The hardest thing for me when learning something new is admitting how little I know about the new subject.

It’s my ego that gets in my way.

After all, “I am an accomplished guy”, I say to myself.

And then I start to tick off all the things I’ve accomplished to myself. “I created and then managed blah, blah blah.” (The list I recite to myself is long. I’ll spare you the list.)

Sales Hiring Failures and Learning Social Media

Recently I have become a client of Blogging and Social Media expert, Chris Garrett.

In working at the material I have had to accept that “I am going to rely on the expertise of someone else to guide me. And even though I have a lot of competencies, in this area I am a beginner.”

My experience at learning to become an “Authority Blogger”, as Chris calls his strategy, has lead me to learn something about my clients too.

Why Can’t Some Clients Learn How to Hire Better?

This question has bothered me for more than 16 years now. I mean we have great raving fans who say things like:

“Its working great. We feel like you’ve turned us on to a gold mine. We can really tell with the last few people that we’ve hired how well the System works.”

Jamie Futrell
GENERAL SALES MANAGER
Bristol Broadcasting

“We hired 11 people in our Dayton Center using the System. It is without a doubt the most productive group of new hires we’ve made. Ever.”

Jeff Sullivan
MetLife Group Auto & Home

And then there are some who simply don’t follow the System the way it was designed and get lousy hires. Then they drop out.

Yet I see it’s the same at Authority Blogger. Some clients, through studying and implementing his method of social media, have created tremendously successful online reputations. Others have tried to do it their way and have failed.

Admitting “What I Know” is Not Relevant

I realize that the hardest thing for me learning something new is admitting how little I know about the new subject.

It’s my ego that gets in my way.

But, I am making real progress and starting to see the power and possibilities of mastering this new skill. And I am doing it by relying on an experienced coach.

If you are not getting great sales hires check out the resources and articles here. Suspend your judgment and just follow the steps.

You’ll surprise yourself with your brilliance for doing it that way.

Trust the System. It works.

She asks, “Is Right Side or Left Side of Wheel a Better Sales Person?”

Often, new clients like to run their existing team through both profiles to see what they’ve got — and to confirm the effectiveness of the AHS System.

When they get the results back, sometimes they find productive salespeople on the left side of the wheel.

Does this invalidate the system? How do we interpret the data?

Here’s the definitive answer on

Left Side of the Wheel Salespeople vs. Right Side of the Wheel Salespeople.

1. Left side of the Wheel salespeople are High S and High C. They like to get organized first.

Right Side of the Wheel Salespeople are High D and High I. They like action and like to get going fast.

From a a “Salary invested before you find out if they are going to make it” standpoint –you will know more quickly whether Right Side Salespeople are likely to succeed.  Therefore your bad hires will cost you less. Since you have to be more patient with a Left Side Salesperon, you have to invest more salary in them before you know if you’ve got a failure.

2. Since August 1, 2001, AHS has tested 33,953 salespeople for our clients. When surveying our clients with the following
question:

“Of your top performers, what side of the wheel do they score on?”

85.6% Right Side Salespeople
14.4% Left Side Salespeople

The System IS the Solution!

Good luck and great sales hiring!

Those wondering how to hire employees and have taken any type of sales training has heard the acronym “ABC.” It means Always Be Closing.

So now you’ve “graduated” to Sales Manager. Your job description in a nutshell is “To recruit, train and motivate the sales department.”

The first part of your job description is to recruit. I would like to suggest, that just like in sales we need to always be closing (looking for how to help convert the prospect into a client), in Sales Management. we ought to always be looking for top sales talent for our teams. In other words Always Be Recruiting

“Even when you have a full staff always be recruiting for salespeople”

The time to start looking for your next salesperson is not when you’re down one or two salespeople. In fact, there couldn’t be a worse time to start looking.

Desperation when hiring a salesperson causes Sales Managers to say and do things in a shortsighted way. Worse, in most cases it will prevent you from building a great sales team.

Instead, the great Sales Managers set realistic recruitment goals for their team every year.

Ask yourself the following questions:

• How many new sales positions will I add?
• How many applicants will I need to reach my goal? Where will I get these applicants?
• How can I put this on “remote control,” so I only spend time interviewing the best candidates?
• Now is the time to sit down and outline your Hiring System. Commit a plan to writing.

Always Be Recruiting means build yourself a “bench” of potential top performers. Or at the least, to have an ongoing recruitment process so that you’ve got a stack of resumes in your middle drawer ready to draw from.

The only way out of this economy is to sell your way out of it. Improve your sales team quality by Always Be Recruiting.