You know what it’s like. You meet them and after less than 10 minutes you know it – they’re the killer you are looking for.

So what happened to them after you brought them on board? Why did they fail so bad at doing what you told them would work to sell your product or service?

I am a sales guy, sales manager, company owner and entrepreneur. And for 20 years I’ve studied the sales hiring process because that is where the money in any business is.

Do you want to know why your “super pick” – destined for sales greatness, screw up so bad?

It’s not your fault, but your process for hiring salespeople is no process at all. It’s one step above the fog the mirror method of sales hiring. Gut feel ends up too often to be a pain in the gut.

Because in truth all people have so much going on beneath the surface. And if you don’t get a way of figuring out who your sales applicants REALLY are, you will hire too many duds.

And what’s worse is today, finding out who they really are, is so easy that not doing it is just dumb.

I discovered this fact 20 years ago and back then it was hard. There was no internet, there were very few computers. But I had 200 salespeople and the losers were costing me a fortune.

To find out how easy it is click here. We’ve created a free online tool that you can use. My CFO says we should lock this tool away in our Member Area, so do it today before he has his way.

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.