ACTG Sales Management Blog

Sales & Sales Management Expertise Blog  

Be a Rock Among Pillows

Posted by Alex Cole on Fri, Jul 14, 2017

My pup, Rocky, loves to lay on top of pillows. ALL pillows. He doesn’t care if they are round, square, flat, cushy, or even sewn on and attached to the back of the couch- he will find a way to lay on them. And though it irritates me to no end to walk into a room to find all of my decorative pillows haphazardly thrown around, I must appreciate Rocky’s determination. He will do whatever he can to make sure he is on top. He fights, and sometimes literally claws, his way to the peak of that pillow mountain. He epitomizes the great sales candidates you should be looking for- except maybe the dog part.  

Rocky Pillows.png

Great sales candidateswill think the same way Rocky does- they have to be on top. They will do whatever it takes to make sure that they are successful. They will find ways to differentiate themselves amongst their peers. The hardest part, however, is being able to spot those great salespeople without wasting a lot of your, or their, time.

At Hire Better Salespeople, we believe that you should be able to learn everything you need to know within the first 5 minutes of any interview. If you are asking the right questions, you should know how well this person handles themselves on the phone, if they have the strong will and determination you need and if they are a fit for your opportunity. The point of the first interview is not to review a resume or sell them on the details of the position. Instead, it is to drill down on their capability of doing the job you need them to do. If your organization needs a hunter, you must say, “We need someone that is going to hunt and close new business. How do we know this is you?” A great sales candidate will give you a concise answer with facts to support their position. They won’t be flustered by the direct questioning and will have the ability to answer your questions with little hesitation or "word fluff”. You should only have to ask 3 or 4 questions to determine if individuals should move forward in the interviewing process.

Even more importantly, a great salesperson will attempt to close for the next step at the end of the call. Any candidate who asks robust follow-up questions, wants specific details pertaining to the next step or directly states why they are the right fit should immediately advance to the next stage. If a sales candidate doesn’t attempt to close you at the end of the interview, it is very unlikely they will do so with a prospect.

The number one question I ask myself after any interview is this: “Would I like to compete with them in the marketplace?” If the answer is no, strongly consider this individual for a position within your organization. What if they don’t have the specific experience you are looking for? Don’t worry! You can train someone on the technical parts of being a banker or insurance rep, but it’s a lot harder to train them to be a great salesperson. 

So, next time you’re interviewing a sales candidate, remember Rocky and his quest for higher, softer ground and his grit to get there. If you are interested in learning more about how to Hire Better Salespeople, sign up for our free webinar—“Ruff” Realities About Recruiting. During this webinar, you will learn how to hire your next “top dog” using our proven process for searching, evaluating skills using a sales assessment, interviewing, hiring and onboarding new hires.

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Topics: aquire sales candidates, 5 minute interview

Guests, Fish and Job Candidates

Posted by Chuck Smith on Mon, Jun 26, 2017

As the owner of Hire Better Salespeople, one thing I hear consistently from my clients in regards to hiring is “I’m tired of looking through the same set of resumes over and over again.” If you have had the same thought, trust me, you’re not alone. Resume sites are flooded daily with recycled candidates. So, how do you go about finding the new, fresh candidates out in the market place? This week, our guest blogger and one of HBSP partner’s, Chuck Smith, President of NewHire, explains why fresh is best and how to eliminate the rest.-- Tony Cole

I thought it was my mother-in-law, but it turns out to be Benjamin Franklin who said, “Guests, like fish, begin to smell after three days.” If you’ve had house guests who’ve overstayed their welcome, I know you will relate. But did you know that the same rule, more or less, applies to candidates for work?

How so?

When we are recruiting to fill an open position, our primary goal is always to find the right person for the job. In fact, we often mean “the right person for the job, RIGHT NOW!” It’s not so helpful if that right person were to be available six months before or six months after.

This is why so many people get frustrated searching for resumes online using LinkedIn, Indeed and Careerbuilder. These sites and others have built businesses based on the idea of aggregating candidate resumes. The sites claim that the ability to search 20, 30 or 100 million resumes is a benefit. I call it a bug. We shouldn’t care about everyone who ever placed a matching keyword on their resume.

We should only care about the actual people interested in our actual job right now. This is what makes the NewHire™ system of recruiting so powerful. Rather than asking you to spend your valuable, limited time going from site to site (at great expense for access) searching for matching candidates among millions and millions of non-matching candidates, NewHire™ brings the candidates to you. Small databases of candidates who have expressed interest in your job. These candidates are prescreened, pre-qualified candidates who have already answered many of the key questions you have for them.

NewHire was invented to help employers recruit and screen candidates for very specific, time-bound open positions. Stop searching resumes and start getting matching candidates with Hire Better Salespeople and NewHire.

Sourcing great, qualified candidates is only a piece of the very complicated puzzle. At Hire Better Salespeople, we work with our clients to: learn the intimate details of the position, build a compelling job attraction post, call on active as well as passive job seekers, assess applicants based on the specific job criteria, disqualify and vet candidates, provide initial interviewing support and administer onboarding and coaching for your new hire. Visit our site TODAY to learn more! 

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Topics: New hires, hire better salespeople, aquire sales candidates

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    About our Blog

    Founder and CLO Tony Cole has been working with financial firms for more than 25 years to help them close their sales opportunity gap.  He is a master at using science based data and finely honed coaching strategies to help build effective sales teams.  Don’t miss his weekly sales management blog insights.

     

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