Recruiting
by .(JavaScript must be enabled to view this email address) | on July 10, 2010 | about Coaching, Attitudes, Beliefs & Inspiration, Recruiting | 
Sales Leadership Greatness: 4 Part Discussion about Coaching Styles
PART I - INTRODUCTION
Ok - What makes up a great sales leader? What did Jim Collins, author of Good to Great, discover about “Level 5 Leaders” - ones that lead companies to sustained growth, health, and profitability? Surprisingly, the traits mentioned were more about...
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by .(JavaScript must be enabled to view this email address) | on March 23, 2009 | about Recruiting |
It’s 5 a.m. and a sales manager, Jason, turns off the alarm as he rolls out of bed, hits the floor, and moves through the darkness for the bathroom. A typical start to a day. In the gym by 6:00. At the office by 7:30.
It’s the end of the month and the sales team is 85% of quota. Two open sales positions and lost sales revenue glare out...
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by .(JavaScript must be enabled to view this email address) | on February 06, 2009 | about Recruiting |
Imagine this picture. Turnover occurs - sometimes at an excessive rate. Sales managers work hard and struggle to find quality candidates for open sales positions. They place ads in local newspapers and get many responses. Some use Monster. Some use recruiters. However, many of their candidates come from people who cannot find a job anywhere...
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by .(JavaScript must be enabled to view this email address) | on January 29, 2009 | about Recruiting |
Companies need great sales managers. To find them, Sales VPs and business owners need to (1) know, in advance, the sales goals their managers will work to achieve. Sales managers assume responsibility for sales team goal achievement. And, it’s important to investigate their background for team achievement levels and to set clear...
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by .(JavaScript must be enabled to view this email address) | on January 09, 2009 | about Recruiting |
The sales assessment chosen for use in a recruiting process should:
1. Be scientifically validated for the position. The process and cost of validation, if any, should be included in the RFP. Validation documentation should be provided to company adminstator.
Explanation: Many companies and individuals marketing personality profiles...
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by .(JavaScript must be enabled to view this email address) | on November 14, 2008 | about Recruiting |
What can salespeople learn from an ant? What knowledge can we find in its ways? Common varieties are only 1/4 to 1/8 of an inch long. What could we possibly learn from this insignificant creature of the earth?
Plenty.
Some years for us provide economic strength. Others do not. Several years may pass before this planet’s people live...
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by .(JavaScript must be enabled to view this email address) | on November 11, 2008 | about Recruiting, Attitudes, Beliefs & Inspiration |
What does it mean to be a ‘good’ salesperson? How do you find one? What do you look for? Jim Collins, author of
Good to Great
, says that his team’s research found that great companies recruit character first - before skills.
After twenty years of mistakes and successes, and after helping recruit and coach thousands of...
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by .(JavaScript must be enabled to view this email address) | on November 07, 2008 | about Coaching, Attitudes, Beliefs & Inspiration, Recruiting |
When recruiting great salespeople, hire character first. And, do you know what character trait is more important than all the others? Honesty. Yes, honesty. The number one character trait to recruit for is honesty followed by hard work and personal responsibility.
Honesty is nonnegotiable and must be present for you, the coach, to turn...
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by .(JavaScript must be enabled to view this email address) | on November 05, 2008 | about Recruiting, Attitudes, Beliefs & Inspiration |
Great salespeople work hard. And, along with honesty and personal responsibility toward others, hard work is an essential character trait found in top sales performers. When we recruit well, background checks, resumes, and other screening and interviewing skills focus on the discovery of this trait.
All hard work provides a profit to a...
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by .(JavaScript must be enabled to view this email address) | on October 18, 2008 | about Recruiting |
The NFL screens high-profile college athletes for speed, quickness, agility, mental aptitude, and other important traits relative to their positions. The NFL Combine with its statistical history for vertical jumps, 40 yard dash, bench press, aptitude tests, and interviews greatly increases the chances for excellent player selection. And,...
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by .(JavaScript must be enabled to view this email address) | on October 09, 2008 | about Recruiting |
“Yes, we’ll meet our numbers, It’s my job.“
That’s what Jack Plating, a President with Verizon, once told me in response to my end-of-the-year question,
“Are you going to meet your numbers?”
Sales executives want to meet their numbers. However ... very few companies train their managers to recruit well USING present day selection...
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by .(JavaScript must be enabled to view this email address) | on July 13, 2008 | about Coaching, Recruiting |
... if they were on straight commission without incentives, goals, or directions?
Three Answers
1. “As much wood as a woodchuck would if a woodchuck could chuck wood.” ?
2. “A woodchuck would chuck as much wood as a woodchuck could chuck, if a woodchuck could chuck wood.”
3. “A woodchuck would chuck all the wood, if a woodchuck...
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by .(JavaScript must be enabled to view this email address) | on June 27, 2008 | about Recruiting |
Goal-Orientation: Personality Trait #1 in High-Activity Salespeople (for sales cycles less than 90 days)
Is your team motivated to achieve timely results or to steadily pass the day?
TARGETS • OBJECTIVES • SALES
When salespeople achieve their numbers, CASH FLOWS .......
and, businesses thrive. Owners hear the streaming sound of profits...
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by .(JavaScript must be enabled to view this email address) | on June 17, 2008 | about Recruiting |
Most companies do not know how to do find a “talent fit.” And, here are reasons why:
1. They do not know the top six traits in order of priority necessary for a good “fit.”
2. They do not look for the important character AND personality traits of a top performer.
3. They have not been trained to use a best practice recruiting system:...
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by .(JavaScript must be enabled to view this email address) | on May 16, 2008 | about Recruiting |
After twenty+ years of working with sales teams in banking, financial services, and other BtoB companies, I’ve discovered a foundational problem to exist in Retail Financial and Wireless Services ... And, it’s the word “Retail.”
While the banking industry has transformed itself in many ways, especially with terms like “sales,” it still has...
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by .(JavaScript must be enabled to view this email address) | on May 13, 2008 | about Recruiting |
When researching all the subject experts in recruiting, a best practice recruitment funnel emerges. After sourcing well to develop five or more recruiting channels, the three stages of recruiting are: - Screening - Profiling - Interviewing. (Note: This recruiting funnel also presumes that you have analyzed the sales position well enough to...
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