My youngest is now 16, so its been a long time since I’ve read children’s stories to anyone.

One of my four kid’s favorite stories was about the wise man who was approached by the Roman Emperor with a deal. Teach the Emperor all of wisdom while he stood on one leg and he would be allowed to live, if not “off with his head.” The wise man quickly said, “Love your neighbor as yourself. All the rest is simply commentary.”

In successful sales hiring there are also simple “truths.” You can learn them while standing on one leg.

The simple truth is that the more applicants you really review in the initial stages of the search, the more likely you’ll pick a good one. You must glean your list of applicants down to the best three applicants and interview each of them intensively.

Most sales hirers make a serious strategic error in the very beginning when applicants start applying.

We get overwhelmed with resumes — especially in today’s environment where it is so easy to submit a resume. So we quickly flip through resumes, looking for previous sales experience or, even better, previous sales experience in our industry.  Huge mistake.

A much better way is to go through your applicants looking for indications of personal values and personality characteristics sales winners exhibit.

Your best applicants exhibit these personality characteristics:

• highly practical values,
• stick-to-it-iveness,
• follow through,
• ability to overcome adversity and
• ability to manage their internal state.

To find these qualities more accurately and quickly, use technology tools founded in validated personality profiles. These tools  have been refined to a high degree of accuracy today and have an amazingly high ROI in the 2000% range and more!

How to Hire Employees – The One Question You Must Answer in a Sales Hiring Interview

At some point in most sales interviews most interviewers make a fatal mistake and ask something like, “Tell me a little about yourself…”

At that point the interviewer has given the interviewee permission to take control of the interview. In 99% of the cases the interviewer has lost control of the interview from that point.

The applicant is now taking the interviewer on a “word spinning ride.”

Unfortunately most interviewers think this is a good thing — watching the applicant spin a web of words.

I am here to tell you it is not a good thing – or more specifically it doesn’t mean much of anything.

Amateur interviewers think they are seeing “how the applicant was so convincing in the interview. So articulate. So charming, so professional, so, so so…”

In reality sales hiring interviews like this are a waste of time for one simple reason – the interviewer has not clearly thought through what really needs to happen in the interview.

Seeing if someone can persuasively spin words is only one aspect of what is required to be a successful salesperson.

Yes, true, salespeople need to be persuasive, but being persuasive is only one part of the job. In 99% of the cases you can do this with a sales assessment we call the StylesMatrix(TM). You get a more accurate reading from using theStylesMatrix(TM). .

So what is the one thing? I believe the real “meat” of selling success, is how they are going to meet roadblocks, discouragement and dead ends.

Selling is about keep on keeping on when things are not going the way you want them to go.

In the sales hiring interview, the one question you want to get answered is whether the applicant has follow-through, stick-to-itiveness and the ability to overcome adversity. That is the one question that you need to determine in the interview.

Advanced Hiring System has developed an entire system to help you hire salespeople who really can succeed. Interviewing your sales applicant well is a key part of hiring sales applicants who can sell after they get hired.

Better Sales – Managing Different Styles – High-I

The I score is about ability to communicate with others. Top salespeople nearly always are High-I.

High-I salespeople have the ability to adjust their communication to match the  style of the person they are communicating with. (Although it doesn’t mean that the High-I can speak French to a Frenchman, but if they can’t speak French they’ll figure out how to get their message through despite the language deficit.)

In the hiring process, it is key to make sure that the applicant is not only a High-I because that alone will not make a good salesperson. Many sales managers have been fooled into thinking that just because the applicant is a good communicator High-I, that is all that is needed to be a good salesperson – and it simply is not so! The results from the ValuesMatrix™ are critical here. (See the AHS Member Area for more information on this critical distinction.)

High-I’s are fun to be around. The High-I is great at ad-libbing. The High-I is optimistic by nature. They believe the impossible can be done. .They are charming and charismatic.

High-I’s need to be liked. They, as well like, to like others –usually they are fairly non-discriminating here. This can cause them to trust others where trust is not warranted.