message.

Through profiling, all applicants are screened before you interview. You know immediately which one to speak to and which ones never to call in for an interview.

Your interview becomes powerful and you get the truth instead of half-truths and typical sales interview results.

You even get a system for checking references and finding out something of relevance and value from a reference.

The Advanced Hiring System helps companies just like yours consistently hire top sales performers. We’ve been doing it for more than 20 years.

We help you create a customized sales hiring system that works for you to find quality salespeople who pick up the phone and do the work,. You’ll get better candidates and your company will select quality sellers — the Best of the Best.

You’ll come bouncing back from the crisis.

To find out more about how the Advanced Hiring System works for a large teams and small, we’ve created a short quiz that will show you find the best and fastest way to have a quality sales performer on your team. It’s in the description below.

Just click the link and take the quick one minute quiz. You’ll get our best recommendation based on your average deal size and a few other factors. The link is posted in the description below. Click and take the quick quiz and we’ll quickly share the best way we know to hire quality salespeople.

Talent Acquisition

The Art of Recruiting a Stellar Sales Team: A Comprehensive Guide Part 2

We talked about recruiting a sales team in part 1. Continuing where we left off, one might ask, "How can a company identify these talented individuals, the top 3% of salespeople, and bring them onboard?" This is where Advanced Hiring System steps in, with an established system that's been perfected over the course of two decades, assisting over 2000 clients to double their success rate in sales selection.

To start with, it's all about crafting the right kind of lure. It is common knowledge that the top 3% of salespeople won't be attracted to just any job advertisement. You need to understand what these individuals are looking for and appeal to those needs and wants. So, how do we do this? Our in-depth guide, "A Guide to Writing Effective Job Adverts", provides clear insights on how to craft job adverts that resonate with the cream of the crop in the sales field. A successful sales team recruitment effort begins with capturing the interest of potential candidates through impactful, enticing job adverts.

However, attracting the top 3% of salespeople is only the beginning. You've hooked them with a stellar job ad, now it's time to reel them in with a strong candidate experience. But, what does this mean exactly? A strong candidate experience involves seamless communication, respect for the candidate's time, and transparency about the job and company. This approach makes your company stand out in the minds of top performers. It's not just about how the candidate fits into the company, but also how the company fits into the candidate's career path and life.

Indeed, cultural fit is a crucial component of this process. An employee who feels at home in a company's culture will undoubtedly perform better and stick around longer. So, how do we ensure cultural fit? The article on ["The Importance of Cultural Fit in Recruitment" has the answers. Here, we discuss the significance of aligning a candidate's values, beliefs, and behavior with the company's culture. But remember, cultural fit should never compromise the importance of diversity and inclusion in recruitment. As we've explained in our dedicated post, ["The Importance of Diversity and Inclusion in Recruitment", a diverse and inclusive sales team can drive innovation and foster a broader understanding of a varied client base.

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