The common complaint is companies aren’t getting enough sales applicants these days. We teach our clients how to get more and better sales applicants.

Our client Harry reports he had gotten 750 applicants over the past 5 months. He hired 8. Four of them knocking it out of the park.

Ed got 100 in a month and hired a star. Both clients are in the Financial Services industry, which is a tough industry to recruit in.

Using our system you should get 50 applicants for every sales hire you make. But unfortunately most companies are not equiped to handle large numbers of applicants.

Using your current system, if you did get 50 applicants which would you bring in for an interview? (If your answer is previous industry sales experience, you’re odds on to hire another dud.)

If you’re not getting enough applicants click here and let’s talk.

We use an easy formula for getting a lot of applicants. Then we use a quick system to identify which applicants to bring in for an interview.

Having a sales hiring system puts you in charge. Click here and let’s talk.

I was on a new client service call last week talking with Harry. Harry is a General Agent for Ohio National.

He said, “They tell us that Millenials don’t want money so that’s why they’re not applying. For three years I’ve tried to reach Millenials. Since we’ve signed up with you guys at Advanced Hiring more than half our applicants are Millenials. I am loving this.”

I love this kind of call because it reinforces something I’ve said for years. Most people don’t believe me when I say it. Millennials in the US and Europe who can sell are just like everybody else.

There’s a bunch of crapola out there that says Millenials don’t care about money.

Guess what?

Neither do most Baby boomers, Gen Xers, Traditionalists or members of the Silent Generation!

That’s just the way it is. And I say Thank God for that! Can you imagine a world in which everybody was money or power motivated? There’d be no nurses, teachers, or soldiers.

But salespeople MUST be money or power motivated. Because if they’re not then they won’t sell much. (You’ve hired enough of them already to know what that’s like.)

How do we do the kind of magic we did for Harry where he went from zero to 60 so fast? Here’s a link to a new tool we’ve developed to help you figure it out for your company.

Please do it today because my CFO wants me to start charging for this service.

Video Rant #9

A Big Reason Why Your Company Struggles
To Hire Salespeople Who Can REALLY Sell

One of my best friends sold for me 20 years ago at Radio Profits Corporation. AMAZING salesperson. Once he gets the prospect in his crosshairs, they may as well just hand over their wallet. The beauty is, they don’t know they’re being sold. Everything Bruce says is just totally logical. No pressure. No emotion. Just comfortable as hell.

People love him. His prospects become his customers and his friends.

So then we sold Radio Profits. Bruce went to work for a company selling environmental testing and construction testing. It’s a BIG market. Companies need a lot of scientific tests to comply with government regulations. For instance, companies have to satisfy a long list of health regulations, to keep things safe for consumers and avoid problems with the government.

So testing is a monster business. Bruce sold for one of the biggest companies that do this testing. One day he showed me that company’s compensation strategy. It was like a maze. Every paragraph had something you couldn’t figure out. It was so convoluted, the company sales team used to joke about it.

Bruce sold more of this testing than anybody else on the East Coast, double or triple the #2 guy. And he’d only been with them a year or two. He was stomping it. BUT he wasn’t the top earner. And THAT was extremely de-motivating to him. Company eventually went broke. They just weren’t very profitable, because the sales team wasn’t being paid very well for the deals they brought in.

It’s not that unusual. A LOT of compensation strategies are not well-engineered. Too complicated. BIG mistake.

A star salesperson who’s considering joining your sales team sees it as a very bad indicator if your compensation plan is hard to understand. A good salesperson looks at that and thinks, “These are smart guys. They could make it easy to understand. But they didn’t. If they make it tough for me to figure out how I’m being paid, then THAT makes it easier for them to screw me.”

That type of compensation plan will NOT result in a strong bottom line for your company.

This is Alan Fendrich. I’d be happy to give you my thoughts on your company sales compensation plan. Give me a call.